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Work Schedule Monday - Friday; 80 hours every 2 weeks Occasional weekend (One Weekend per month) Occasional holiday (1 holiday per year) Occasional call time (One day per week and every 4th weekend) Pay The hourly range for this position is listed below.
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Date: Dec 20, 2023 Location: Fort Meade, MD, Maryland, United States Company: HII's Mission Technologies division Requisition Number: 14915 Required Travel: 0 - 10% Employment Type: Full Time/Salaried/Exempt Hours Per Week: 40 Security Clearance: TS/SCI with Poly Level of Experience: Senior Job Description II is seeking a Sr. Strategic Planner professional to join our Cyber and Intelligence Team.
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Medic Salary range: $23.91 to $44.34 DOE this rate applies to 12/hr shift and average 20 or 49 hours per week. Company Benefits: Check out our careers site benefits page to learn more about our comprehensive benefit options, which include medical, vision, dental, 401k, disability, FSA, HSA, EAP, vacation and paid time off.
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Is a growing company in need of cleaners/janitors for Factory or Offices in the following areas: Sandusky, Norwalk, and Huron, Ohio. We offer 10-20 hours a week and a decent amount of pay for a decent amount of work.
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Our part-time employees who work at least 20 hours per week are eligible for our comprehensive benefits package including medical, dental, vision, life and disability insurance and free or discounted Spectrum internet, TV and phone depending on where you live.
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Part Time - Chief Medical Officer Opportunity - 15-20 hours per week. Serve as a liaison between the medical staff and other staff within the facility, division or corporate staff, and organizational leadership.
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This role is a part-time, entry to mid-level retail sales role, focusing on wireless, TV and internet products in the communications and entertainment technology space. Be a team player (because we spend way too much time together.
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One year of full-time academic study is defined as 30 semester hours, 45 quarter hours, or the equivalent in a college or university, or at least 20 hours of classroom instruction per week for approximately 36 weeks in a business, secretarial, or technical school.
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20 hours per week will be based on a 4-day, 5-hour onsite assessment that can range from day time hours to occasional evening hours (ex. Scheduling: This position is consistently 25 hours per week.
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This recruitment will be used to fill one of seven (7) positions (10-20 hours a week based on position) with the Student Fee Committee of Oregon State University-Cascades (OSU-Cascades) in Bend, Oregon.
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Types of jobs this recruitment will fill will be regular full time, limited duration (LD valid for upto 2 years) or part positions, on-call positions (up to 20 hours per week) or temporary positions (40 hours a week up to 6 months) or float (different locations and schedule) positions.
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Regular, full-time or part-time employees working 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(K), ESPP, Paid time off (PTO) or Flexible time off (FTO), Commissions, and Company bonus where applicable.
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MLB is currently seeking part-time seasonal Gameday Monitors for the upcoming 2024 Minor League Baseball season to provide quality assurance for live video streams on MiLB.TV. Ideal candidates will be available to work a minimum of 20 hours per week and must possess MLB's core competencies in areas such as collaboration, communication, critical thinking and relationship management.
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We're hiring a Part Time Payroll Specialist to join our team. Be a part of a high-performing team who helps our clients pay their employees on time with the utmost accuracy and attention to detail.
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For example, a psychologist employed 20 hours per week, or on a half time basis, would receive one full-time workweek of credit for each two weeks of service.
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20 hours per week a time 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.