Discover the most popular and inspiring quotes and sayings on the topic of Applicants. Share them with your friends on social media platforms like Facebook, Twitter, or your personal blogs, and let the world be inspired by their powerful messages. Here are the Top 100 Applicants Quotes And Sayings by 97 Authors including Aasif Mandvi,Robert Stack,Bill Maris,Hassan Al-Banna,Peter Thiel for you to enjoy and share.
They wanted to audition people for the Middle East correspondent on 'The Daily Show.' They wanted to hire somebody ethnic for that slot. Helms had left, Cordry had left, and they felt that they needed an ethnic face. So, I went in and auditioned, and I got the job.
Our profession is very much like going to a cocktail party, you check out the guest list.
We're looking for people who are working on things that seem out of reach, uncomfortably difficult.
We need spirited, energetic and strong young people whose hearts are filled with life, enthusiasm, zeal and dynamism; whose souls are full of ambition, aspiration and vigor and have great goals, rising and aspiring to reach them until they eventually arrive at their destination.
By the time a student gets to college, he's spent a decade curating a bewilderingly diverse resume to prepare for a completely unknowable future. Come what may, he's ready--for nothing in particular.
By creating useful job descriptions and making clear what qualifications should be expected, the Department aims to help improve schools' ability to recruit the right people.
The letter of application ... should be a masterpiece of fiction, papering over all the cracks. Get it properly typed on decent writing paper. Never let it run over the page, people get bored with reading.
Vote tonight?" "I did not apply for
At Brit + Co , we're always on the hunt for motivated, smart, and creative folks. And I must admit, we have received some pretty unique resumes.
Somebody's on a man hunt. And she's accepting all applicants with a big wallet, a penis, and a beating heart. Good luck with that.
I'd like to decide who comes here. I'd like to be the admissions director of New York.
The recruiters and hiring managers of today are becoming more and more like politicians when asked difficult and uncomfortable questions. If they reply at all, they will not directly answer the job seekers' questions.
The service leaders hire one out of 50 applicants, sometimes one out of 100, but they're very, very careful. You can't afford not to be extremely choosy when you hire.
To get the very best people- they have a lot of great options, and so it can easily take a year to recruit someone.
An internal report at Hewlett-Packard revealed that women only apply for open jobs if they think they meet 100 percent of the criteria listed. Men apply if they think they meet 60 percent of the requirements.
You see these shuffling rows of shiny faces, waiting for their turn, so they're very dedicated to the program and desperate to know what it is they've got - so often, they have no idea.
We're (also) looking for a good people person who is able to motivate others and get strong performances out of people.
The same thing I applied to football, I applied to trying to be an actor and hopefully it came off well.
When universities are forced to recruit more and more from outwith Scotland just to balance the books, it is inevitable that doors are being slammed shut on some of our brightest talent.
I consider myself an excellent candidate ... because I care.
It was a rite of passage each year at Manhattan Life Insurance Company. The golden doors would open every summer to a new crop of bright-eyed college students, all of which were over-qualified for a job that required little more than a high school-equivalent GED and a fully loaded MetroCard.
My company believes in hiring people based on merit.
NO ADMISSION FOR ADMISSION.
There is a real diversity of talent and background on the A list so as to better reflect our society in all walks. There are people who have been candidates before, Councillors, Doctors, business leaders, charity campaigners.
There's no enemy in the auditioning process. Everybody wants you to be the right person when you walk in the room. We're all just trying to make a soup here, and they're trying to figure out the right ingredients for the soup.
I found my student of the year, and now Tata Nano is searching for India's student of the year
The visa lottery system poses a national security threat. Under the program, each successful applicant is chosen at random and given the status of permanent resident based on pure luck.
Often, the pressure of the business and fear of having an open position encourages us to hire people who are either not right for the job or not ready to take on the responsibility.
Think about the way most companies currently hire. You post a job and then get blind resumes in response. This should be a social experience.
I had received my first establishment grants in response to applications filed the year before. To the pages of baffling forms I had simply attached a handwritten note saying, 'I make dances, not applications. Send the money. Love, Twyla.
Klara Sztucinski, and Elliott Kellman. The administrative
What signs fail to express, their application shows. What signs slur over, their application says clearly.
When a company seeks a new chief executive officer, or a university a new vice-chancellor, enormous trouble is taken to find the best person.
It is not about how intelligent you are or how good you score in exam but it is about how helpful you are and how much you made people happy
Think of this as the highest paying job you never applied for.
I applied for the University of Life. Didn't get the grades.
DUMBLEDORE'S ARMY, STILL RECRUITING.
the job of finding people belongs to everyone, and this fact needs to be woven into the fabric of the company.
among the country's senior
I would be a fully-paid-up member of the 'I Hate Paperwork Club' if I could summon the enthusiasm to fill in the application form.
We are looking for highly technical, enthusiastic and capable entrepreneurs who have a healthy disregard for the impossible, and that's not always easy to find.
I was originally going to train as a journalist, passing a series of exams that winnowed ten thousand applicants down to one hundred places on a National Union of Journalists course.
CA student is composition of a Compassionate, Cheerful, and Cool aspirant. I will be a Chartered Accountant.
When choosing between two similar applicants, hiring managers are increasingly turning to social media outlets to supplement information they are unable to glean from applications or interviews.
Don't drag candidates through weeks of endless interviews. Don't flake out on interviews. At DeveloperAuction, we often have offer letters prepared in advance, so we can hand them to great candidates as they are leaving the office.
I'm gonna wait for Mr. Right to come along and take my time. I'm just enjoying just having a little me time, you know? But it's not that I'm not taking applications.
