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Responsible for writing copy and coordinating photos for brochures, UConn Today articles, newsletters, press releases, public service announcements, informational listings, social media communications, and other publicity materials.
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Hachette Audio seeks a Publicity and Marketing Coordinator to report to the Associate Director, Social Media, Publicity & Marketing. This position is the intersection of project management, publicity/marketing admin, and consumer outreach and engagement, and is perfect for someone who is interested in creating a new voice for Hachette Audio, and their digital presence.
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The Sr. Manager, Publicity is responsible for directing and overseeing the publicity department in conjunction with A&R, Artist Development, Radio & Streaming and Digital teams in order to create a unified publicity plan and presence in the marketplace on all releases.
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Delta Sky Club MSP is now hiring an ASSISTANT MANAGER! As an Assistant Manager with the Delta Sky Club team, you will be responsible for assisting with the overall management of food service operations, adhering to all corporate and brand standards.
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The EHS manager oversees responsibilities of their assigned Project as related to environmental health & safety services and has direct interaction with EH&S Staff, Superintendents, Project Manager, Project Executive and Area / Regional EHS Director.
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Will take lead role on project for all switching and outage planning for initial energization of substation, transmission line, collector system, energization and shutdown.
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Title: Manager – Pathology. Bachelor’s Degree from an accredited college or university with course work sufficient to meet the requirements of the American Society of Clinical Pathology (ASCP) for certification as a Medical Laboratory Scientist, Medical Technologist, Histotechnologist, Cytotechnologist, Specialist, or HEW (MT.
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Responsible for the daily shift operations of Housekeeping, Recreation/Health Club and, if applicable, Laundry.
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Projects supply needs for the department, (e.g., china, glass, silver, buffet presentations, props).
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The Practice Manager works with the providers and staff to optimize patient flow/processes, reduce errors, and improve access to service and the patient experience. The Practice Manager is responsible for managing and meeting key performance indicators related to growth, practice operations, patient access/experience, quality, and finance.
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The Audit Manager (Risk Management) will primarily assist in developing and executing audit programs in the risk management portfolio. It is an asset if you possess a Bachelor or equivalent degree in Business, Accounting, or Finance and a professional designation (e.g., CPA, MBA, CIA, FRM, CRMA) or equivalent business experience.
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Profitably grow the business, including market share, in each location through organic “same store” growth
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The Maintenance Manager reports to the Plant Manager and leads an organization consisting of the following Veolia resources: Maintenance Planner, Maintenance MRO Planner, and resident contractor team composed of Maintenance supervisor, two (2) E&I Technicians, two (2) Pipe fitters Mechanics, two, Boilermaker Mechanics, One millwright mechanic, and one general Labor Mechanic.
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Act as a leader, manager and mentor to all staff while embracing a culture where people perform and enjoy their workplace. All other duties as assigned by CFO and General Manager. The Kannapolis Cannon Ballers are the Single-A affiliate of the Chicago White Sox and member of Minor League Baseball.
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Profitably grow the business, including market share, in each location through organic “same store” growth
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Title: publicity manager Company: Harper Collins
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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.