Cristina Irina Most employers hire people they like, rather than the most competent persons
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Most employers tend to hire people they personally like rather than the most qualified candidates. During interviews, decision makers form a first impression in the first five minutes and use the rest of the interview to rationalize that initial choice. While liking a candidate can improve communication and teamwork, it also risks passing over more skilled applicants if the initial impression is incorrect or does not assess qualifications. It is important for both employers and candidates to consider objective qualifications in addition to subjective personal feelings.
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Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USA
L'indice de performance des ports à conteneurs de l'année 2023
Une évaluation comparable de la performance basée sur le temps d'escale des navires
L'objectif de l'ICPP est d'identifier les domaines d'amélioration qui peuvent en fin de compte bénéficier à toutes les parties concernées, des compagnies maritimes aux gouvernements nationaux en passant par les consommateurs. Il est conçu pour servir de point de référence aux principaux acteurs de l'économie mondiale, notamment les autorités et les opérateurs portuaires, les gouvernements nationaux, les organisations supranationales, les agences de développement, les divers intérêts maritimes et d'autres acteurs publics et privés du commerce, de la logistique et des services de la chaîne d'approvisionnement.
Le développement de l'ICPP repose sur le temps total passé par les porte-conteneurs dans les ports, de la manière expliquée dans les sections suivantes du rapport, et comme dans les itérations précédentes de l'ICPP. Cette quatrième itération utilise des données pour l'année civile complète 2023. Elle poursuit le changement introduit l'année dernière en n'incluant que les ports qui ont eu un minimum de 24 escales valides au cours de la période de 12 mois de l'étude. Le nombre de ports inclus dans l'ICPP 2023 est de 405.
Comme dans les éditions précédentes de l'ICPP, la production du classement fait appel à deux approches méthodologiques différentes : une approche administrative, ou technique, une méthodologie pragmatique reflétant les connaissances et le jugement des experts ; et une approche statistique, utilisant l'analyse factorielle (AF), ou plus précisément la factorisation matricielle. L'utilisation de ces deux approches vise à garantir que le classement des performances des ports à conteneurs reflète le plus fidèlement possible les performances réelles des ports, tout en étant statistiquement robuste.
Enhancing Adoption of AI in Agri-food: Introduction
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
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办理(lbs毕业证书)英国伦敦商学院毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(lbs毕业证书)英国伦敦商学院毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
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综上所述，办理(lbs毕业证书)英国伦敦商学院毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
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AI Transformation Playbook: Thinking AI-First for Your Business
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
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Cristina Irina Most employers hire people they like, rather than the most competent persons
- 1. Most employers hire people they like, rather than the most competent persons Cristina Irina 8220
- 2. • You can’t typically grow your business without growing the number of people with whom you work. • If your business is in an early stage of growth, you will most likely be the person doing the recruiting and hiring.
- 3. • Most decision makers make their decision whom to hire in the first five minutes of an interview • The first impression seems to be the strongest point of a potential employee • The rest of the interview time the decision maker uses to rationalise their choice
- 5. Hiring a person you like rather than a better qualified one. UPS DOWS • Better comunication • Better team work • More chances to fit into the company • The possibility that the first impression was wrong • Lack of any skills
- 6. There are all kinds of reasons for why you might not be chosen for the job, no matter how qualified you think you are, including: 1. Your qualifications aren’t as strong as you think they are. Your assessment of your skills isn’t in line with the reality of the situation. 2. Your qualifications are very strong, but someone else’s are stronger.
- 7. 3. You don’t have an accurate understanding of what the job is all about, and therefore your opinion of how well-matched you are is based on an erroneous foundation. 4. You’re well qualified, but you have some other characteristic that would cause you big problems here, such as an inability to listen without interrupting, or trouble answering questions clearly, or a hostility problem.
- 8. • There is obvious that the ideal candidate has good communication skills, the education needed for the job as well as some experience or at least desire to learn.
- 9. Bibliography Pictures Ideas • http://recruitingdaily.com/3-job-interview-questions-every-recruiter-ask / • http://overcomingsocialanxiety.com/job-interview-tips-for-social-anxiety / • http://www.vocationvillage.com/job-interview-advice / • http:// www.askamanager.org/2008/04/bu
- 10. Thank you!