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Visual storytelling experience (video production, graphic design, and/or website design) a plus. Collaborate with in-house creative team on video production and multimedia storytelling. Sr Communications Specialist-Editorial and Internal Communications page is loaded.
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Works with the Food Safety Specialist and cross functional HACCP teams to annually assess and ensure alignment between HACCP, QMS, E-Lrng, SOPs and FRMs. Quality Mastership Support Continuous Improvement program in the quest for zero defect.
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Hours & Work Days: 5:00 am – 3:30 pm, Monday - Sunday; May vary depending on production. Location: Olds/Euclid Station Plant. Will take fruit samples and evaluate them for defects. Hours & Work Days: 5:00 am – 3:30 pm, Monday - Sunday; May vary depending on production.
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Chevron North America Exploration and Production Company is accepting online applications for the position of Field Specialist A at the Odessa East Production Team near Odessa, TX through April 25th, 11:59 PM (Central Time.
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Prepares artwork from start-to-finish for print production, digital display, etc. Maintains print production logs, Quality Control documentation, and regulatory documentation. Maintains a detailed understanding of print production capabilities.
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Sales Support Staff (lead generation, customer service, inside sales, supplements, estimating, production) Conduct exterior property inspection identifying for wind and hail damage. Meet the Insurance adjuster on property.
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Reporting to the CTSA Production Manager, the Theater Tech Specialist assists faculty, students, staff and guest artists to successfully produce all xMPL events; coordinates with production teams from across CTSA to solve technical issues related to lighting, audio, video and other technical needs; manages schedules for performances, exhibitions and other events in the xMPL space; and oversees event set-up and strike.
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The Production Specialist is expected to meet the qualifications as outlined below. This position reports to the Production Supervisor and indirectly to the Production Supervisor.
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We welcome those with experience in jobs such as Software Developer, Computer Technician, and Computer User Support Specialist and others in the Computers and Technology to apply. Production experience with infrastructure-as-code (IaC), Terraform preferred.
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Experience with OEM vehicle development project from start to production. Establish validation plans and policies according to vehicle release and main event schedules, and publish reports by integrating validation results according to issue management standards.
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We are looking for a Manufacturing Safety Specialist to join our team in Salem, VA. Our state-of-the-art automotive production facility is serving the needs of a large customer in a fast-paced environment.
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Outside Sales Representatives educate and inform homeowners on what they're entitled to through storm damage as it relates to roofing, siding and gutter projects protecting their most valued investment at a fraction of retail costs.
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Job Title: Process Engineering Specialist/Process Engineering & Validation Expert 1. Performs a variety of activities related to the improvement, control, testing and inspection of production or operation processes and products.
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The Facilities Technician reports to the Department Manager and assists in meeting the corporate production and growth goals, working with a senior level Facilities Specialist. The Facilities Technician reports to the Department Manager and assists in meeting the corporate production and growth goals, working with a senior level Facilities Specialist.
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Paid-time-off hours will accrue as outlined in employment handbook. Number of openings: 16 Fulltime, Seasonal. Will be working with supervisor on Stemilt standards. May work in hot/cold, dry/wet environment.
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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.