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Job Title : Manager, Information Technology (IT) You'll focus on robust support for local infrastructure services, manage 3rd party providers, and serve as a resource for innovative back-end technology solutions, relieving BSA and business areas of vendor management intricacies.
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We are looking for an Information Technology Analyst with strong technical background, passion for continuous improvement, and excellent communication and interpersonal skills to join our Engineering Operations team.
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Title: Programmer Analyst - Information Technology. The Analytics Application Developer receives overall objectives, deliverables and priorities from the Manager of Director Decision Support Services.
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We’re hiring an Information Technology Security Engineer III! Information Technology Security Engineer. We are committed to protecting the privacy and security of your information.
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Qualifications and Required Skillsets: degree in information technology, Computer Science, or related field. Job Summary: We are seeking an experienced IT Security Administrator to ensure the protection and integrity of our organization's information systems.
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Under direction of the Information Technology Supervisor II (IT-Sup II), Enterprise Collaboration Unit (EC), the Information Technology Specialist I (ITSI) is the lead expert responsible for the department Information Technology Service Management (ITSM) system, specifically ServiceNow. Other responsibilities include supporting collaboration platforms such as: SharePoint Online, Microsoft 365 and the CDCR Internet website (WordPress.
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The Information Technology Director will provide technology leadership in the planning and strategy, architecture, deployment, management, and operation of essential IT infrastructure and support services.
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Provides 2nd Line risk oversight of the Information Risk Management Program and provides direct 2nd Line support for the Information Technology, Information Security, Business Continuity Management and Records Management Programs, including policies/standards/procedures, strategies, material risks, risk reporting routines and metrics.
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The Information Technology Analyst will support Foundation IT operations, IT project initiatives, and provide end user support to Foundation staff. General Information:James Madison University Foundation, Inc. is accepting applications for the position of Information Technology Analyst.
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The IT Instructor position is dedicated to supporting the growth of the Web & Information Technology (WIT) pathway. Plan yearly programs in Information Technology concentration for the WIT pathway that synergize across centers (Gilroy, Watsonville and Salinas.
$21.5 - $22.2 an hourFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Represent Ivan Allen College of Liberal Arts as the representative on campus-wide information technology advisory groups. Formulate Ivan Allen College of Liberal Arts' information technology budget and manage related expenditures.
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The Department of Medical Assistance Services (DMAS) is excited to offer a competitive opportunity to serve as the Information Technology Server Lead. The selected competitive candidate will provide exceptional delivery of services to the agency's Division of Information Management.
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Professional certifications in information technology CISO (preferred) CISSP (preferred) , CCSP (optional), CISA (optional), CEH (optional), OSCP (optional). Professional certifications in information technology - CISSP preferred, CCSP (optional), CISA (optional), CEH (optional), OSCP (optional.
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Works directly with the Chief Information Officer (CIO), the Chief Information Security Officer (CISO), Deputy Director of Information Technology and Help Desk Support Supervisor in planning, designing, executing, implementing, modifying, and evaluating a wide variety of complex technical projects related to cybersecurity.
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Responsible for awareness and knowledge of ITIL processes, information security, and other compliance measures to maintain IT best practices. Bachelor's Degree or Certification in IT, Information Systems or related.
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information technology jobs Title: technology program manager Company: Department Of Homeland Security
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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.