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An incumbent at the mid-level must obtain the qualifications to move to Building Inspector III. Qualifications for a Building Inspector III require the additional certifications of residential mechanical inspector and commercial mechanical inspector through ICC, IAPMO, or other approved organizations.
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Depending on a number of factors, including, but not limited to location, regularly scheduled work shift, knowledge, skills, experience, and expertise. Primary Licensed Vocational Nurse (LVN) Responsibilities.
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Utilizing digitization tools to reduce hours and optimize engagement Advance pricing strategy through the use of pricing tools and influence a shift to alternative fee arrangements. Description & SummaryA career in our State and Local Indirect Tax practice, within State and Local Tax services, will provide you with the opportunity to help our clients solve their business issues related to business restructuring, adoption of new tax laws, and communicating local tax developments.
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DOE (This rate applies to 12 hour shift and averages 42 hours per week). Various shift types available, overtime built into every shift configuration. Events include professional Baseball, Hockey, Football, Soccer and Basketball.
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Job Description & Requirements Specialty: Surgical Technologist Discipline: Allied Health Professional Duration: 13 weeks 36 hours per week Shift: 12 hours, days, evenings Employment Type: Travel We’re seeking talented healthcare professionals whose adventure game is as strong as their clinical game.
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The Clinical Laboratory Scientist performs a variety of standardized and highly specialized analysis of tests in Chemistry, Immunology, Hematology, Coagulation, Urinalysis, Microbiology and/or Blood Bank. The Clinical Laboratory Scientist is responsible for the accuracy, reliability and timeliness of patient test results (pre-analytical, analytical and post-analytical) used for the diagnosis, management and treatment of patients.
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Job Description & Requirements Specialty: Interventional Radiology Technologist Discipline: Allied Health Professional Start Date: 08/19/2024 Duration: 8 weeks 40 hours per week Shift: 10 hours, days Employment Type: Travel Our client is looking to add a RAD Tech to their team.
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51-week contract with possibility to extend - Contract assignments with the possibility to extend - AM shift available - Hospital Setting - Weekly pay - *Estimated weekly payment may include both taxable wages and tax-free reimbursements for meals, housing, and incidentals.
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Must also be able to work a minimum of 32-40 hours per week through variable shifts (opening, mid-day and closing) from week-to-week. Responsibilities:An Assistant General Manager (AGM) is responsible for the overall shift-level operations, guest experience, sales performance and execution of brand excellence in a store.
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U.S. AutoForce, a division of U.S. Venture, Inc., brings together more than 100 years of experience as an industry leader in the distribution of tires, undercar parts, and lubricants to independent tire retailers, auto repair shops, and automotive dealerships.
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The Staffing Coordinator will be responsible for scheduling and filling daily per-diem nursing shift needs from local hospitals and clients as needed. The Staffing Coordinator will be responsible for scheduling and filling daily per-diem nursing shift needs from local hospitals and clients as needed.
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Shift: Day Temporary: No Cover Letter Req: Yes Work Week: Varies Number of Hours : 40 Position Type ID: Full-Time Department: Rehabilitation Location ID: Reseda, CA About Los Angeles Jewish Health: The evolution of our name from Los Angeles Jewish Home to Los Angeles Jewish Health reflects our commitment to providing a broad spectrum of best-in-class senior healthcare services while staying true to our mission - delivering excellence in senior care for all, rooted in Jewish values.
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Work up to a 12 hour shift doing hard physical labor in varying temperature extremes and other outside conditions. Directs administration and training of solar construction mechanical personnel for national construction projects.
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You will also have options to work one additional Night of on-call or Day shift of your choosing. Become a Weekend On-Call RN with Agape Care Group. Our network includes Agape Care South Carolina, Georgia Hospice Care, Hospice of the Carolina Foothills in North Carolina, and Journey Hospice in Alabama and Louisiana.
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Job Description & Requirements Specialty: Cath Lab Technologist Discipline: Allied Health Professional Start Date: 08/05/2024 Duration: 13 weeks 40 hours per week Shift: 10 hours, days Employment Type: Travel Job Description As a cardiac cath lab technologist, you'll assist with catheterization of the heart and other electrophysiology procedures.
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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?!
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.