He was a unanimous selection as tournament MVP just a few months removed from being named the Conn Smythe Trophy winner after guiding the Penguins to their fourth championship. There’s no danger of burnout, however. Crosby is a rink rat in the best sense. The Penguins were certainly happy to have his familiar No. 87 on the ice, allowing coach Mike Sullivan to work extensively on special teams for the first time during camp. That’s just fine by Crosby, who is well aware of the challenge that awaits the Penguins after they visit the White House on Thursday and raise the Cup banner to the rafters at newly renamed PPG Paints Arena during the season opener next Thursday against Washington. “There’s a reason why it hasn’t been done for a long time,” Crosby said. “Everyone wants to beat you. Everyone wants to measure themselves against you.” The last time Pittsburgh tried to go back-to-back the Penguins didn’t make it out of the second round of the playoffs in 2010. Five sometimes turbulent years for the franchise and its star followed before Sullivan’s arrival last December and a commitment by management to provide needed depth galvanized Pittsburgh last spring, leading a sprint through the postseason that ended with Crosby taking the Cup from commissioner Gary Bettman for a second time. The Penguins did little to tinker with their personnel during the offseason, which should only aid Crosby as he gets up to speed.
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The hiring manager will usually ask for feedback from human resources and other employees who interview the job candidates. Go over the position description, point by point, and ask yourself, “How best can I learn about the applicant’s ability to perform this function?” You may want to consider using an Interview Rating Guide to evaluate the answers given by each person that you interview. This information should be kept confidential or your sources for references will dry up quickly. By selecting best candidate for the required job, the organization will get quality performance of employees. Drug involvement raises questions about an individual’s reliability, judgement, and trustworthiness or ability or willingness to comply with laws, rules, and regulations, thus indicating his or her employment might not promote the efficiency or protect the integrity of the service. directoryRefer to AC Core Competencies – Recruitment for additional information and sample interview questions. Discuss the decision with colleagues or others who participated in the interviews and/or other stages of the hiring process. Next, the Chair should outline the format of the interview so that the candidate is aware of what is going to happen.