ence par la rédaction d'un CV professionnel qui exprime parfaitement votre objectif, votre expérience et vos compétences.
Déposez votre CV maintenant, gratuitement: http://www.bayt.com/fr/post-your-cv…
relocatable -- and, oh yes, you appear to meet all key job requirements.
Recruiters will come looking for you and will commence the wooing process if you not only appear to be the right match – but you are the right match for the job and the employer.…
: Dec2009 Duration: 1year Optional: 1year extension Rotation: 60 on / 15 off Criteria:- § Bachelor degree in pipeline engineering or equivalent § written and spoken English, Knowledge of French is desirable § 10 years with contractor involved in the engineering and construction of onshore upstream O&G § Preparation of engineering requisitions. § Technical evaluation of bids for equipment and services. § Technical support of purchasing activities after purchase order, vendor data review, attending FAT § Develop basis for pipeline engineering and design; § Pipeline dynamic analysis and Flow assurance study; § Pipeline mechanical design; § Pipeline steady state analysis; § Detailed material take off and specifications § Experience of pipeline onshore construction and operation. § knowledge and application of international codes and standards. § knowledge of pipeline simulation softwares such as Pipesim, OLGA.
Benefits Contact email below
Country ALL MENA
City, region To be based in Algeria
Sector Energy and Utilities…
cation's for this position - when less than 15% of these are even valid, or have bothered to read the job advert it is likely going to be the reamining 85% that have recieved a less than ideal experience.
For those 85%, flip it round to a recruiter's perspective - when you recieve application's from people who have clearly either not read the application, are not in a position to commence the position, or are clearly unsuitable. Add to these those candidates and job seekers, who fire out a bog-standard CV that they don't even tweak slightly for different position's, then you wonder why they feel they have not recieved a response directed at them personally?
My responses to these are very similar, those who are unsuitable will ALL get an email informing them that they have been unsuitable and therefore rejected, but the infographic article is still very misleading. …
. before we commence work, because I don't want him/her "disappointed when we deliver recruit(s) and they find out (later/after they hire) that they already had them in the database". Usually the response is "we don't have the time to do that" or " that's why we want to hire you" or some similar response indicating their compliance. As a catch-all, we started including this clause in our fee agreement:
"Your prior receipt of a candidate’s resume or other material from the candidate or any other source, including (but not limited to) social media sources such as LinkedIn, Facebook, etc., shall not affect your obligation to pay our service fee, unless the candidate was under active consideration by you for this position at the time of our referral, as evidenced by scheduled interviews."
The companies which decline to sign the agreement are probably the ones who would later say "we were already aware of this candidate" so this helps us to qualify, and work with, the companies who really value our services.
lso makes a strong impression
In July 2003, the consortium of Arup, architecture firm PTW, the CSCEC (China State Construction and Engineering Corporation) and the CSCEC Shenzhen Design Institute (CSCEC+DESIGN) won the international design competition for the National Aquatics Centre for the 2008 Beijing Olympics.
The competition, which was judged by a panel of international architects, engineers and pre-eminent Chinese academics, commenced with submissions from ten international consortia and also involved a public exhibition and vote.
The Water Cube looks set to be ready in October 2007. Both the concrete and the steel structure have been completed, and 500 m² of prototype cladding was installed in April, 2006. The next phase is to install all of the cladding and then follow on with de-propping the internal structure and completing the interior.
The building's structural design is based on the natural formation of soap bubbles
To arrive at the building's structural design, which is based on the natural formation of soap bubbles to give a random, organic appearance, we used research undertaken by Weaire and Phelan (professors of physics) into how soap bubbles might be arranged in an infinite array.
To bring the design to life, the individual bubbles are incorporated into a plastic film and tailored like a sewing pattern. An entire section is pieced together and then put into place within the structure. There are interior and exterior films, and the film is then inflated once it is in-situ. It will be continuously pumped thereafter.
The actual pumping has been sub-contracted, and once the installation is complete the operator will be responsible for both the operation and maintenance of the facade for ten years. This was a key component of the brief and in the choice of contractor.
The project is an opportunity for us to offer our expertise in sustainable services. The building will use solar energy to heat the pools and the interior area, and all backwash water is to be filtered and returned to the swimming pools.
The scheme and design for the project was developed in Australia. The project has now been handed over to a team in Beijing who are taking care of the construction.…
uth in fields of work which will be in demand in the future. It start when you work with your children in understanding and developing their passions and designing the paths in which they want to live their lives.
In the sense in which we discuss Talent Generation it is in the sense of the Company, and what actions they can take to find the appropriate talent and help guide them into the applicant tracking systems in place. It identifies and catches the attention of a prospective candidate BEFORE they are an applicant and does come before the final stage in recruiting.
In the aspect of recruiting candidates to work at jobs in your company today, you need to look at what you can influence in terms of Talent Generation. We can't be expected or realistically look 10-20 years ahead and develop systems with the school for the jobs we need to fill today... and at the speed at which things change and evolve in our companies and with the technologies we use, are we the best to determine what these programs for students will be?
oh... we've unleashed a big topic here... one we could talk about in a lot of depth...
Thanks for the comments! I totally get where you're coming from.