The audition process is always grueling. You always hope to just get offered things, and sometimes it happens and sometimes it doesn't.
APPLICANTS MUST PASS AN ORAL EXAM BEFORE ADVANCING TO THE NEXT COURSE. - NOVELTY UNDERWEAR
When you are ready to make your first hires, look for people who understand your passion, want to add to your ideas and can envision ways to make improvements.
Algorithms are simplifications; they can't and don't take everything into account (like a billionaire uncle who has included the applicant in his will and likes to rock-climb without ropes).
That's the trouble with honorable mentions: they let everyone know you applied and didn't win.
If you don't meet the standards, then you don't qualify.
I think people tend to apply where they think the greatest opportunities lie.
Asian colleges would do well to use a broad range of criteria in selecting students and move beyond the unproductive "examination hell. "
Cultivating more leaders who reflect our heterogeneous society depends on universities' transparent use of race as one of many factors in an admissions process that is accessible to all.
We want passion for our business.. workers who can interpret and execute our mission, who want to build a career, not just take a temporary job.
I heavily overinvest in recruiting. I have an understanding with certain search firms that if you find someone great, don't wait until there's a job opening - send him to me.
PIO card holders- they have lot of visa issues. We decided they will get lifelong visa.
Even though there is rampant unemployment in many parts of the world, there are still large numbers of jobs that are going unfilled because employers are having a hard time identifying people with the right set of skills.
The student skit at Christmas contained a plaintive line: "Give us Master's exams that our faculty can pass, or give us a faculty that can pass our Master's exams."
They pick all of us out, and then they decide, they computerize, decide if they like it or don't like it, and then they go home, and then they come back again because they're not sure what they saw.
I figured the Nightingale Investigations job application form had the question Are you hot? Yes. No. If you answered no, please exit the building.
From the beginning, I got all Emirates cabin crew applicants psychometrically tested. Those who didn't want to be nice to others got rejected.
The tragic majority of MT applications look like drunken bar fights.
One thing that founders always underestimate is how hard it is to recruit.
We need patient people who are able to endure the toughest disciplines.
We need to get rid of the growing army of temporary workers now filling the ranks of academy. This is scandalous; it weakens both the power of the faculty and exploits these workers.
If you have a choice between qualifications and personal qualities when it comes to hiring people, go with personal qualities. You can teach them the job.
The biggest deficit in terms of gender equality at Ozon lay in our IT department. So we made a decision, along with our key IT leaders, to remove all filters and systemically interview all the women who apply.
Also, schools share some responsibility and should offer helpful orientations that include general information about such recruitment efforts on their campuses.
Americans who may be going to the largest embassy we've ever had.
When I go through hundreds of applications from people who all have very similar-sounding experience, cover letters are the only glimpse I have into a person's personality.
When I'm hiring, I don't look for credentials, I look for knowledge.
All of our TaskRabbits go through a vetting process, which includes an online application, a video interview, a series of background checks, and then an online quiz that they have to pass before they're activated on the site.
Start-up teams are always in flux, so, like all start-ups, we're always talking to candidates for various key roles.
The standards to get in are very high. We don't want to lower those standards.
A job interview is a competition won by those who are qualified the most, and, those who are willing to be payed the least.
I am an affirmative action hire.
As I've said many times before, in the real world, the A students often go to work for the C students--and the B students work for the government.
I hire talented, creative, passionate learners who have a history of turning intention into reality.
Few people realize the immensity of vacancy.
I chose the members very carefully, based on their ability to correctly answer the following question: "Do you want to go to Orlando at your own expense and perform before Tupperware distributors?" (The correct answer was: "Yes.")
Its a toss-up when you decide to leave the beaten track. Many are called, few are chosen.
When it comes to meritocracy and diversity, the symbolic is real. And that means that simple actions that reduce bias, such as blind resume or application screening, are a double win: they reduce implicit bias and they help communicate our commitment to meritocracy.
Fellows of colleges in the universities are in one sense the recipients of alms, because they receive funds which originally were of an eleemosynary character.
Women or mothers in middle-age or mid-career have valuable life experience and may offer an untapped recruitment pool.
For those who wish to stay and work in computer science or technology, fields badly in need of their services, let's roll out the welcome mat.
First rate mathematicians choose first rate people, but second rate mathematicians choose third rate people.
Employers know the nature of people best.
Cohler advertised for summer interns, then sometimes told promising applicants when they came for an interview that Thefacebook was only hiring full-timers.
On-demand companies like Handy provide customers with a guarantee that workers are competent and honest; Oisin Hanrahan, the company's founder, says that more than 400,000 people have applied to join the platform, but only 3% of applicants get through
We want people who come from humble backgrounds and have a need to win.
It provides a convenient excuse for arbitrary decisions: asked why it rejected a student, a college can say that he or she looked wonderful on paper but didn't fit into the mix. The image of a fair but fickle process also pumps up the applicant pool:
We tell applicants, 'If you don't intend to be here for life, you needn't apply.'
Ambrose, your presence is the horseshit frosting on the horseshit cake that is the admissions interview process.
Today in America vast concourses of youth are flocking to our colleges, eager for something, just what they do not know.
The issue is never, "Are you qualified?" The issue is always, "Are you called?
I don't believe in auditioning. I'm a bad auditioner. I don't like it.
The changing economic situation, the changing global market means it is understandable that employers are constantly raising the bar. It is challenging the education system to come up with ever higher standards to meet the expectation of employers.
With all those prizes the most interesting thing is getting on to the shortlist, because that tells you who people see as your peers.