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PACE is local community nonprofit organization founded in 1976 to provide job training and placement services for the Asian Pacific Islander communities in Los Angeles. Now, in addition to job training and employment services, significant PACE programs encompass: Business Development; Early Childhood Education (Head Start); Financial Education and Asset Building; Housing and Rehabilitation Services; Weatherization and Energy-conservation programs; and Affordable Housing Development.
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Sales Associates continuously learn about the industry, products and services through Dunn-Edwards Learning Network and various job certification programs that better assist in answering questions and making proper recommendations, as well as building a foundation for potential advancement opportunities as Dunn-Edwards continues to grow.
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Provide counseling, instruction, and assistance in the area of increasing independent living skills, life-skills training and financial literacy training to enhance housing stability.
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Plus one (1) year full-time equivalent experience working in a program serving persons with mental disabilities required OR completion of a minimum of 20 hours on-the-job training as defined by regulations within one (1) year of employment (in addition to the annually required 20 hours of training.
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GUCCI Team Manager – The Grove page is loaded GUCCI Team Manager – The Grove Apply locations LOS ANGELES time type Full time posted on Posted 30+ Days Ago job requisition id R124564 Summary.
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The new attorney will work on state and federal litigation, administrative and policy advocacy, and grassroots and media outreach. Familiarity with the scientific literature on climate change.
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You will become part of a nimble, fast-paced content programming team, focused on driving commercial and consumer growth across the network as it expands. The actual base salary offered will depend on a variety of factors, including without limitation, the qualifications of the individual applicant for the position, years of relevant experience, level of education attained, certifications or other professional licenses held, and if applicable, the location of the position.
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Job Control 427265 and indicate the basis of your eligibility in the Examination(s) or Job Title(s) section on the STD. 678. Questions regarding reasonable accommodations may be directed to the EEO contact listed on this job posting.
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California Licensed Professional Engineer through NCEES examination, Engineer in Training (EIT), Professional Geologist, or Geologist in Training (GIT) or the ability to obtain licensure is required.
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The Quality Assurance Specialist (QA Specialist) position coordinates numerous program evaluation, quality improvement and quality assurance functions on behalf of the JVS SoCal REAS program.
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We will work with you to discuss the right mentorship model for you, but our mentorship program typically starts with you shadowing, then taking on one hour appointments, then receiving one-on-one training in surgery and dentistry, along with radiology interpretation and clinical consultation available every day.
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Graduate of an X-ray technician program accredited by the Joint Review Committee on Education in Radiologic Technology (JRCERT) or another accrediting agency approved by The American Registry of Radiologic Technologists (ARRT.
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The Deputy Director will be responsible for a broad range of academic and administrative functions in the Center, with a primary focus on teaching experiential courses affiliated with the Center, creating other non-curricular opportunities for UCLA students and alumni, participating in research and advocacy on reproductive health law and policy issues, designing and executing Center conferences and convenings, and an array of other programmatic, administrative, and teaching engagements.
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Provide ongoing therapeutic case management services that will ensure successful permanent housing, decrease social isolation, decrease and prevent relapse risks, advocacy to deter evictions, and linkage and brokerage to any needed services such as medical, dental, mental health, substance abuse, like skills training, self-help, money management, meaningful community activities, volunteer services, job placement, etc.
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The primary responsibility of the Lead Job Developer is to establish relationships, canvass businesses, organizations, and corporations to identify, develop, create and place 14-24 year old enrollees into mainstreaming, internship, job shadowing, practicum, apprenticeship, entry-level and sustained employment and entrepreneurial opportunities (Stepwise Employment Experiences) with emphasis on 18-24 year old opportunity and disconnected youth in South Los Angeles County.
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on the job training jobs Title: housekeeper Company: Watermark Retirement Communities in Santa Monica, 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.