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Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products, and now we are building America’s First Smart Network.
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McGarrah Jessee seeks a media supervisor who is both a creative thinker and passionate about the evolving digital media and technology landscape. This is a hands-on position managing the strategy, planning and execution of all digital media efforts across McGarrah Jessee clients.
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Top-notch training certification program with a guaranteed minimum (get paid to learn a trade!) Limited Time Offer: $20/Hr Paid Training & $1000 Bonus. We are the trusted provider to the world's largest brands like Walmart, Wayfair, Bass Pro Shop, and most importantly, to individual customers who trust us in their homes.
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Join our not-for-profit organization that has provided over 100 years of housing and services to seniors with a commitment to quality care and service in a Christian environment.
$13.5 - $22.5 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience/training in consumer/mortgage default servicing preferred.
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The Systems Integration Specialist supports the engineering team with the development, implementation, and maintenance of plant floor systems, computer networks, telecommunications, and other information systems in support of the manufacturing operations.
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DISH is seeking a Regional Safety Specialist to join our team! Today, our brands include EchoStar, Hughes, DISH TV, Sling TV, Boost Infinite, Boost Mobile, DISH Wireless, OnTech and GenMobile.
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Paid training and career development. Paid Time Off (PTO) after just 30 days. Paid volunteer hours. Wellness area, including an in-house primary-care physician’s office, full-time massage therapist and hair salon.
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GPAC (Growing People and Companies) is an award-winning search firm specializing in placing quality professionals within multiple industries across the United States since 1990. Keywords: Parts, Manager, Agriculture, Ag, Equipment, Heavy Equipment, Mechanic, Diesel Mechanic, Diesel Tech, Service, Service Tech, Technician, Sales, Equipment Sales.
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Health Economics and Health Policy Faculty Search Location: Lebanon, NH Open Date: Oct 18, 2023 Description: Dartmouth invites applications for two tenure-track faculty positions at the assistant professor rank to join the Susan J. and Richard M. Levy Academic Cluster in Health Care Delivery at The Dartmouth Institute for Health Policy and Clinical Practice (TDI) at the Geisel School of Medicine.
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As an Airbnb Specialist , you will be responsible for providing guidance and support to our community of side hustlers. We are a growing start-up company looking for a talented and experienced Airbnb Specialist to join our community.
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This is an excellent opportunity for pre-med track individuals looking to gain practical, paid experience in a clinical setting before applying to an MD/DO/PA/NP program, as well as those pursuing careers in Health Informatics, Public Health, Healthcare Administration, Medical Coding, and other related fields.
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As a fellowship-trained glaucoma specialist, my research aims to decrease the global burden of glaucomatous optic neuropathy using in vivo and in vitro models of glaucoma. This position is ideal for a motivated research specialist with: 1) 2+ years of post-college research experience, 2) strong people skills, and 3) technical experience in animal (rodent) handling, methods of cellular and molecular biology such as PCR, western blot analysis, and immunohistochemical staining of ocular sections.
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HEPCO Inc. is looking for an Junior Crew Surveyor to join one of our prestigious clients in the Civil and land development.
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Longevity Pay (Monthly payments after two years of service)Build your future with our awesome retirement/pension plan!
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Title: paid search specialist Company: Mcgarrah Jessee
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.