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A minimum of one year working as a Leasing Consultant, Leasing Agent, or similar role in a multifamily setting OR equivalent experience. As a Senior Leasing Consultant, you will work at one of our beautiful communities and represent Mark-Taylor through the delivery of exceptional customer service for our residents and potential future residents.
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Indicate special room reservation types (e.g., complimentary rooms, employee discounts, travel agent inspection rates, and wholesale reservations) by inputting the correct code and rate into the reservation system.
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Additional Roles we place: Leasing Manager Property Manager Assistant Property Manager Leasing Consultant Leasing Specialist Bi-lingual Leasing Consultant (English/Spanish) Bi-lingual Property Manager (English/Spanish) Administrative Assistant Resident Relations Concierge Front Desk Bookkeeper Residential Sales & Marketing Maintenance Technician Make-Ready Technician Turnover Technician HVAC Technician Maintenance Supervisor Maintenance Manager Porter Groundskeeper Housekeeping.
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The Ned NoMad is a new members' club and hotel that opened in the heart of New York in summer 2022.
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Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Candidates must be referred for selection to the Border Patrol Agent position before reaching their 40th birthday in accordance with Department of Homeland Security Directive 251-03.
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Responding to aircraft sighting and other anti-smuggling activities and performing farm and ranch checks, traffic checks, city patrols, and transportation checks. Formal Training : Border Patrol Academy in Artesia, New Mexico, for approximately six (6) months of intensive instruction in immigration and nationality laws, law enforcement and USBP-specific operations, drivers training, physical techniques, firearms, and other courses.
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You qualify for the GL-7 grade level if you possess one of the following: Experience: One year of specialized work experience that shows you have the skills necessary to make sound judgments and decisions; to analyze information rapidly and make prompt decisions and apply these skills in a law enforcement capacity such as training others, managing finances, code enforcement, doing compliance work, corrections, security, military, emergency responders, etc.
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Detecting, preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the land borders by maintaining surveillance from covert positions. Newly appointed Border Patrol Agents will be offered a $20,000 recruitment incentive.
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EARN UP TO $30,000 IN RECRUITMENT INCENTIVES Newly appointed Border Patrol Agents will be offered a $10,000 recruitment incentive upon successful completion of training at the academy and an additional $10,000 recruitment incentive after three years of service.
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Border Patrol work requires the ability to speak and read Spanish, as well as English. The first $10,000 to be paid upon successfully completing training at the Border Patrol Academy and the remainder to be paid after completing a three-year service agreement.
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If you have previous or current law enforcement or military law enforcement experience, you may qualify at the GL-9 or GS-11 grade level. If you have questions about the application process, contact a recruiter through the U.gov/cbp-events-calendar frequently for upcoming informational webinars, in-person recruiter events, and virtual career events.
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Using infrared scopes during night operations. These assets may include, but are not limited to motor vehicles, horses, watercraft, off-road vehicles, ATVs, snowmobiles, and motorcycles. You will be linked to the CBP Talent Network page.
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Preparing investigative reports, serving court orders (e.g., and gathering evidence for criminal cases prosecuted through the court system. All agents receive the full package of federal employment benefits that include health and insurance plans, a generous annual and sick leave program, and participation in the Thrift Savings Plan, a retirement plan akin to a traditional 401(k) offering.
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Working with law enforcement officials or government agencies to identify and/or apprehend violators of state, federal, or immigration laws. Communicating assignments and training peers on the application of the appropriate law enforcement problem solving methods, investigative techniques, and other law enforcement procedures.
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Whether the day’s work entails identifying leads, investigating theft, conducting surveillance, apprehending suspects, deterring vandalism, or preventing terrorist activities, a career as a CSX Transportation (CSXT) Special Agent spans far from a typical 9 to 5.
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Title: leasing agent Company: Epoch Clemson
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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.
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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.