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Ability to communicate in Cantonese, Toishanese, Mandarin, Vietnamese, Korean, Japanese or Tagalog in addition to English is highly preferred. Ability to communicate in Cantonese, Toishanese, Mandarin, Vietnamese, Korean, Japanese or Tagalog in addition to English is highly preferred.
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Bilingual/Bicultural Korean, Chinese, or Japanese. InGenesis is seeking an Outreach Worker/Data Coordinator to work with our client. This position is 50% Data Coordinator and 50% Outreach Worker.
$25.66 an hourExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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In-depth knowledge of local public health related community resources/community-based organizations (CBOs) Preferred fluent language skills in one or more of the languages other than English within the communities of Compton and/or Gardena (Spanish, Korean, Japanese, Vietnamese, etc.
$45,000 - $55,000 a yearExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Have native speaker fluency in the target language: Arabic (Saudi Arabia), Finnish, Korean, Slovak, Swedish, Chinese (Simplified), Chinese (Hong Kong), Chinese (Taiwan), Catalan, Danish, German, Greek, Spanish (Mexico), Spanish (Spain), French (Canada), Hebrew, Croatian, Indonesian, Japanese, Malay, Dutch, Polish, Portuguese (Portugal), Portuguese (Brazil), Romanian or Slovenian.
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Language: Simplified Chinese/Korean/Japanese. MLS (Machine Learning - Specialty) Language: Simplified Chinese/Korean/Japanese. Task: check/review translation to ensure whether AWS certificate related content/terminology is properly translated.
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Preference for specialty food including Chinese, Vietnamese, Korean and Japanese food as well as wok dim sum experience. Responsible for assisting in the compliance of the San Manuel Casino Gaming Ordinance Guidelines (Chapter 19, sections 19.1 through 19.58.
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Collaborate with globalisation team and local teams for asset translation (Mandarin, Japanese, Korean, Bahasa Indonesia, Thai, Vietnamese) Collaborate with globalisation team and local teams for asset translation (Mandarin, Japanese, Korean, Bahasa Indonesia, Thai, Vietnamese.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Language skill in Japanese, Korean or others, is preferred. Holtec International, a growing and diverse technology company primarily focused on energy solutions in the nuclear industry, is seeking applicants for a Business Development Engineer position in its corporate technology center located in Camden, NJ. The Business Development Engineer must be a self-motivated team player who is eager to help grow Holtec's business footprint around the globe.
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Conexus Food Solutions is a leader in the Asian food service industry, bringing a diverse range of ethnic cuisines, such as Chinese, Japanese, Korean, and Thai, to the table. Conexus Food Solutions is a leader in the Asian food service industry, bringing a diverse range of ethnic cuisines, such as Chinese, Japanese, Korean, and Thai, to the table.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Full professional fluency in Japanese or Korean. - Professional working proficiency in Japanese. 8+ years of specific technology domain areas (e.g. software development, cloud computing, systems engineering, infrastructure, security, networking, data & analytics) experience.
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Love games, have unique insights into games, know MMO games very well, and are familiar with Korean and Japanese MMO games; Analyze user behavior and consumption habits, propose specific improvement plans from the perspective of market and product operations, and ensure the healthy operation of the game operation system.
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The department has majors and minors in Japanese and Chinese and a minor in Korean. M.A. degree in Japanese language pedagogy, linguistics, or related field. Position SummaryThe Pro Tem Instructor of Japanese will teach Japanese language courses at a variety of levels and will take on other responsibilities associated with these courses such as developing teaching materials, supervising Graduate Employees, and meeting and communicating with students.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Fluency in English and either Mandarin Chinese, Vietnamese, Japanese, or Korean. Fluency in English and either Mandarin Chinese, Vietnamese, Japanese, or Korean. Locations available: SoCal, NorCal, NV, WA, TX, NY, MA, PA, GA, IL, VA, and more.
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Professional fluency in Simplified Chinese/Japanese/Korean. Professional fluency in Simplified Chinese/Japanese/Korean. Job Title: Localization Producer. Familiarity with translation tools (WorldServer experience preferred) and Mac functionalities.
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DESIRED SKILLS: Expertise in one or more of the following foreign languages: Arabic, Chinese, Farsi, French, Hebrew, Indonesian, Japanese, Korean, Pashto, Russian, Spanish, Thai, or Uzbek.
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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.