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If so, consider becoming U-Haul's newest Assembler!
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As Production Supervisor - 2nd Shift, you'll be part of our Tool and Outdoor organization , working as an Onsite employee. Production Supervisor - 2nd Shift Gallatin TN-United States -Onsite.
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Performs other investigations and test programs as required Assists Welding Engineering with process improvements implementation of new processes, procedures, or equipment Sets up shop welds per Welding Engineer’s direction and/or shop supervision Programs welding parameters on programmable equipment Assists and instructs on setup of robotic welding equipment This is a 2nd Shift Position Job Qualifications / Requirements: High school graduate, or equivalent.
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At Hy-Vee our people are our strength.
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2nd Shift TIG tacker/Orbital welder will be certified to AWS D17.1 Aerospace Specification, and current internal procedures as required. Candidate will start on 1st for training and then transition to 2nd shift.
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Flex-N-Gate is a leading manufacturer and supplier of components for the automotive industry, recently ranked 10th of the 150 Top North American Suppliers in "Automotive News." A growing and vital company, Flex-N-Gate provides a great opportunity for hard-working and skilled individuals.
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Operations Supervisor, 2nd Shift - (Holliston, MA)Come make the world and accelerate your success. You’ll get to: Manages direct reports (up to 30 FTE’s) including managing timecards, payroll, and employee relations issues on 2nd Shift.
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Pennsy Supply is a CRH company.
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Pocono Lake Division of H&K Group, Inc. , is looking for 2nd shift Shop Mechanics. Willing and able to work a 2 nd shift schedule. Established at our Locust Ridge Quarry hub location to gain ready access to the region’s finest construction aggregate products, the Pocono Lake Division provides complete heavy civil construction and contracting services to the Pocono Region, northeast PA and northern NJ area.
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Under the direction of the 2nd shift supervisor, the Production Worker is responsible for producing, designing, and crafting wood ceiling tiles by operating specialized equipment and using specialized tools.
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CNC Operator - 2nd Shift. MacLean-Fogg is a globally recognized leader in the design and manufacture of innovative fastener solutions, engineered components, and advanced manufacturing systems for the automotive and industrial sectors.
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2nd SHIFT PREMIUM: 15% Knowledge and experience running 5 Axis CNC Machining centers such as Hurco, Haas or Doosan 5 Axis machines. Should be able to operate basic tool room equipment such as Bridgeport, surface grinder, as well as measuring equipment such as micrometers, dial calipers, and dial indicators.
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Craftsmen Industries custom manufactures unique specialty trailers and vehicles and large format printed elements for experiential marketing and industrial solutions for brands across the industry spectrum including Boeing, PepsiCo, and Anheuser-Busch.
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This is a second shift role (12-8: 30PM). Note: training period may or may not occur on 1st shift ~6: 30AM-3: 00PM. What is the primary mission of this role? Experience in Photolithography, Wet Etch, Hybridization, Thin Film Deposition or other cleanroom Focal Plane Array, fabrication work cells.
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This position is knowledgeable in a variety of tasks associated with Shears, 3500 Whitney, Press Brakes, Punch Press, metal rolling or Drill press large and small, milling equipment, laith, and performing layout duties either are required to tap holes, and do metal finishing.
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Title: 2nd shift Company: Henkel Ag
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.
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.