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MA/MS or Ph. D., or foreign equivalent degree in relevant language education field with demonstrated expertise through experience or publications in one or more of the qualifications required for language instruction at FSI (i.e., curriculum development, proficiency assessment, task-based teaching and learning, adult language learning, educational technology in FLE, etc.
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Curriculum Developer, Instructional Designer, Curriculum Specialist, Curriculum Development, Foreign Language Training, Publications, Learning Management System, FSI, Content, Editing Software.
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Special Agents come from many foreign language/linguistics backgrounds and use them to interview victims, translate during a suspect interrogation or testify in court. Language skills and cultural knowledge, specifically in Arabic, Bosnian, Chinese, Farsi, Russian, Somali, Uzbek, Korean or another language are highly sought after by the FBI.
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Use your linguistics and language background to become an FBI Special Agent! Candidates must have a bachelor’s degree or higher (preferably in linguistics or language) from a U.S.-accredited college or university.
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Successfully complete approximately 19 weeks of employment as a Special Agent trainee while housed at the FBI Academy at Quantico. In addition, all Special Agent candidates must successfully complete the Special Agent Selection System (SASS), a mentally and physically challenging process designed to find only the most capable applicants.
$81,000 - $129,000 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Pass all physical fitness requirements; must be physically fit to complete training at the FBI Academy at Quantico, VA, and maintain a high level of fitness throughout your career. Upon graduation from the FBI Academy, be available to transfer to one of the FBI's 56 Field Offices, including San Juan, Puerto Rico or remote resident agencies (satellite offices) to meet the needs of the FBI. Special Agents rarely return to their processing office.
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FTE.5 Salary Range up to $ per hour, depending on experience Hiring Range up to $ per hour, depending on experience Number of vacancies 2 Position # SHAA43 FLSA Status Non-Exempt Months per year 9 Work Schedule 8-500 20 hours/week, flexible schedule Work Schedule Type Monday - Friday Primary Purpose of Organization Unit Primary Purpose of Position Provide ESL instruction to foreign language students enrolled in the English Language Institute.
Up to $50 an hour depends on experiencePart-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Be able to obtain a Top Secret SCI Clearance. Undergo a rigorous background investigation, credit checks and a polygraph in order to obtain a Top Secret Sensitive Compartmented Information (SCI) Clearance.
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Job Description P PGLS is looking for Chinese Mandarin Language and Culture Instructors for new positions onsite at the Foreign Language Institute (FSI), in Arlington, VA. The positions will end on 07/12/2024.
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The scope and scale of our investigations provide unique challenges unlike anything you could work on in the private sector. You can expect continued specialized training once onboard and opportunities to work on some of the Bureau's most complex cases.
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Temporary Faculty Pool - Lecturer in Chinese, Hmong, Japanese, LinguisticsDepartment Overview []The Linguistics department provides several options in the Linguistics major, including TESL/SLAT, and also handles a number of foreign language courses and general education courses, together with service courses for the Liberal Studies program.
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Bachelor's degree from an accredited institution with minor in ESL, Teaching English as a Foreign Language (TEFL), Vocational English as a Second Language (VESL), Teaching English as a Second Language (TESL), Applied Linguistics, Bilingual Education, or Foreign Language instruction OR.
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Boston Public Schools seeks an exceptional Foreign Language Teacher who is highly qualified and knowledgeable to join our community of teachers, learners, and leaders. Reports To: Principal/Head of Schools Responsibilities Teach: Foreign Language Core Competencies: Using the Rubric of Effective Teaching, the Office of Human Capital has identified priority skills and abilities that all BPS teachers should possess: Accountability for Student Achievement (II-1.
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Humanities (e.g. Foreign Language, Humanities, Literature, Philosophy, Photography, Theater) Communication and Analytical Thinking (oral communication, mathematics at minimum one level below transferable, logic, statistics, computer language and programming.
$29.22 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Performs original and complex copy cataloging of library materials in all formats; such as foreign language, maps, music, serials, and archival. Substantial knowledge of applications, standards and languages: Koha ILS, Adobe Professional, MarcEdit, BIBFRAME, MARC, RDA, AACR2r, LCSH, DEWEY, OCLC, EDS, 50, HTML, UNIX, FTP, XML, C.
$16 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago
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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.
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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.
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.