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Judd Wire Inc., a Sumitomo Electric Group company, is looking for a 3rd shift Single-Line Extruder Operator in our Turners Falls, MA facility. Extruder Operator -3rd shift.
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Monitors CIP equipment to ensure proper operation by shift personnel. Directs the plant’s production and sanitation activities on a designated shift in a safe and efficient manner to achieve the desired quality, quantity and timely production of product.
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Starting pay is $26.31 an hour ($25.56 base + $0.75 night shift premium) As described in Weld School Syllabus, you must be able to pass multiple welder qualification requirements during the Caterpillar provided training by a Certified Welding Educator (CWE), Certified Welding Inspector (CWI) or approved personnel.
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Hours : 3rd shift overnight hours Monday to Friday. Dietz and Watson was founded in 1939 by Gottlieb Dietz, a talented young German sausage maker. Operates Order Picker/Cherry Picker/Stock picker for inventory.
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3rd Shift: 10:30p – 7:00a Sun – Thurs. Gardner Denver - Industrial Technology and Services, LLC, a division of Ingersoll Rand, manufactures blowers and compressors for industrial, commercial, and government applications.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Shift Hours: 3rd Shift, 7:45pm - 5:45am (SUN-WED, overtime possible on Thursday evenings) Manufacturing, Maintenance, Mechanic, Screw Machine, Auto Mechanic, Diesel Mechanic, Trade School.
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Able to stand and walk throughout shift, with breaks. Shift 3 (United States of America) At Delta Faucet Company, we view diversity as a mosaic of thoughts and perspectives that come from people's varied cultural backgrounds, experiences, education, career paths and other influences that make each of us unique.
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Flexibility to work 3rd shift hours and overtime as needed. Shift: 3rd Shift. Job Description: We are seeking a skilled Overhead Crane Operator to join our team in Evansville, IN. This position is located at a prominent steel mill and offers the opportunity to work with state-of-the-art equipment in a dynamic industrial environment.
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Job Description: 3rd Shift Warehouse Janitor Schedule: Sunday through Thursday 10:00pm to 6:30am What You’ll Do Clean bag good aisles Empty cardboard in the warehouse Making bales Sweep and Vacuum trash in assigned aisles Pick up broken pallets, cardboard, and trash Remove damaged products and take to the damage area Maintain and clean stairwells.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Shift: 3rd Shift (includes off-shift incentive) Position Summary: The CNC Technician is responsible for operating, programming and setting-up a computer numerical control (CNC) machine.
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This position will work on 3rd shift with hours 9:30pm - 6:30am. + Prioritizes, plans, schedules, and communicates work orders/PMs for each shift daily. Total Rewards at Brown-Forman is designed to engage our people to ensure sustainable and profitable growth for generations to come.
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In the absence of a shift leader, may be asked to serve as the interim shift leader and be responsible for overseeing program operations within their shift with pre-approval by the program director.
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The Magna Exteriors portfolio of products includes access systems such as liftgates, exterior trim, modular systems, front-end modules including fascia, active aerodynamic systems and other lightweight structural components for automotive, commercial truck and other industrial markets.
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This is an Extrusion Operator for Portage on 3rd shift. 3 rd shift schedule is 10:15 PM - 6:45 AM, Sunday night - Friday morning. The compensation package includes a shift and press differential(s.
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As part of the process engineering team, the individual in this role will serve as a 3rd shift manufacturing support engineer for the RF Components production wafer foundry. The 3rd shift is an overnight shift (Sunday night through Thursday night, 10pm to 6am) with some flexibility possible.
$77,000 - $163,000 a yearExpandApply NowActive JobUpdated Today
Title: 3rd shift Company: American Augers
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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.