- UpvoteDownvoteShare Job
- Suggest Revision
It features basic and applied social and behavioral science research (including anthropology, communication, economics, sociology, political science, and psychology) and lifespan cognitive neurosciencefocusing on aging and urban and minority health.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
As Division Director, the incumbent will serve as the scientific and administrative leader of the DAB and provides scientific expertise and strategic vision for the DAB portfolio, including identification of emerging new directions for basic aging research, support of novel technologies, and development of collaborative programs with other NIA extramural divisions, the NIA Intramural Research Program, and other NIH Institutes.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Research Scientist will be hosted by the Center for Demography of Health and Aging. The Research Scientist should have skills, experience, and an interest in producing cutting-edge quantitative research on the relationship between education and cognitive aging using longitudinal surveys, biomarkers, and administrative data linkages.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Division Director serves as the scientific and administrative leader of the DAB and provides scientific expertise and strategic vision for the DAB portfolio, including identification of emerging new directions for basic aging research, support of novel technologies, and development of collaborative programs with other NIA extramural divisions, the NIA Intramural Research Program, and other NIH Institutes.
Full-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Our research advances caring science in the areas of: healthy aging across the lifespan, holistic health, health equity, and transforming nursing practice environments. I-BRAIN supports neuroscience research, education and community engagement programs across multiple FAU campuses and colleges.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Aligned with Rutgers University–New Brunswick and collaborating university wide, RBHS includes eight schools, a behavioral health network, and five centers and institutes that focus on cancer treatment and research, neuroscience, advanced biotechnology and medicine, environmental and occupational health, and health care policy and aging research.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Memory and Aging Center (MAC) is a clinical research unit within the UCSF Department of Neurology that investigates the clinical (neurological, cognitive, behavioral, neuroanatomic) characteristics of various neurodegenerative diseases.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Significant experience in think-tank community, commissioning, managing, and publishing peer-reviewed policy research projects. Lead WHPC engagement with DC think tank community, to gain support for cost of care and successful aging initiatives; convene groups to support their implementation.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Center for Healthy Aging (CHA): cognitive decline and clinical neuroscience, Alzheimer’s and dementia research in Asian and Pacific Americans, end-of-life care, multi-omic biomarkers and big data, and equity in access to neurodegenerative disease research and treatments.
Full-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
This position will involve analyses of mass spectrometry proteomics data in order to infer biological mechanisms at play in either the Alzheimer's Disease or Immuno-Proteome Aging projects at PTI. The successful candidate will work in a team environment with other scientists.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Tee Lab focuses on scientific research that encourages equal representation from diverse populations worldwide in cognitive and dementia research, which would greatly enhance our neuroscientific understanding to brain aging and neurodegenerative diseases.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
A successful applicant will have research experience in one or more of the following areas: education; cognition and cognitive aging; health and aging; work and occupations; neuropsychology; epidemiology; and disparities in these program areas.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Seeking Research Scientist to join the Education Studies for Healthy Aging Research (EdSHARe) team. The Research Scientist will be hosted by the UT Population Research Center and the UT Center for Aging and Population Studies.
$80,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Expertise in research on education and schools, cognition, aging, and/or health disparities. The primary responsibility of the Research Scientist will be to collaborate with the Principal Investigators to produce research that directly addresses the main aims of the funded projects.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The College of Health Professions (CHP) at the Medical University of South Carolina (MUSC) is recruiting for a senior faculty member (Associate Professor or Professor rank) to develop a research program in cognitive and physical rehabilitation of aging related dysfunction in the Department of Health Sciences & Research.
Full-timeExpandApply NowActive JobUpdated 14 days ago
aging research jobs
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.