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If you're interested in the law and the legal profession, become an Army National Guard Paralegal, you will assist judges, Army lawyers, and unit commanders with legal matters and judicial work.
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In the Army National Guard, you will learn these valuable job skills while earning a regular paycheck and qualifying for tuition assistance. By joining the Army National Guard, you will be preparing yourself for a rewarding civilian career.
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Experience with Electrical / Mechanical: Navy nukes - EMN, ETN, MMNs, SeaBees, Army - Power Generation, Air Force – Power Production, Generator Techs, Maritime, Coast Guard, Army National Guard, etc.
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Ask your Army National Guard recruiter for the most up-to-date information. Military enlistment in the Army National Guard. Age Requirements: Must be between the ages of 17 and 35 law secretary lawyer assistant court.
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As an Automated Logistical Specialist in the Army National Guard, you will maximize your organizational skills and learn the ins and outs of supply chain management. Join the Army National Guard and you will learn valuable job skills while earning a regular paycheck and qualifying for tuition assistance.
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Age Requirements: Must be between the ages of 17 and 35 purchasing manager buyer purchasing agent CSCP APICS wholesale retail merchandise managers commercial clerk junior assistant CPM CPSM CPP CPPM CPPB CPPO.
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The Paralegal Specialist provides legal and administrative support in areas like family law, international law, contract law, defense legal services, and judicial legal services. Job training for a Paralegal Specialist requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 10 weeks of Advanced Individual Training and on-the-job instruction.
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Through your training, you will develop the skills and experience to enjoy a civilian career as a stock control clerk, parts clerk, or storekeeper in civilian factories, repair shops, department stores, or government warehouses and stockrooms.
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Interest in mathematics, bookkeeping, accounting, business administration, and/or typing. maintaining stock locator system and administering document control procedures, processing requests and turn-in documents, performing prescribed load-list and shop-stock list duties in manual and automated supply applications, and operating material-handling equipment.
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Raise the quality and accuracy of performance, cost, and parts data through improved maintenance management. From storage and distribution to warehouse management, your primary responsibility will be to supervise and perform specific functions in order to maintain equipment records and parts.
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Automated Logistical Specialist job training requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 12 weeks of Advanced Individual Training (AIT), which includes practice in handling and storing stock.
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Keeping the back of house in order is a key factor in successful mission planning. Movement, storage and maintenance of ammunition. Procedures for shipping, receiving, storing and issuing stock. Must be at least a junior in high school, or have a high school diploma or a GED certificate.
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Expand your construction skills and join the Army National Guard as a Carpentry and Masonry Specialist. If you achieve an advanced level, you could hold positions such as foreman, shift manager, field supervisor, or inspector.
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Retirement benefits for part-time service. Major duties include: establishing and maintaining records (stock lists, inventory, material control, etc.) Student Loan Repayment Program (up to $50,000, for existing loans.
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Most non-prior service candidates will earn between $200 and $250 per drill weekend, subject to change. Montgomery GI Bill. Construct bins, shelving and other storage aids. Part of this time is spent in the classroom and part in the field.
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national guard jobs Title: operations manager Company: Jobget
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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.