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The American Law Program at Boston University School of Law seeks an instructor to teach a course entitled Evidence for LLMs which provides an overview of the substantive rules governing the admissibility or exclusion of evidence at trial.
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We are seeking qualified applicants to our part-time lecturer pool to teach undergraduate and graduate geology courses in Hydrogeology, Geochemistry, Surficial Processes, Paleontology, and Petrology, as well as general education courses in physical geology, natural disasters, oceanography, and dinosaurs.
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Professional Lecturer (Term Faculty) - Cinematography/Lighting in Film & Television (24-25) Full-time Faculty Positions Full-time faculty positions will be posted on a per-opening basis. For more information about SCA programs, please visit our website: Responsibilities: The School of Cinematic Arts at DePaul University invites applicants for a full-time Professional Lecturer position in Lighting for Cinematography.
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Assistant Lecturer or Assistant Instructional Professor, depending on education and experience. For Assistant Lecturer, Masters degree in Construction Management or closely related field.
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Candidates selected will teach one or some combination of chemistry courses that primarily include general education lectures, General Chemistry discussion and lab sections, and chemistry service courses for other disciplines as appropriate.
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Pre- six 4D Visual Art Lecturer. Non-senate Instructional (NSI) Unit 18 Pre-six Lecturer Academic Year. Compensation for Summer Session courses may vary from courses taught during the academic year (see Summer Session Faculty and Lecturer Pay.
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Job Title: Limited Term Lecturer. At least a Bachelor's degree in Elementary Education Teaching experience in U.S. Elementary Classroom. Purdue University is looking for University Supervisors for our Elementary Education student teaching course.
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The Department of Chemistry at Middle Tennessee State University invites applicants for a full-time, temporary (non-tenurable) faculty position (#104210) at the rank of lecturer. Chemistry, Full-Time Lecturer, Faculty.
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Part time Lecturer position to teach undergraduate and/or graduate courses for the Journalism and Media Management department. Part time Lecturer position to teach undergraduate and/or graduate courses for the Journalism and Media Management department.
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The minimum education requirement for a lecturer appointment is a Bachelor's or Master's degree or recognized equivalent in Biology or a related field for lower division laboratories, activities, and discussions.
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The Katherine Reese Pamplin College of Arts, Humanities, and Social Sciences' Department of History, Anthropology, and Philosophy at Augusta University, responding to enrollment growth in recent years, is seeking applicants for an academic year Lecturer in Biological Anthropology.
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Course instructor or invited lecturer in the DPT program. Work one on one and in small groups with graduate DPT students during scheduled structured laboratory experiences. She/he will be expected to work one on one with students during scheduled class periods and is expected to assist the course master with hands-on activities and practical examinations, grading and scoring structured class activities.
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Title Faculty Position in Accounting (Lecturer Rank) Appointment Status Non-Tenure Track Department IUPUI Kelley School of Business Location Indianapolis Position Summary. Indiana University Kelley School of Business Indianapolis invites applications for a position in accounting at the Lecturer rank with a potential start date of August 1, 2024.
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Job Summary The Department of Geography at CWU is accepting applications to fill current and future full-time, part-time, quarterly and annual appointment lecturer positions to teach a variety of introductory and upper division classes in geography and environmental studies.
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The Department of Francophone, Italian, and Germanic Studies (FIGS) invites applications for a full-time, one-year appointment (non-tenure track) as a Lecturer to teach Elementary and Intermediate French in an undergraduate program committed to dynamic language instruction for academic year 2024-2025.
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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 workÂ
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.Â