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Qualifications Bachelor's Degree Required State of Missouri Nurse Certification (RN or LPN) Current Cardiopulmonary Resuscitation (CPR) Certification Trained in use of defibrillator ABI/FBI Criminal History Clearance About ESS As leaders in the education staffing space since 2000, ESS specializes in placing qualified staff in daily, long-term, and permanent K-12 school district positions including substitute teachers, paraprofessionals, and other school support staff.
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Deputy District Attorney II: Prosecutes misdemeanor, infractions, juvenile cases, and felony cases; reviews requests for complaints filed by law enforcement and determines the nature of the crime and whether the evidence justifies prosecution; appears in all courts and presents criminal cases; conducts preliminary hearings and motions; tries both court and jury trials; prepares briefs and legal opinions; conducts legal research; prepares correspondence and memos.
$82,512 - $139,080 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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MCCCD's Chief Information Officer is responsible for all District IT functions, including planning, budgeting, acquisition, allocation of computer services, security, communication services and development; controlling the collection, availability and delivery of vital information technology across all District entities to support the needs of the District, its Colleges and ultimately student success.
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Provides court reporter coverage for other judges as assigned by the Administrative District Judge; Pursuant to the Certified Shorthand Reporters Act, Idaho Code Section 54-3101, et seq., a district court reporter must be a certified shorthand reporter as defined in the act.
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Assist with screening programs, take vital signs (temperature, pulse, respiration rate, and blood pressure), and accurately document results as proscribed by district, state, and federal requirements.
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About Established in 2004 as the fourth college in the Los Rios Community College District, Folsom Lake College ( FLC ) is a vibrant teaching and learning environment that sits on the traditional home of the sovereign Nisenan, Maidu, and Miwok peoples who have a unique and enduring relationship stewarding this land since time immemorial.
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Location (On-Site - 5 days): New York City, Midtown Manhattan Fashion District. G-III has fashion licenses under the Calvin Klein, Tommy Hilfiger, Cole Haan, Dockers, Guess? Location (On-Site - 5 days): New York City, Midtown Manhattan Fashion District.
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The District Loss Prevention Manager ensures shrinkage control and improves safety in the stores through proper investigation and training. Job Title: District Loss Prevention Manager. Travel within assigned district, some overnight travel required.
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Under general supervision of the Local Administrative District Judge the District Court Reporter performs a variety of court reporting duties for the Hays County District Courts. Prepares and files monthly with the Local Administrative District Judge and the Court of Appeals the amount of work that has been ordered to be transcribed.
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A Civil Engineer Trainee located in a specific district may assist in preparing environmental studies, geometric analyses, hydraulic analyses, design plans, special provisions, cost estimates and time estimates on highway improvement projects in accordance with current standards, specifications, policy procedures and good engineering practice.
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Accountable and Reports to: District Store Director; Store Manager; Assistant Managers of Operations, Perishables, Health Wellness Home; Service Managers; Meat Department Manager or Assistant Meat Department Manager where applicable.
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Northeast, trails wind through the mountains of the Kern River Ranger District, part of Sequoia National Forest. Displays at the Buena Vista Museum of Natural History focus on geology and paleontology.
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The Park District owns Foxford Hills Golf Club, an 18-hole golf course and lighted driving range. The Park District operates a Community Center with fitness equipment and programming/meeting rooms including kitchen facilities.
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Maricopa County Community College District (MCCCD) will not discriminate, nor tolerate discrimination in employment or education, against any applicant, employee, or student because of race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship status (including document abuse), age, disability, veteran status or genetic information.
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Spokane County Fire District 10 operates f ive (5) f ire stations protecting 100 square miles and approximately 10,000 people citizens and 35,000 daily commuters with active automatic aid agreements with our neighboring agencies.
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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.
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.
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.