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Competitive Pay & Weekly Paychecks. Completion of college coursework in one of the following programs: psychology, education, social work, behavioral science, human development or a minimum of one year experience working with children in the following capacities: Child Development, Camp Counselor, Paraprofessional, Behavioral Interventionist, ABA Therapist, or Behavior Technician required.
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Starting Pay: $16.00 / hour. As a Hospital Security Officer, you will serve and safeguard a high profile healthcare customer. The Hospital Security Officer is responsible for the surveillance of the client’s healthcare premises and the protection of the staff, members, and visitors.
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GFL is a 10-week immersive summer internship program for Black/African American, Hispanic/Latino, and Indigenous/Native American/Alaska Native students. Black/African American, Hispanic/Latino, or Indigenous/Native American/Alaska Native.
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BCG is committed to growing and supporting top talent from groups currently underrepresented in consulting, and our Growing Future Leaders (GFL) Internship Program aims to do just that. Upon successful completion of the GFL Internship Program, individuals are eligible for a scholarship & offer to return as a Summer Associate following their junior (third year.
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Our Growing Future Leaders (GFL) Internship Program provides a highly select group of sophomore (second year) students the opportunity to experience BCG’s work and culture in one of our U.S. or Canadian offices.
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BCG was the pioneer in business strategy when it was founded in 1963. This program aims to support and develop students from these groups as they prepare to become leaders in consulting and the global business community.
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Today, we help clients with total transformation-inspiring complex change, enabling organizations to grow, building competitive advantage, and driving bottom-line impact. Current sophomore (second year) student at U.S. or Canadian university, who expects to graduate between December 2026 and August 2027.
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Improving the lives of individuals and families through Native American culturally appropriate behavioral health, affordable housing, and community development services. : Preference is given to qualified Native American Applicants in accordance with the Indian Preference Act. If claiming a preference, a copy of valid documentation will be necessary.
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Weekly Pay & Flexible Scheduling. Almost Family a part of LHC Group family of providers – the preferred post-acute care partner for hospitals, physicians, and families nationwide. May provide or assist clients with activities of daily living including: bathing in bed, tub or shower; care of hair including shampoo, combing and brushing; care of teeth and mouth including denture care; nail care, filing only; skin care including pericare and applying lotion; transfer of patient from bed to chair and to wheelchair.
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We're hiring CNAs, PCAs, and HHAs to work 1:1 with our in-home patients in Mena, AR | $500.00 Loyalty Bonus, Flexible Schedules, PTO, and Weekly Pay! AR: Private Care-Licensed Agencies: Must have completed a 40 hour aide training course approved by Arkansas Department of Health and be certified as a personal care aide.
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Any benefits (medical/dental/vision) are in addition to the weekly pay. Oregon also has lots of Native American art in the Portland Art Museum. CoreMedical Group is one of the largest healthcare staffing agencies in the country.
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Lead the installation and long-term stewardship of native pollinator gardens, green stormwater infrastructure, and other urban habitat restoration projects, including contributing to plant selection, garden design, and plant procurement and coordinating with volunteers and partners as needed.
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Native American" means an individual who is a duly enrolled member of the Mohegan Tribe or any group of Native Americans recognized by the Mohegan Tribe, The United States of America, or the State of Connecticut.
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As of Fall 2022, CSUN enrolls ~38,000 students, where 57.3% are Latinx, 19.8% are White, 9.2% are Asian-American, 4.9% are Black/African American, 0.1% are Native American, and 0.2% are Native Hawaiian or Pacific Islander.
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Part Time 2nd Shift - 2:45pm- 10:45pm - 6 shifts per bi-weekly pay period. Part-time 1st Shift - 6:00am - 2:30pm - 6 shifts per bi-weekly pay period. Part-time Day shift 8am - 12pm 6 days per bi-weekly pay period.
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weekly pay native jobs Title: registered nurse Company: Coremedical Group in Phenix-city, Alabama
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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.
A Potential TikTok Ban?!
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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.