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Walk, bend, lift, push and stand for extended periods of time. Meet schedules and time lines. Operate cleaning equipment such as vacuums, floor stripper, cleaning, buffer and polisher, carpet shampooer, scrubbers, high-pressure sprayer, manual and power sweepers and power blower as assigned.
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Senior Department Full-Time Driver will operate minibuses and vans (No CDL Required) and is responsible for the safety and supervision of senior adults while transporting them to a social day program.
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MCR is a three-time recipient of the Marriott Partnership Circle Award, the highest honor Marriott presents to its owner and franchise partners, and a recipient of the Hilton Legacy Award for Top Performer.
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Part-time, $15/hr, Weekend availability required. We are conveniently located near the famous North Beach on Lake Michigan and many area businesses including SC Johnson and Modine Manufacturing Company, making our Marriott hotel a great place for both business and leisure travelers.
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Working Conditions: As a Cook at Dominion Senior Living, your place is in the busy kitchen environment, which often involves standing for extended period of time, preparing meals for residents with diverse dietary needs, and maintaining strict food safety and sanitation standards while maintaining a friendly and respectful atmosphere.
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UAW - General, Part-time Employees. UAW - General Full-Time Employees. Part-time Hours: First shift Monday through Friday from 6:00 a.m. to 2:00 p.m. Second shift from 10:00 a.m. to 6:00 p.m. Saturdays and Sundays from 9:00 a.m. to 6:30 p.m. Must be available to work weekends and holidays.
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Part-Time Houseperson SpringHill Suites Charlotte, 3950 Arco Corporate Dr, Charlotte , North Carolina, United States of America Req #6652 Wednesday, May 15, 2024 The Part-Time Houseperson at Springhill Suites by Marriott Charlotte Southwest is responsible for supporting the housekeeping team as needed, as well as cleaning and maintaining other areas of the hotel including public spaces and back of the house areas.
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A Registered Dietitian in training with less than the one year of clinical experience will work directly with a qualified dietitian.
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The Club has hosted over 20 championships for the PGA TOUR, PGA TOUR Champions and the Korn Ferry Tour since opening in 1986.
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This position is classified as a part-time, hourly, non-exempt position. Understand the overall concept of Lilly Pulitzer, including the lifestyle, the client, the merchandise, and the heritage.
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Join us for this incredible opportunity to be part of our team as a; Full Time Esthetician at Miraval Austin Resort and Spa located in Austin, TX. Full-time opportunities available! Effective time management, problem solving and communication skills are essential.
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May provide supervision over Groundskeepers - Part Time, temporary agency workers, volunteers, community service workers and inmate trustee laborers. The City of Kingman, Parks & Recreation Department, is seeking an individual for a Part-Time B (Up to 19 hours per week, non-benefit eligible) position of Groundskeeper.
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Comfort starts with our 13,000+ team members across the globe, who are transforming the power of comfort every day.
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Work Directly With A Chick-fil-A Operator The Operator is an independent business person, responsible for the operation of the restaurant, who invests time in his or her employees, teaching them important business skills for the future.
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Manages the grounds provided at a cemetery or funeral home location(s).
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Title: time Company: Notre Dame Health Care Center
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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.
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.