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Must be able to pass a pre-employment drug screening and a criminal background check. Now offering a $5,000 sign-on bonus for full-time Mechanic/Vehicle Technicians! Spee-Dee Delivery is looking for a skilled individual who is responsible for diagnosing and repairing gasoline engines and other powertrain components, hydraulic brakes, steering and suspension systems, electrical systems, and diesel emission systems.
$26 - $33 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Only recipients of an offer of employment from Dewberry, will be required to submit to a background screening which may include, but is not limited to, employment verification, educational and other credential verification, driving record check, criminal background check, and an investigative consumer report.
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Employment with ABARTA Coca-Cola Beverages, LLC is contingent on a pre-employment background check which may include drug screening, driving records (including minor moving violations) and will be evaluated according to ABARTA Coca-Cola Beverages, LLC guidelines to determine eligibility for this position.
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These screenings will be conducted by Dewberry’s background vendor of choice and will be conducted in compliance with all applicable federal, state, and local law. Dewberry has an immediate full-time opening for an Electric Vehicle/Renewables Program Manager within our Commercial Utilities Group.
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R.J. Corman performs pre-employment criminal background checks and substance abuse testing which includes a urine drug test to detect the presence of illegal drugs. This position will include driving, plant line off, and a pre-delivery service where you check accessories and install as needed.
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A criminal history background check and pre-employment drug screen will be conducted on the final candidate prior to beginning employment. Vehicle Purchase Discounts. L0580 Freedom Chrysler Dodge Jeep Ram of Lexington.
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Job Description Join Dewberry's EV team as an Electric Vehicle/Renewables Program Manager! Proven design and construction experience within target growth channels include fleet EV, solar, battery energy storage systems and related systems for utilities, commercial (EV/solar developers), automotive and charging OEM’s.
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Moral: No major law violations and have a favorable background *Must complete an FBI background check Education: Must have High School Diploma or Equivalent or be a High School Senior on track to graduate.
$25,932 - $84,776 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Successfully pass a pre-employment motor vehicle record check, criminal background check and 4 panel drug screen. Retail Merchandiser Pay Rate: $17.00 per hour, plus company vehicle.
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Dewberry is currently seeking an Entry Level Civil Engineer to work with our Atlanta, GA Electric Vehicle (EV) Infrastructure Team. This is an excellent career opportunity for an enthusiastic and talented individual to join a team of outstanding professionals.
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An offer of U.S. employment by Radius Recycling or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check. Issue payments for vehicles and tows while maintaining and managing the daily check summary.
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Drive your company vehicle to several locations on a designated route each day. Retail Merchandisers use a company vehicle - also used for your commute and up to 200 miles of personal use per month.
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Must have a valid driver's license, good driving record and ability to pass a driving record background check. Work with Professional Engineers to develop civil & electrical engineering designs for electric vehicle charging station projects.
$100,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Dewberry is currently seeking a Project Manager to work with our National Electrical Vehicle (EV) Infrastructure Team. This is an excellent career opportunity for an enthusiastic and talented individual to join a team of outstanding professionals.
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Dewberry is currently seeking a Project Manager in our Northern, CA or Northwest part of the US (Washingtonn State or Oregon) office to work with our National Electrical Vehicle (EV) Infrastructure Team.
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FEATURED BLOG POSTS
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.
How to Navigate Hiring Out of State
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.