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Project Geotechnical Engineer The ideal candidate will have a Master’s degree in Civil or Geological Engineering with emphasis in Geotechnical Engineering. Candidates with a Bachelor’s Degree in Civil or Geological Engineering and 2 or more years of relevant experience in geotechnical engineering will be considered.
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Technician training or AA Degree in electronics preferred. EO/AA Employer: Minorities/Females/Veterans/Disability/Sexual Orientation/Gender Identity. Maintains, tests and repairs all water treatment equipment, dialysis equipment, medical equipment, testing equipment, and mechanical/electrical systems as recommended by the manufacturer and by procedures established by FMCNA Clinical/Technical services as documented in the Technical Policies and Standards manual.
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High School education or equivalent required, AA degree preferred. Must be able to comply with all applicable federal and state laws and regulations for security positions, including but not limited to, additional background screening, physical examination, fingerprinting and/or drug and alcohol testing.
$17 - $17.5 an hourFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As of fall 2017, with enrollment of approximately 18,500 per semester, and an extremely diverse student population (Hispanic/Latino 44%, Black/African-American 4%, Asian/Pacific Islander 32%, American Indian/Native American 0.5%, White/Caucasian 11%) attaining educational goals reflecting 45% – AA Degree and Transfer to a 4-Year College/ University, the District’s emphasis on student success makes it a recognized educational leader in the State.
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H.S. Diploma or General Education Degree (GED) plus one year of experience in customer service-related business or retail (Supervisor level), an Associate's degree (AA), or equivalent combination of education and experience.
$18.69 - $23.5 an hourFull-timeExpandUpdated 30 days ago - UpvoteDownvoteShare Job
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Associate degree (AA) or equivalent from two-year college plus one-year related experience and/or training; or equivalent combination of education and experience. We are an omnichannel insurtech company innovating insurance with a singular purpose: to help people protect their life, health and wealth so they can make the most of what life brings.
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Bachelor’s degree required – Degree in Accounting or Finance strongly preferred. Equal Opportunity Employer /AA Employer/Minorities/Women/Protected Veterans/Individuals with Disabilities.
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ExperienceMust have the ability to pass the Paraeducator/Instructional Aide exam or have completed two years of study at an institute of higher education, or have an Associate of Arts (AA) degree or higher.
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Previous hospital, physician practice, LTC or ALF experience Strong Presentation Skills Previous sales or service experience preferred EDUCATION Bachelor’s degree preferred SPECIAL INSTRUCTIONS TO CANDIDATE EOE/AA M/F/D/V #LI-MS1 #LI-Onsite VITAS® Healthcare is the nation’s leading provider of end-of-life care, and has the resources and expertise to support your personal and professional growth.
$48.5 - $54 an hourFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
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Two-year College AA degree/trade school certificates and min. 3-5 years of direct manufacturing test experiences in photonics, or laser-optics, or optical network, or semiconductor industry.
$30 - $50 an hourExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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A copy of an official college transcript indicating an AA degree or higher OR. Experience for work in public schools will be granted for prior classroom experience for paraeducator positions or for prior office experience for office.
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One year retail supervisor experience or similar training preferred. Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 7 distribution centers nationwide.
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AA Engineering undergraduate degree or equivalent combination of education and experience. Knowledge of DDC Control Theory & Applications and Mechanical systems. Benefit packages for this role will start on the 31st day of employment and include medical, dental, and vision insurance, as well as HSA, FSA, and DCFSA account options, and 401k retirement account access with employer matching.
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Family Services Advocate I AA in Social Science related field of study. Family Services Advocate III: Master's Degree in Social Work (MSW) or related field of study. Arrange for education and other appropriate interventions related to family or individual mental health services, substance abuse, child abuse and neglect and domestic violence, if needed.
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EDUCATION - Completion of sixty (60) hour CNC Programming Course, AA degree or AA equivalent preferred. Candidates will be expected to provide a copy of their degree or transcripts.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.