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Competencies Problem Solving and critical thinking ability Communication Proficiency Active Listening Flexibility Costumer service Team work Conflict management Professional boundaries and self-awareness Time Management and ability to prioritize tasks Supervisory ResponsibilityThis position does not have supervisory responsibilities of other staff, but may provide supervision to volunteers and interns.
$19 an hourFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Collaborate with colleagues, on-call staff and senior leaders to help resolve emergency situations, such as missing students and/or students in distress, both on and off campus; Contribute to supervisory rotations as the Senior House Parent on duty, which includes 24 hour on-call and collaborative crisis management in emergencies.
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Incumbents are initially assigned to a Custody facility other than a Type l jail, receive immediate supervision from sworn law enforcement personnel, assist sworn staff in observing inmates and in supervising recreational and work activities of inmates, and may be assigned to assist sworn supervisory staff in a main or dormitory control booth by monitoring inmate movement and controlling entry and exit to a facility, or in the classification process at a custody facility.
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The AJOS II uses supervisory, program development, quantitative analysis, and other research skills in accomplishing all the goals of FIA/Job Center and its components (Application, Financial Planning, Employment Planning, Under care, etc.
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An ideal dispensing nurse candidate works cooperatively with supervisory counseling staff and demonstrates a non-judgmental and accepting attitude toward the Substance Use Disorder. Description Position at BAART Programs Full Time Dispensing Nurse - LPN/LVN BAART Program is looking for a detail oriented and empathetic Licensed Practical Nurse / Licensed Vocational Nurse to dispense prescribed medications as part of a treatment team in partnership with Physicians and Nursing Supervisors.
$22 - $24.75 an hourFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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The ILS/SLS vendor shall assign direct service supervisory staff to supervise the delivery of ILS/SLS by direct service personnel. All direct service supervisory staff shall have the ability, as a result of any combination of relevant training and experience, to competently and consistently organize and supervise the direct provision of services to clients in accordance with the SLS vendor’s established policies, under the general supervision of the director.
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Required Qualifications: Graduation from an accredited Licensed Vocational Nurse programCurrent California LVN licenseI.V. therapy & blood draw certificationBasic Life Support (BLS) certification or ability to obtain at the time of hire3+ years of experience working as an LVN/LPN Preferred Qualification: 1+ years of supervisory or management experience California Residents Only: The salary range for this role is $48, to $94, annually.
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Knowledge of electronics theory, information technology, telecommunications and supervisory and control systems including cryptography, vulnerability assessment and exploitation techniques. Completion of Officer Training School (OTS), Air Force Academy (AFA) or Air Force Reserve Officer Training Corps (AFROTC.
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Supervisory responsibilities for maintenance personnel including supervisor, night lead and parts clerk. KNOWLEDGE , SKILLS, AND ABILITIES: Supervisory skills to include the ability to coach, train and motivate subordinates to reach established goals Effective written and communication skills Have proven ability to run and evaluate reports.
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As a Night Stocker, you provide friendly, courteous, and helpful service.
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Bachelor’s degree in Systems, Social Services, or other administrative or business sector from an accredited or state-approved college or university, with a minimum of 2-3 years of job-related management, supervisory or leadership experience, OR a commensurate combination of relevant education, leadership, and direct programmatic experience in homeless services and supportive housing.
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Eight (8) years of professional engineering experience, and four (4) years of progressively professional administrative and supervisory management responsibility, as well as demonstrated experience in delivering complex municipal civil engineering projects OR an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job.
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The Supervisory Examiner's span of control should be no less than six direct reports. If selected, you may be required to serve a supervisory/managerial probationary period. Initiates and maintains cooperative relationships with the appropriate State and Federal Supervisory Agencies in the applicable geographic locations encompassed by the Field Territory.
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MINIMUM QUALIFICATIONS A bachelor's degree in a relevant science or engineering from an accredited college or university and one year of experience in the Los Angeles County Sanitation Districts at or above the level of a Supervising Engineer or three years of non-Districts experience performing supervisory duties over Professional Engineers or Professional Researchers engaged in wastewater, solid waste or other relevant environmental research activities.
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The Assistant Account Manager job is responsible for assisting the Account Manager with all supervisory, training and operations functions at the assigned post in accordance with post orders and client instructions, and following all internal procedures.
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supervisory job Title: kitchen crew Company: Geneva Glen Camp in Los Angeles, CA
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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).
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.