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Responsible for assuring equal educational opportunity to all individuals regardless of race, color, gender, age, marital status, religion, gender identity, national origin, sexual orientation, homelessness, or disability.
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Equal Opportunity EmployerThe Worcester Public Schools is an Equal Opportunity/Affirmative ActionEmployer/Educational Institution and does not discriminate regardless ofrace, color, ancestry, sex, gender, age, religion, national origin, genderidentity or expression, marital status, sexual orientation, disability,pregnancy or a related condition, veteran status or homelessness.
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CONSTRUCTION INSPECTOR LEVEL: High School diploma with a minimum of three years of relevant experience and/or an Associate's degree in Civil Engineering or Civil Engineering Technology.
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Job DescriptionSUBJECT: Teacher - ChemistryREPORTS TO: Building Principal ACCOUNTABILITY OBJECTIVE:These positions are accountable for assuming the responsibility for delivering high quality instructional experience through creativity, resourcefulness and sound judgment consistent with the curriculum frameworks, standards and the rules and regulations of the Worcester Public Schools.
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High school diploma or GED preferred; required for all ASRS Maintenance positions plus the following step requirements for level. Performs evaluations of system critical devices such as high-speed sorter diverts, high speed scanners, wave management scanners, etc.
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Qualifications: Certified Sterile Processing and Distribution Technician - CRCST (preferred) High School Diploma or Equivalent BLS certification preferred. Required Skills Qualifications: Certified Sterile Processing and Distribution Technician - CRCST (preferred) High School Diploma or Equivalent BLS certification preferred.
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Troubleshoot, repair and perform preventive maintenance on power lift equipment, including mechanical, electrical, hydraulic, and high-pressure air systems. Disassembles, inspects, and performs routine repairs and rebuilds defective parts on all equipment.
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Associate degree in business administration, paralegal, or related field OR a high school diploma or GED plus two years working in a clerk of courts office including CCAP case management.
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QUALIFICATIONS Education Required: Minimum of a High School Diploma or GED Preferred: Bachelor’s Degree in related field Licenses/Certifications Required: Ability to pass the NERC System Operator Certification exam within six months of hiring is required.
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High school diploma or GED Ben E. Keith (BEK) Company is one of the largest food and beverage distributors in the United States. Here at Ben E. Keith, we recognize that our workforce reflects the increasingly diverse nature of our society, and we want to do all we can to take advantage of that diversity with both our external and internal customers.
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VEVRAA Federal ContractorMinorities/Females/Veterans/Disabled Other details Job Family Warehouse Pay Type Hourly Employment Indicator Safety Sensitive - Non Driver Award Required Education High School.
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Any combination of education and experience equivalent to high school or vocational school diploma or GED. (If no diploma or GED is obtained, must have a minimum of two (2) years of direct work experience in the field.
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Coca-Cola Bottling Company High country is an Equal Opportunity/Affirmative Action Employer, requires pre-employment drug testing for all applicable positions and adheres to an Alcohol and Drug-Free Workplace.
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High school diploma or GED preferred. The Sales Merchandiser maintains product availability and stocks and merchandises products at all designated accounts, including ensuring that all beverage sections, racks, displays and vendors are completely filled according to Coca-Cola Bottling Company High Country standards.
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Founded in 1956, Coca-Cola Bottling Company High Country is a family owned, regional Bottler serving portions of Colorado, Minnesota, Montana, North Dakota, South Dakota, Utah, and Wyoming. Honesty, Integrity, Trust & Respect - Must be seen as truthful and credible and exhibit respectful behavior in all actions representing the company.
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equal high school diploma all positions jobs Company: Trulyhired
FEATURED BLOG POSTS
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.