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Technical degree in a related manufacturing field and some fabrication work experience such as an internship/OJT or High school diploma / GED and 2 years of sheet metal fabrication experience or equivalent preferred.
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B) New VHA psychology internship programs that are in the process of applying for APA accreditation are acceptable in fulfillment of the internship requirement, provided that such programs were sanctioned by the VHA Central Office Program Director for Psychology and the VHA Office of Academic Affiliations at the time that the individual was an intern.
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AND (4) Internships (a) Have successfully completed a professional psychology internship training program that was accredited by APA or CPA at the time the program was completed and that is consistent with the assignment for which the applicant is to be employed.
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Students should concurrently be enrolled in their Practice Experience (OHSU-PSU) or MPH internship (OSU) course while completing their internship. Candidates should be graduate degree students who are concurrently be enrolled in their Practice Experience or MPH internship course.
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Related engineering, internship or co-op work experience. Model transmission lines in PLS-CADD, determine right of way requirements, calculate conductor sags, and develop transmission line plan and profile drawings.
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DoD Skill bridge Project Management Internship. DoD Skill bridge Project Management Internship. Fire/Life Safety: Fire Alarm, Mass/Emergency Communication, and Sprinkler/Suppression. As a SkillBridge Intern in our Project Management career track, you will coordinate and deliver multiple, simultaneous Building Automation , Fire/Life Safety , or Integrated Security projects of various complexities in commercial buildings.
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Founded in 1891, the firm is a global leader in power and energy with expertise in grid modernization, renewable energy, energy storage, nuclear power, and fossil fuels. Proficiency with any of the following programs: PLS-TOWER, SAG10, LPILE, MFAD, ArcGIS, CDEGS, AutoCAD, Microstation.
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Proficiency with PLS-CADD and PLS-POLE. Perform conductor selection studies, shielding, grounding and induction studies. Perform structural analysis and design of pole, lattice, framed, and guyed structures.
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Paid ODOT College Internship, Engineering - Construction, Planning & Engineering. PAID Internship with the rate is based on your rank in school. In Planning Section, student will receive training and assist with a variety of planning activities involving traffic engineering studies (e.g. prepares and reviews information on highway safety and speed zones; conducts traffic counts; collects and reviews field data; verifies sign locations and pavement marking locations; photographs site of proposed projects; researches and analyzes accidents and traffic signal warrants; participates in field reviews and project scoping.
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Proficiency with PLS-CADD and PLS-POLE.Three or more years related experience in transmission line engineering. Dependent upon your location, this opportunity offers a generous relocation package. Sargent & Lundy delivers comprehensive project services—from consulting, design and implementation to construction management, commissioning and operations/maintenance—with an emphasis on quality and safety.
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Looking to complete a Child Life Internship at Dartmouth Hitchcock? To be considered for this position, you must have completed a 600-hour child life clinical internship under the supervision of a Certified Child Life Specialist.
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The firm serves public and private sector clients in the power and energy, gas distribution, industrial, and government sectors. This role offers a hybrid work arrangement, with the expectation of spending three days a week in the office, giving you the flexibility to work remotely for two days.
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This position allows for a hybrid work schedule with 3 days spent in office and the remainder working remotely. Develop cost estimates and schedules and prepare specifications for the procurement of transmission line materials and construction.
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The career advisor is responsible for establishing and maintaining employer relations, resulting in career and internship opportunities for Chaminade students. This position will also be responsible for employer relations, internship, and placement data management.
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You'll spend three days a week in the office, giving you the flexibility to work remotely for two days. Quality - We provide high-quality deliverables and services through an uncompromising focus on peer review, safety, and continuous improvement.
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internship job Title: camp nurse Company: Geneva Glen Camp
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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.
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.