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Property Management, Retail Sales Lead or Team Lead, Bilingual, English, and Spanish. Bilingual Retail Sales Associate II (Full-Time) English/Spanish speaking. We are an Equal Opportunity Employer.
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Bilingual English and Spanish or Vietnamese, Chinese (Mandarin or Cantonese), Korean preferred. Conduct outbound phone calls and / or receive inbound phone calls within the department's goal timeframe; successfully contact and adapt to the member's communication preferences as possible, which may include time of day, channel, and language; multi-lingual skills and / or utilize interpreter service as needed.
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OCTA is an equal employment opportunity employer that recruits, hires, and promotes qualified people without regard to race, color, religion, creed, ancestry, national origin, age, sex, pregnancy, gender, gender identity and/or expression, sexual orientation, marital status, medical condition, disability, genetic information, military and veteran status, or other legally protected status.
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HHM Hotels is proud to be an equal-opportunity employer. Camelot Golfland, Honda Center, and Angel Stadium of Anaheim are within five miles. Lead Cook Sous Chef Executive Chef Food and Beverage Director.
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Bilingual in English and one of client's defined threshold languages (Arabic, Chinese, Farsi, Korean, Spanish, Vietnamese). Licensed Vocational Nurse, Licensed Marriage and Family Therapist, or master’s degree in social work, gerontology, public health or related field.
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Northgate Markets is proud to be an Equal Opportunity Employer. Northgate Markets will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the California Fair Employment and Housing Act (Ban the Box Law.
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Your Right to Work – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
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Team-based collaborative community outpatient practice with a team of PCP physicians, NPs, RNs, Pediatricians, OB-GYNs, Dentists, specialists (optometrist, podiatrist, dermatologist), LCSWs, mental health professionals, case managers, health educators, registered dietitians, LVNs. Strongly prefer bilingual in English/Spanish to deliver care in Spanish and English.
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Equal Employment Opportunity. Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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Note: Floor & Decor considers all applicants for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, medical condition, pregnancy, marital or familial status, veteran status, or based on any other class protected by applicable federal, state, or local law.
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California State University, Fullerton (CSUF) is a minority-serving institution, affirmative action, and equal opportunity employer. As an assistant professor, you will have the opportunity to shape the curriculum, guide students' intellectual growth, engage in cutting-edge research, and foster a learning environment that centers on social equity and inclusion.
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Bilingual (English/Spanish) Level II required. · Must successfully pass or have passed the bilingual test (within the last 12 months), or be active in the QBS program. License, Certification, RegistrationLicensed Marriage and Family Therapist (California) OR Licensed Professional Clinical Counselor (California) OR Licensed Clinical Social Worker (California)National Provider Identifier Additional Requirements:Knowledge of and ability to utilize current DSM nomenclature required.
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Eastman Chemical Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, pregnancy, veteran status or any other protected classes as designated by law.
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T-Mobile USA, Inc. is an Equal Opportunity Employer. Within the first 90 days working at T-Mobile, Mobile Associates will receive on-the-job training and the opportunity to earn a total of $1,500 while completing training milestones.
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Chapman University is an equal opportunity employer committed to fostering a diverse and inclusive academic global community. The next president will join the Chapman community at a time of great opportunity and momentum.
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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.