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Petroleum Service Corporation is an Equal Opportunity/Affirmative Action employer. Perform a quality control role which includes: inspecting drums for damage and checking paperwork/ labels for accuracy.
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The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities.
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Williams-Sonoma, Inc. is an Equal Opportunity Employer. Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States.
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Expertise in specific control & instrumentation disciplines such as Advanced Process Control (APC), Distributed Control Systems (DCS), Programmable Logic Controllers (PLC), Supervisory Control and Data Acquisition (SCADA), Emergency Shutdown System (ESD), etc.
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Our overriding goal is to provide quality staffing solutions that help people, organizations, and communities succeed. The Quality Systems Engineer will participate in assuring high reliability and proper performance per product requirements.
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Our corporate values that guide our actions and decisions are our People First culture, customers, quality, shareholders, integrity, and corporate responsibility. Our mission is to enhance the quality of our customers’ lives at home.
$65,000 - $85,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Mendocino Farms is an equal opportunity employer that values diversity at all levels. There is no “I” in Mendo Mendocino Farms is an equal opportunity employer that values diversity at all levels.
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We have a great opportunity for an innovative and effective Senior Quality Test Engineer. We are an equal employment opportunity employer. Experience working with IDE (like eclipse), Azure DevOps, GitHub source code repositories and version control.
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This position will oversee and manage staff responsible for developing, monitoring, and reporting on project controls function for major capital projects, including schedule, budget preparation, cost control, and program management activities.
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Modifications to Policies and Procedures: 360 Behavioral Health, will make reasonable modifications to policies and procedures to ensure that people with disabilities have an equal opportunity to enjoy programs, services, and activities.
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We will create and nurture a global company culture where we confidently bring our authentic selves to work every day: where the only criteria for advancement are the quality of our work, the contributions we make to our teams and the business, and our ability to lead; and where our individual differences—whatever they may be—are valued, explored and appreciated.
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We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, or any other characteristic protected by law.
$100,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Water resources engineering and hydraulics theory, principles and practices and their application to a wide variety of water resources systems (water, wastewater, stormwater); principles and practices of water quality control.
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Manage and control the operations and personnel engaged in the performance of quality department activities to ensure safe, compliant and quality products are delivered by the Repair Station.
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The Company's Equal Employment Opportunity (EEO) policy, as well as its affirmative action obligations, includes the full and complete support of the Company. It is Alstom's policy to comply with all applicable national, state and local laws pertaining to non-discrimination and equal opportunity.
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quality control equal opportunity jobs Company: Red River Commodities in Los Angeles, CA
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.