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Qualifications To qualify for the SV-D pay band (equivalent to the GS-5/6), you must meet one of the qualification requirements (A OR B) outlined below: A. Experience: At least one year of full-time work experience In the security Industry, aviation screening, or as an X-ray technician.
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DESCRIPTION: Level I - The Deputy Borough Clerk performs full secretarial and administrative duties such as typing, filing, answering telephones and other general office duties. Level II- The Deputy Borough Clerk II performs all of the functions of the Deputy Borough Clerk with the addition of the day to day interactions with the Borough Mayor, Administration, Assembly, and Borough Residents.
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A. Experience: At least one year of full-time work experience In the security Industry, aviation screening, or as an X-ray technician. Occasional Travel Required: A minimum of three (3) weeks of travel in a full-time duty status may be required to complete TSA's New Hire training.
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POSITION SUMMARYResponsible for carrying out the daily program forclients of group home as assigned on each shift. Complies with SDS Program Standards, stateresidential licensing requirements, and Medicaid Waiver requirements.
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Title: Maintenance Technician I/II/III Reports to: KICFM Leasing Manager Location: Kotzebue, AK Safety Sensitive : Yes Status : Full-Time Summary : The Maintenance Technician ensures any maintenance and preventative maintenance assigned is completed within a timely manner and in compliance with manufacturer's specifications, and to acceptable standards of workmanship and safety practices.
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Home Health Aide (HHA) Certificate. There are Home Health Aide job openings in your area. Home Health Aide (HHA) Certificate. Passion for helping people including bathing, housekeeping, and meal prep.
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This Hotel Houseman position provides a variety of cleaning services and other related duties required to keep hotel facilities in a clean and orderly condition.
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Uses Snap-On diagnostic tester and a full line of mechanic tools properly. 7.5 hours per day, 261 days/year, full-time. Uses Snap-On diagnostic tester and a full line of mechanic tools properly.
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Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.