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AA or BS/BA degree in construction management, business management, or related field. Associate degree in construction, business management or closely related field is preferred, but all encouraged to apply.
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OR an AS/AA degree, BS/BA degree or certification in a related discipline with 3 years of experience in a related field. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all.
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OR an AS/AA degree, BS/BA degree or certification in a related discipline. AS/AA or technical certification in related discipline. You'll have access to our inclusive parental leave policies, plus comprehensive fertility coverage and adoption assistance.
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High School Diploma or AA/BA Degree in speech language pathology or communication disorders or graduation from a speech language pathology assistant program Current registration as a Speech Language Pathology Assistant issued by the California Speech Language Pathology and Audiology Board.
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Post-secondary degree (AA, AS, BA, or BS), or currently enrolled in a Post-secondary degree program. Experience working with kids with learning disabilities, specifically dyslexia.
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Be an ambassador of the mission, values, and culture of the organization Requirements - AA or BS/BA degree in Accounting or related field desired. This is a short-term contract / temporary Accounts Receivable Clerk position and is based in the Detroit, Michigan area.
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Educational Degree: Sworn employees in the position of Police Officer, Police Corporal and Police Sergeant are eligible for a bonus of 2.5% of base salary for an AA Degree, or 5% of base salary for a BA or BS Degree.
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2 years with an AA Degree in Child Development or Early Childhood Education. 1 year with a BA/BS Degree in Child Development or Early Childhood Education. AA or higher degree in CD or ECE.
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4-year college graduate with a BA/BS degree required; preference for Hospitality, Business/Management, Communications, Event Management, Theater, or related field. We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform criminal background screening and pre-employment substance abuse testing.
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BS/BA degree in Business, Finance, Marketing, or related field. EOE AA M/F/Vet/Disability Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identity, protected veteran status, or disability.
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HS Diploma or equivalent (required) AA, BA Degree preferred. Oversees liquor, beer, wine, and food inventory, calculates costs of food and beverage items for recipe costing. In this role, your duties will include coordinating daily operations, maintaining liquor, beer, wine & food cost budgeting, supervising staff members, and adhering to a high level of customer service.
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Tutoring experience (great at working with kids) Clear FBI-DOJ background check (provided through us) We are proud to be ranked #28 in the country as the best startup employer by Forbes. Our teaching curriculum and high dosage tutoring methodology has been proven to significantly improve test scores.
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AA/AS degree in Nursing required; BA/BS degree in Nursing (BSN) or Healthcare Administration preferred. Must possess a high degree of emotional intelligence and integrity, driven and focused work ethic.
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Level II: AA/AS Degree in Child Development, Social Science, Psychology, Human Development, Liberal Studies, or related field, plus one year work experience in client casework and/or client eligibility setting or a BA/BS Degree in a related field.
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Qualifications Active TS/SCI with polygraph Degree and Relevant years of experience: AA and 10 years of experience or, BA/BS and 8 years of experience or, MA/MS and 6 years of experience or, PhD and 4 years of experience Covid Policy: SAIC does not require COVID-19 vaccinations or boosters.
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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