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Safety & Security Supervisor - Marriott's Grande Vista. Where each associate at Marriott’s Grande Vista is offered great perks & incentives. Marriott Vacation Club is a collection of upper-upscale vacation ownership programs with a diverse portfolio of more than 60 resorts and more than 13,000 vacation villas and other accommodations throughout the U.S., Caribbean, Central America, Europe, Asia, and Australia.
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Examples of such authorities include: Schedule A individuals with disabilities, returning Peace Corps or AmeriCorp VISTA volunteer, Fulbright/Gilman/CLS alumni, etc. Status Candidates, Noncompetitive, Former Federal Employees with Reinstatement Eligibility, Land & base management, VEOA, Individuals with Disabilities, Military Spouses, Peace Corps, AmeriCorps, Vista, Eligible Family Member, Special authorities, ICTAP, and CTAP.
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Peace Corps & AmeriCorps Vista. If you fail to provide a copy of the performance appraisal/review/evaluation, or a statement advising why it is unavailable, you will be removed from further consideration.
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This position is located in the Division of Risk Management Supervision, Capital Markets and Accounting Policy Branch, Exam Support Section in Washington, DC of the Federal Deposit Insurance Corporation, and provides support in capital market risk management and regulatory capital requirements of financial institutions, including creating written policy recommendations and working in close coordination with the Deputy Director, Associate Directors, Corporate Experts, and Chief of the Section.
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Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations e.g., professional; philanthropic, religious; spiritual; community, student, social.
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NONCOMPETITIVE OR SPECIAL HIRING AUTHORITIES: (e.g.,Military Spouses, Individuals with disabilities, Peace Corps & AmeriCorps VISTA, Land Management, etc.) Status Candidates (this includes Merit Promotion or Federal employees with Career or Career Conditional tenure within the Competitive Service , Status Candidates, Former Overseas Employees, CTAP, ICTAP, VRA, VEOA, 30% or More Disabled, Schedule A, Military Spouses, Americorps, Peace Corps, Vista, Interchange Agreement Eligibles, Land Management, and National Guard.
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Supports the Human Resources Division in multiple program areas and serve as a liaison to the PHMSA Headquarter and regional offices. This position is located in Pipeline and Hazardous Materials Safety Administration (PHMSA) Office of Human Resources.
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As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment.
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Individuals with disabilities : If you are an individual with a documented disability, you must submit a letter from a doctor, a licensed medical professional, a licensed vocational rehabilitation specialist, or any federal, state, or local agency that issues or provides disability benefits.
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Experience refers to paid and unpaid experience, including volunteer work done through National Service program (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social.
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VISTA Technology Services, Inc. (VISTA) is currently seeking a Contracts Analyst to support our NAVSEA customer located in Washington, DC. This is a hybrid position. For this position, VISTA will consider only applicants with an active DoD security clearance.
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Individuals who are eligible for a special appointing authority may also apply such as Individuals with Disabilities (Schedule A), former Peace Corps, AmeriCorps, and Vista volunteers; certain Military Spouses, or individuals eligible under various programs for Veterans (VRA, VEOA, 30% disabled.
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Status Candidates (this includes current or former Federal employees with career or career-conditional tenure in the competitive service, Former Overseas Employees, CTAP, ICTAP, VRA (GS-11 only), VEOA, 30% or More Disabled Veterans, Schedule A, Military Spouses, Americorps, Peace Corps, Vista, Land Management, and Interchange Agreement Eligibles.
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HUD employees are subject to a number of government-wide and HUD specific ethics laws and regulations, including restrictions on working in a real estate related business, and having Section 8 tenants, along with other prohibited interests and activities.
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This Job Opportunity Announcement may be used to fill other Statistician Demography , 1530 , 14 , FPL GS-14 positions within the Census Bureau in the same geographical location with the same qualifications and specialized experience.
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vista job in Washington, DC
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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.
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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?
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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.
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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.
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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.