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Assembly, load and unload machines, inspect parts that are being packed, consistent lifts 10 pounds or greater, clean, sweep, and general labor work. General Labor Assembly 1st & 2nd Shift.
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Large food manufacturer seeks applicants for the production/cooler areas. General labor duties along with other duties as assigned by the Supervisor. Our product offerings include milk, flavored milk, yogurt, dip, sour cream, cottage cheese, Italian cheese, and ice cream mix marketed under the Upstate Farms®, Bison®, Milk for Life®, and Intense Milk® brands.
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You will serve as a SUPERVISORY PRODUCTION SHOP PLANNER in the DEPARTMENT OF NAVY to include work sites of Portsmouth Naval Shipyard, Puget Sound Naval Shipyard, Norfolk Naval Shipyard, Trident Refit Facility Bangor and Pearl Harbor Naval Shipyard and Intermediate Maintenance Facility.
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1-3 years of experience in production position; including hands-on production activities. This position works in a timely manner and strives to increase productivity and acts with professional regard to the management and use of all production facilities and processing equipment.
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Cross train in multiple production functions such as assemble, prep, pack, grain, etc. Observe machine processing for proper functioning and production of products. Participate in effective communication within production team.
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The Production Welder is responsible for operating the machines in the Welding department. Our team is seeking a dedicated, innovative individual work as a Production Welder. The position will be responsible for maintaining part production efficiency to minimize downtime, following proper maintenance procedures for effective preventive maintenance, and observing machine operation to detect work piece defects or machine malfunctions and adjust machines as necessary.
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The Screen-out Element for this position is: ABILITY TO PROVIDE PRODUCTION SUPPORT SERVICES. You will apply theories, principles, practices and techniques of the trade skills as well as working knowledge of quality assurance, testing, combat systems, engineering and planning practices imposed on the shipyard.
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General Labor, Production Schedule: Mid-Shift Monday- Friday 10am – 7pm Full Time Romeoville, IL, US Department Production Key Accountabilities of Warehouse Associates/General Labor: Responsible for the production of a quality product that meets all customer and regulatory requirements.
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A Production Specialist operates equipment and performs processes to build hardware. Utilizes their advanced processing experience to multitask and has the ability to trouble shoot, resolve issues working with production support teams.
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The Production Manager is committed to being a dedicated Brand Ambassador of Gerber Collision at all times. The Production Manager ensures that the customers' vehicles are repaired on time, exceeding Gerber Collision's quality expectations and the customers' needs.
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Supervise workers that operate production machinery, assemble items, perform quality control or package goods for shipment. Supervises production operations within an assigned areas or during an assigned shift.
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You must submit a copy of your latest DD-214 Certificate of Release or Discharge from Active Duty (any copy that shows all dates of service, as well as character of service [Honorable, General, etc.
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Interns will work under staff supervision to take projects from initial client intake through ideation, production, post-production and delivery, gaining experience in advanced video production techniques.
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The Production Worker position is packaging of the product including bags, bulk bags, and bulk hopper cars. EP Minerals is an industry leader in the production of products derived from diatomaceous earth, perlite, engineered clays, and non-activated clays.
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The Production Manager/Manufacturing Manager will be improvement oriented, have a strong knowledge of Lean manufacturing principles, and a working knowledge and understanding of quality systems, ERP applications and supervisory best practices.
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Title: general production Company: Nemak
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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.
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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.
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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?
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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.
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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.
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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).