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The Allegheny Valley School District is seeking a full-time School Police Officer to ensure a safe and healthy learning environment. Associate’s Degree, Act 120 Certification, minimum of 2 years police or security experience are required in addition to obtaining/maintaining any School Police credentials.
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Maxim Healthcare Services is seeking a Licensed Practical Nurse (LPN)/Licensed Vocational Nurse (LVN) to work one on one with a patient in the school setting. May ride the bus to and from school with patient.
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Foster and establish relationships with other local institutions that would benefit our program (e.g., Illinois Central College, Chesterton Academy, Peoria Hebrew Day School, other private independent schools, etc.
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The School Nurse shall be responsible to the Building Administrator, the Health and Wellness Coordinator, and the Director of Student Services. State school nurse certification, to be achieved in first three years, preferred.
$52,751 - $66,432 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Social Studies Teacher
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You are:Open to new ideasNimble in fluid, changing environmentsExcited by growth, change, and innovation The Quad Preparatory School is looking for a full-time special education ELA teacher to provide instruction to our middle school (grade 6-8) students in English language arts and literature.
$60,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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A law firm in Newport Beach is seeking an Intellectual Property Litigation (Patent) Associate Attorney with experience in patent litigation. Juris Doctor (JD) degree from an accredited law school.
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Job Description - Middle School Band Director: Districtwide (2024-2025) (24000109) Middle School Band Director: Districtwide (2024-2025) - ( 24000109 ) Direct and supervise all school band performances, including concert band, jazz band, soloists, small ensembles, etc.
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The School Board is deeply invested in faculty development, forging collaborations with renowned institutions, from Bank Street to Vanderbilt University. Growth Opportunities: Engage in various aspects of school operations, giving you a holistic view of school operations.
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In March of 1978, the Archdiocese of Chicago announced that Providence St. Mel would close as a Catholic School. Ultimately, the Head of School is responsible for the organizational development of Providence St. Mel. As such, this position requires a demonstrated understanding of educational philosophy and the skill to balance a well-established college prep program with emerging opportunities to build workforce readiness.
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TRENTON SPECIAL SCHOOL DISTRICT JOB DESCRIPTION Job Title: Substitute Cafeteria Worker Term of Employment: As Need Basis Immediate Supervisor: Cafeteria Manager QUALIFICATIONS: Must be able to read, write and speak English.
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Richard Ulffers became ISBs Head of School on July 1, 2016, bringing with him nearly 20 years of experience in international and bilingual education, the last 16 spent at the French American International School of San Francisco (FAIS.
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Apollo school programs take place during the school day and during after-school hours and are focused on teaching and learning through the integration of the performing arts, media, and the humanities.
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1560 clock hours of experience in a recreational program or licensed day care Center serving school-age children or alicense exempt school-age child care program operated by a public or private school, and six semester hours (or nine quarter hours) of credit from an accredited college or university related to school-age child care, child development, elementary education, physical education, recreation, camping or other related fields; or.
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Two (2) years of applicable intellectual property legal experience at an outside firm or as in-house counsel and one (1) year of previous experience as a Mechanical Engineer are required.
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school job Title: intellectual property Company: Vishay Intertechnology in Dothan, Alabama
FEATURED BLOG POSTS
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.
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).