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1st Shift: Monday - Friday, 7:30 AM - 4:00 PM (hours will fluctuate) on-call as needed. Ability to work flexible hours, as needed to support the business needs, including weekend and evening call as needed - required.
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Schedule: Part-time, 10 hour day shift, Sunday - Saturday including on-call rotation. Be on alert for possible fraudulent offers of employment. Sign-on bonus: Up to $4,500.
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Flexible work schedule to include coordination of 24-hour on-call service to manufacturing maintenance and off-shift problem resolution. The Oatey family of companies are Oatey, Cherne, Keeney, Quick Drain, Hercules, Dearborn, GF Thompson, William H. Harvey, Masters, Contact, Belanger, and Lansas.
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NaphCare has an exceptional opportunity for a Hemodialysis RN to join our healthcare team at the Washoe County Jail located in Reno, NV. Pay rates range per hour based on type of license, certification, Shift, FT, PRN, temporary contract, site needs, licensure, and experience.
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4 Hour Shift Minimums. 24/7 Support - Our Care Team is on call 24/7 and our app keeps you on tops of your clients' needs. Have a cup of tea, go on walks, and make someone's day a little bit brighter every shift.
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Occasional overtime opportunities for an 8-hour shift may be available on Saturdays. Give us a call at (866) 824-4898 from 8:00 am to 8:00 pm, Monday through Friday. Schedule at Your Fingertips – See shift updates or overtime opportunities in the 24/7.
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Shifts: 1st shift 8:00 am-4:00 pm - Expectation is 4 days a week working on call & part time 30 hour week. Indotronix is seeking a On-call & Part Time Job - Supplier Quality Specialist 3 for a Job Opportunity.
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Shift Details: second shift 3pm to 11:30pm on- call for 3rd shift weeknight rotation and 24 hour on-call weekend/holiday rotation (must be within 30 minute arrival time.
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Certifications: BLS, ACLS-RN licensure in the state of KY.Hours and compensation potential:-Positions are day shift and the person must be able to rotate on call responsibilities.
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HVAC Service Technician - CHOOSE YOUR SHIFT - Up to $45/hour base. No On-Call Shifts! Flexible scheduling : Multiple shift opportunities, flexible days of the week, 4-10's available.
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Pay: $32 - $38 / hour Pay: Signing bonus Benefits: Paid time off Health insurance Dental insurance Vision insurance 401(k) Employee discount Paid training Other Job Type: fulltime Schedule: 8 hour shift On call Education: High school degree Work location: On-site.
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Job Types: Full-time, Part-time Pay: $16.50 - $19.90 per hour Schedule: Day shift Evening shift On call Work Location: In person. We have full time, part time, and on call positions.
$16.5 - $19.9 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Day Shift (7am - 7pm) or Night Shift (7pm - 7am) on a 2-2-3 schedule. Apply online anytime at WWW.MIDOHIOJOBS.NET and select Marion as your office of interest or call Misty at 419-571-5492 for more information.
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Other Info $1,500 Sign on Bonus Home Daily Monday - Friday Monthly Bids for schedules / 24 Hour Operation $1180 / weekly guarantee or Extra Board (on call) $1350 / weekly guarantee (declining routes voids the weekly guarantee / extra board Benefits Competitive weekly pay Medical, dental and vision insurance Life and disability insurance Paid time off 401K TransForce drivers are respected professionals.
$45,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Description Job Schedule: Full Time Standard Hours: 40 Job Shift: Shift 2 Shift Details: second shift 3pm to 11:30pm on- call for 3rd shift weeknight rotation and 24 hour on-call weekend/holiday rotation (must be within 30 minute arrival time) Work whereevery momentmatters.
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hour shift on call jobs
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.