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Kimley-Horn's Atlanta, GA office is seeking a Civil Engineer-in-Training (EIT) with 2+ years of experience to join their Land Development team. They will complete site civil design, permitting, and applicable software applications including hydrology modeling program, storm drainage programs, AutoCAD, and Civil 3D.
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General responsibilities include consulting with internal clients on training needs analyses, identifying appropriate instructional strategies, design and development of instructional material, simultaneous management of multiple projects of varying scope, and evaluation of training programs.
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Utilizes current research data and information on emerging issues in program development and teaching. Position Summary This County Extension Agent position is responsible for managing the 4-H program in Henry County by providing educational programs for youth in 4-H club meetings, coordinating local activities, and preparing youth for projects and judging events.
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The Georgia-Pacific Safety and Health Internship Program is a 12-week summer program designed to provide meaningful real-work experience. Enrolled in an Occupational Safety and Health, Industrial Hygiene, Environmental Health, Environmental Safety Management, Emergency & Disaster Management or related Engineering degree program.
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Develop and implement strategy for CVI’s comprehensive development program, including annual fund, events, board campaign, major gifts, and planned giving. Develop and monitor the development budget in collaboration with President and Chief Financial Officer (CFO.
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QUALIFICATIONS Minimum Qualifications - Education and Experience Bachelor's degree in Civil Engineering 2 years of design experience Preferred Education & Experience Master's Degree in Civil Engineering or related area Knowledge in stormwater design including green infrastructure practices Strong knowledge of CAD software and drafting procedures Excellent prioritization and project development skills Licensures and Certifications Eligible for Engineer in Training (EIT) license.
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Assists with HouseWorkx training program including participation at shows as required and assisting with the annual redevelopment of the design work. Develops and delivers training curriculum for instructor-led classes for product installation, business development and product knowledge.
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Community Name The Retreat at Cascade is seeking an Assistant Program and Outreach Director (Activities Assistant) to join their team! The Assistant Program and Outreach Director is responsible for assisting in the day-to-day delivery of resident centered activities that promotes and integrates the Phoenix Senior Living philosophy to incorporate wellness in all aspects of the seniors' lives we serve.
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Implement training and development programs to improve the preconstruction process and individual development of all direct reports and other personnel involved in preconstruction efforts.
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Made up of Square, Cash App, Spiral, TIDAL, and TBD, we build tools to help more people access the economy. Spiral (formerly Square Crypto) builds and funds free, open-source Bitcoin projects.
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With your knowledge and expertise and under the supervision and mentorships of the Lead Software Engineer and Application Development Manager, you will contribute to the team in regard to best practices as well as contribute to the development and maintenance of appropriate standards, guidelines, and best practices.
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Serve as a family advocate to support family well-being and promote children's learning and development for the 0-5 Head Start and Early Head Start Program. Develop community partnerships and serve as parent liaison to between the program, resources, and services on a regular basis.
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Minimum of 10 years of experience in software development practices and/or software program management. Sr. Director Program Management and Customer Support. Demonstrated leadership in the implementation of Earned Value Management Systems and other strategic program controls operations.
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The Honeywell Aerospace Development Program offers a summer internship program for candidates in Supply Chain career paths. 7 plus years of experience in combination of Enterprise Software Sales, Key Account management, and Business Development and consistent track record of exceptional software sales results with C-level clients.
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AriensCo is on the hunt for a dynamic Business Development Manager to ignite new equipment sales by crafting and executing a powerful strategy aimed at national, regional, and local lawn maintenance contractors and government agencies.
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training program and development jobs Company: Atkinsrealis in Atlanta, LA, Australia
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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.
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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.