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Job Description & Requirements Specialty: Ultrasound Technologist Discipline: Allied Health Professional Duration: Ongoing 40 hours per week Employment Type: Staff Description Location: UCHealth Highlands Ranch Hospital, US:CO:Highlands Ranch Department: Rad Ultrasound Lone Tree FTE: Part Time, 0.5, 40.00 hours per pay period (2 weeks) Shift: Weekend Pay: $38.72 - $58.08 / hour.
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Job Description & Requirements Specialty: Licensed Clinical Social Worker Discipline: Social Work Duration: Ongoing 1 hours per week Shift: 8 hours, flexible Employment Type: Staff UFCW Local 7 - $50.27 - $49.96 “May be entitled to translation/bilingual, shift or other wage premiums as governed by the applicable collective bargaining agreement.
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Pay: $25.80 - $38.70 / hour. Required Licensure/Certification: Registered as a Polysomnographic Technologist (RPSGT) by the Board of Registered Polysomnographic Technologists (BRPT) or equivalent, or Registered as a Respiratory Therapist (RRT) by the National Board for Respiratory Care (NBRC.
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Pay for this position is $19/hour for the day shift plus a $3 shift differentialEssential DutiesProcedures & Tasks This position is responsible for taking on a variety of tasks and projects to ensure the watering of plants for a large-scale indoor cannabis cultivation.
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Interventional Radiology RN Contract Details: - $2,180 - $2,403 per week - AM shift available - 13-week contract with possibility to extend - 10-hour shifts with weekends off - IR RN will work with the radiology team to provide patient care - Estimated weekly payment may include both taxable wages and tax-free reimbursements for meals, housing, and incidentals.
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Analyze the impact potential and develop recommendations to both the SOC Shift Manager and Dispatchers to minimize impact to flight operations. Coordinate with the SOC Shift Manager while on duty and assist with the operation and execution of the daily flight schedule.
$119,583Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Pay for this position is $19/hour for the day shift plus a $3 shift differential. Prepared for full 40 hour week working scheduled shifts with occasional overtime shifts to complete daily and weekly objectives.
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APN I: $45.94 - $54.46 / hour *New graduates or NP/CNM with less than one year of reproductive/sexual healthcare experience. APN II: $47.04- $62.53 /hour *NP/CNM with at least one year of prior experience in reproductive/sexual healthcare experience and/or with at least one year of PPRM experience within the past three years.
$45.04 - $60.53 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Salary: $21.00 per hour Benefits: 401(k) 401(k) matching Dental insurance Health insurance Life insurance Paid time off Compensation package: Hourly pay Overtime pay Physical setting: Outdoor work Schedule: 10 hour shift Monday to Friday On call Overtime Experience: Computer skills: 1 year (Preferred) Utility locating: 1 year (Preferred.
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As a BOH Afternoon Shift Team Member, you will support the kitchen team, assemble food and drink orders quickly and accurately, and ensure each guest leaves with a smile. Whole lemons are freshly squeezed in our restaurants and combined with pure cane sugar and water (yep, that's all) to make Chick-fil-A Lemonade.
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TITLEUtilities TechnicianREPORTS TOLead Engineer, Facilities and UtilitiesNUMBER OF OPENINGSOneLOCATIONLongmont, ColoradoCOMPENSATION BASE RATETechnician 5 ($39.18) + ($3/hr shift differential)BENEFITSKEY RESPONSIBILITIESUnderstands and supports company and site safety and quality policies and performs work related activities in a safe manner.
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Team Member | Culinary Leader | Kitchen Leader | Shift Leader | Cook | Prep Cook | Grill Cook | Prep Crew | Hourly Manager | Shift Manager | Customer Service | Restaurant | Part Time | Full Time | Crew Member | Host | Cashier | Line Cook | Server.
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As a Shift Choice employee, you will start with a scheduled paid onboarding session where you will meet the team and learn about Avis Budget Group. As a shift choice employee, you have the freedom to set your own schedule.
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The hourly Range for this role is $28 to $34 an hour + a $2.20 an hour shift differential. A Manufacturing company is looking for a 2nd shift CNC Machinist (2:00pm - 10:30pm Mon-Fri) for permanent placement in Arvada, CO. The Machinist will play a crucial role in the fabrication of metal parts, including complex impellors and inducers, for use in multiple growing industries.
$37.5 an hourFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Job Type: Full-time, benefit eligible Fast casual restaurant 10 hour shifts Day shift Pay & Benefits: Salary: $65,000 - $70,000 per year Medical, dental and vision Paid time off including Healthy Families and Workplaces Act Colorado Secure Savings FAMLI Free concert tickets Employee discount Free yoga membership Employee gatherings and team building activities APPLY ONLINE AT: We are an equal opportunity employer.
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hour shift jobs Title: material handler Company: On Board Companies in Denver, CO
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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.