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Associate degree in business administration, paralegal, or related field OR a high school diploma or GED plus two years working in a clerk of courts office including CCAP case management.
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Assist with the creation and maintenance of instructional materials/stimuli We are looking for compassionate Behavioral Technicians with: Must be at least 18 years of age High School Diploma or GED required Bachelor or Associate Degree in behavioral health, Early Childhood Education, Psychology, Special Education, or related field, preferred Ability to acquire RBT (Registered Behavior Technician) certification within 45 days of hire date, with training provided by Surpass Behavioral Health.
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Job Title Behavior Technician - Paid Training Location Murray, KY, USA Additional Location(s) Employee Type Employee Working Hours Per Week 30 Job Description At Surpass Behavioral Health, we provide high-quality Applied Behavior Analysis (ABA) therapy for children and teens with autism.
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High School diploma or GED AND at least Five (5) years experience in school nutrition programs. Associates degree or equivalent with concentration in food and nutrition, food service management, dietetics, family and consumer sciences, nutrition education, culinary arts, business or a related field AND at least one year of relevant school nutrition programs experience.
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SPECIAL EDUCATION ASSISTANT II/CLASSROOMTo qualify for this position, applicants must have a high school diploma and official transcripts of at least two years of college (48 units) or an AA degree or pass our online proficiency exam (will accept CBEST in lieu of.
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Primary Care - Certified Medical Assistant: Education: High School Diploma or GED. Certification: Must have active Medical Assistant certification/registration (RMA, CCMA, CMA.
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High school diploma or general education degree (GED) and one to five years of related flexographic press operator experience and/or training; or equivalent combination of education and experience.
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Education: High School Diploma or GED, plus completion of a U.S. Department of Labor approved carpentry apprenticeship program. Attend continuous training required for asbestos abatement certification.
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High School diploma or equivalent education (examples include: GED, verification of homeschool equivalency, partial or full completion of post-secondary education, etc.
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High School Diploma, High School Equivalency Diploma, or G.E.D. Certificate, AND one (1) year of vocational training PLUS five (5) years of experience in electrical installation, maintenance, and repair; OR completion of Electrician Apprenticeship with the city of Clearwater, OR an equivalent combination of education, training, and experience.
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Required: High School diploma plus at least two years of post-secondary education or graduation from a speech-language pathology assistant program. Assist the SLP in conducting in-service training sessions, or family and community education programs.
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As part of the education team, the Environmental Education Specialist is responsible for delivering garden and environmental science lessons for youth programs including children’s field trips and high school internships.
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From its Home Office in Pottsville, Pennsylvania, Empire Beauty School continues providing high-quality education and training to future beauty professionals for rewarding careers in the beauty industry.
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EDUCATION & EXPERIENCE: Preferred: Any combination equivalent to graduation from high school and one year of experience in the transportation of school children, or the completion of a school bus driver training program.
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The Dean will serve as the chief academic and administrative officer of the School, which seeks to advance innovative, impactful solutions that address real-world challenges and to prepare the next generation of leaders with an interdisciplinary, experiential education.
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high school diploma administrative support education training jobs Title: administrative assistant
FEATURED BLOG POSTS
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?
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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.
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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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.