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Incorporates expertise sociology, cultural anthropology, demography, psychology, geography, economics, and political science. Collaborate with Intelligence Community (IC) Agencies and Open Source Libraries to identify and acquire information/sources required concerning the analytic process to create and exploit human geography datasets such as cultural, socio-economic, population, political, historical and religious activities, terrain, land cover and soil data.
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Strong working knowledge of cultural resource legislation and regulations. Act as a resource to construction personnel to explain cultural resource regulations and compliance activities to construction personnel.
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Reporting to the CMRS Manager, the Case Management Resource Specialist (CMRS) works collaboratively with the Discharge Planning RN Case Managers; providing direct administrative support to the discharge planning processes and to the department.
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Under the direction and supervision of the Director of Recreation, the Cultural Arts Supervisor is responsible for oversight of the existing cultural arts programs which include all performing arts programming, youth and adult dance, theater, cultural youth programs and camps.
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Spurwink's CCBHC is looking for a Peer Specialist/Cultural Broker with strong skills to join our Rapid Access Team in Cumberland County. The Peer Specialist/Cultural Broker works across home, community, school, and office settings.
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Supervise and oversee work of Resource Development Specialist and contract grant writer(s). Supervises: Resource Development Specialist. Resource Development Director.
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Additionally, the Resource Specialist II carries a caseload and is responsible for the delivery of resource assistance and guidance to families of patients being treated at Dana-Farber Cancer Institute.
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The non-CE Specialist within the California Institute for Water Resources will conduct research on nitrogen and irrigation as part of a broader project to increase adoption of improved agricultural practices for nitrogen management in the San Joaquin Valley and Central Coast.
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This position provides resource identification and referral and training support for all clients and families. AMFT, ACSW and APCC's receive supervision for BBS hours (when applicable) Individuals can live on-site in a homelike setting for a short term while they receive counseling and learn basic living and interpersonal skills.
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Water Resource Engineer. Hydrology and Hydraulic analysis and modeling for bridges, large culverts, stream restoration, water, wastewater, and stormwater projects, and compliance with specifications, codes, and safety measures.
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Cooley Dickinson is the hospital for nurses to learn, grow and accelerate their career.
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The Proteomics Resource Center (PRC) at The Rockefeller University masters many aspects of liquid chromatography/mass spectrometry applied to metabolomics and proteomics. We seek an enthusiastic, diligent and team-oriented colleague to join the Proteomics Platform in the Proteomics Resource Center ( The candidate is expected to support the community by engaging in proteomics research which includes providing input on experimental design, running experiments and disseminating results.
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Once participants are enrolled in programming, the Resource coordinator is responsible for regularly providing both written and verbal compliance updates to all court parties in the Brooklyn Criminal Court and Kings County Supreme Court.
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Assist in the development of technology, policy, and economic analysis to support the planning, design, development, and evaluation of programs to support microgrid and distributed energy resource efforts across 3CE service territory.
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Under the general direction of the Community Resource Center (CRC) Supervisor, the Community Resource Center Logistics Coordinator is responsible for working directly with the CRC Management Team to assist in a wide range of facility support requests, building and equipment issues, facilitating and supporting center daily activities.
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Title: cultural resource specialist Company: Ero Resources
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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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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.