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The Family Independence Administration (FIA) is recruiting for nineteen Eligibility Specialist level II's to function as Snap Eligibility Interviewers who will:- Determine and verify initial and on-going applicant/client eligibility for SNAP benefits through interviews.
$41,248 - $47,435Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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HR/DOT/Safety Assistant This multi-faceted position will support the HR, Recruiting, DOT, Safety, and Environmental functions of the Company. Reports to: HR Specialist for HR and Recruiting tasks; Safety Manager for DOT, Safety, and Environmental tasks.
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Oversees the daily workflow of the department, providing guidance and support to the Employee Relations Specialist, Talent Acquisition Specialist, and HR Assistant. Works with the Talent Acquisition Specialist and department leaders to assess staffing needs and develop recruiting strategies to ensure a robust and diverse candidate pool.
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Seamless Communication and Ongoing Support from your: Recruiter Compliance Specialist Payroll Professional Human Resources Representative Recruiters with Extensive Staffing Industry Knowledge Proven Track Record of Recruiting Excellence in Healthcare Benefits: Proud to Offer SAME DAY Medical Insurance.
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The Assistant Director of Employer Engagement works alongside the Career Events and Marketing Specialist to manage signature campus-wide career fair and networking events, a central job posting and career management platform, on campus recruiting activity and central career services communication, marketing, and social media outlets to promote career readiness, career employment and internship opportunities.
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Aging and Disability Services Division (ADSD) is currently recruiting for Developmental Specialist I. This recruitment will be used to underfill positions within the Developmental Specialist series.
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To more specifically support ground-based astronomy activities and operations in Hawaii, the UHM COE is recruiting four faculty positions starting in Fall 2024, based in Hilo (at the UH Hilo campus), who will be part of an initial cohort of faculty directly supporting a newly proposed Engineering Support Center located at the Institute for Astronomy (IfA.
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The advertised program is a conversational recruiting assistant that helps you apply to jobs with Compass Group. Job SummaryWorking as a Public Relations Specialist for Chartwells Higher Education at the Western Washington University (WWU) will allow you the opportunity to work with GREAT people like yourself.
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Under the direction of the Assistant Vice President of Financial Aid, the Financial Aid Specialist is responsible for day-to day activities to administer and oversee of the Federal, State and Institutional Student Aid including by not limited to the certification of Private loan programs, processing of loan applications; entrance and exit counseling for groups and individuals.
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Two years of advanced level clerical experience or providing secretarial or administrative support with an agency executive such as a deputy or assistant commissioner, division director, or executive director of a board or commission.
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Aging and Disability Services Division (ADSD) is currently recruiting for Developmental Specialist 1 in Carson City, Nevada. This recruitment will be used to underfill positions within the Developmental Specialist series.
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The Assistant Director of Employer Engagement will develop strategic engagement strategies and ongoing relationship management to engage employers in a variety of recruiting and early talent development activities, events, and services that enhance the career trajectories of UNLV students and Alumni.
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The Assistant Director will communicate with existing and prospective employers to promote and support meaningful internship experiences, recruit and champion diverse and inclusive workplaces and strengthen campus partnerships and employer engagement across campus.
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Aging and Disability Services Division is currently recruiting for Developmental Specialist 2. The mission of ADSD is to provide leadership and advocacy in the planning, development, and delivery of high quality, comprehensive support service system across the lifespan to allow all of Nevada's elders, children and adults with disabilities or special health care needs, to live independent, meaningful, and dignified lives to the greatest extent possible.
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The Georgia Department of Education (GaDOE) – Atlanta Area School for the Deaf (AASD) are recruiting for an experienced Education Program Specialist 3 - Social-Emotional/Behavior Support Specialist.
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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.