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Completion of college coursework in one of the following programs: psychology, education, social work, behavioral science, human development or a minimum of one year experience working with children in the following capacities: Child Development, Camp Counselor, Paraprofessional, Behavioral Interventionist, ABA Therapist, or Behavior Technician required.
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The Emergency Medical Technician (EMT) Training Coordinator is responsible for the development, delivery and coordination of EMT training at Klamath Community College. The Coordinator is responsible for overseeing, planning, and continually improving the KCC EMT curriculum, ensuring that instruction and student evaluations are in compliance with Oregon Health Authority and state licensure statutes and the National Registry of Emergency Medical Technician (NREMT) certification standards.
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Pharmacy Technician, Pharmacy Tech, Pharmacy Tech Trainee, Pharmacy Technician Trainee, CPht, Rph, Registered Pharmacy Technician, Pharmacy Technician in Training, Pharmacy Tech in Training, Licensed Pharmacy Tech Trainee.
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This is the second training level in the Nuclear Chemistry Technician training program. This is the third level in the Nuclear Chemistry Technician training program.
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This may include clinical experience in a dialysis technician training program or in a Certified Nursing Assistant training program. Certified Hemodialysis Technician (CHT) within 18 months of hire date (on-the-job training available.
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Registered by the Nevada State Board of Pharmacy as a Pharmacy Technician, Pharmacy Technician in Training, or as a Pharmacy Intern. Recognized Pharmacy Technician training program, nationally certified (CPhT) preferred, and/or Registered Pharmacy Intern.
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Assists primary Fire Training Officer with logistics support and set up for firefighter training exercises. This includes modernizing and enforcing the Ohio Fire Code; training and certifying firefighters; teaching fire prevention and safety education to businesses, industry, schools and the public; investigating the origin and cause of fires and explosions; and regulating and licensing fireworks companies, underground storage tanks and other fire-related industries.
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Required: High School diploma or GED. Completion of a formal Sterile Processing Technician course with field training or 1 year of experience as Sterile Processing Technician or Operating Room Technician.
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The Love's Truck Care and Speedco Diesel Technician Apprentice program is a company paid training program designed to provide apprentices with classroom, on-the-job training (OJT) and computer-based training opportunities while working towards certification as a Love's/Speedco diesel technician.
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The diesel technician apprentice will work closely with our Diesel Technicians to get our customers back on the road quickly. Diesel Technician Apprentice – Truck Care. The Road to Success Program offers leadership and management skills training.
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Speedco and Love's Truck Care, the largest oil change and preventive maintenance and total truck care network. While performing these duties of this job, the employee may be exposed to outdoor elements in all seasons.
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Musket, a rapidly growing, Houston-based commodities supplier and trader. Gemini Motor Transport, one of the industry’s safest trucking fleets. Love’s has been fueling customers’ journeys since 1964.
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Graduate of an Emergency Medical Technician (AEMT) training program. Minimum Required: Graduate of an accredited program for the training of Emergency Medical Technician EMTs.
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Certified nursing assistant training course required OR one year of direct patient care experience in a hospital setting or other health care setting OR RN student with one semester of clinical coursework completed OR completion of a Dialysis Technician training program.
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Responsibilities Track and maintain compliance training Build reporting in Workday for compliance/adherence Manage document control system for SOP's, Work Instructions, and OPL's Build training modules utilizing Articulate and Microsoft Powerpoint Maintain Learning Programs in SumTotal for all departments Maintain updates to Site Training Matrix Facilitate all Step-Up-Card revisions, getting approval from Operations, Reliability, and Equipment Owners.
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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?
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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.
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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.