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Position Details Position Information Position Title Graphic Design Lecturer-Part-Time Faculty (Academic Year 2024-2025) UIW Mission University of the Incarnate Word is a Catholic institution that welcomes to its community persons of diverse backgrounds, in the belief that their respectful interaction advances the discovery of truth, mutual understanding, self-realization, and the common good.
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FSW's adjunct professors are responsible for providing professional quality work as a teaching faculty member. Adjunct Professor, School of Arts, Humanities, and Social Sciences. As an FSW adjunct, you have the opportunity to directly impact the college mission to inspire our students to 'Dedicate to Graduate.
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Adjunct faculty will be assigned up to 3 work units per academic quarter. Reporting Relationships:Adjunct Faculty will report to an Academic DeanResponsibilities:Adjunct faculty members are primarily responsible for communicating with students and supervising Deans or other University staff related to teaching and learning.
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Nursing Clinical Instructor - Adjunct must have an MSN, a Florida RN License and 3 years of professional experience. Nursing Clinical Instructor - Adjunct must have an MSN, a Florida RN License and 3 years of professional experience.
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Maintains professional skills through regular professional development, and other activities appropriate to higher education faculty. Adjunct instructors instruct students, participate in appropriate curricular and co-curricular assignments and functions, and perform the necessary administrative obligations.
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NSU cares about the health and welfare of its students, faculty, staff, and campus visitors and is a tobacco-free university. Maintain communication with course lead faculty and Director of Clinical Services.
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We are seeking a Board Certified OB/GYN Physician to work as a core faculty member of our Graduate Medical Education Residency Program. Position Expectations: The Core Faculty serve as a role model and clinical subject matter expert to residents in the OB/GYN GME Program.
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Duties and Responsibilities: The Core Faculty is expected to devote at least 40 hours per week to this effort. The College of Healthcare Information Management Executives (CHIME) announced that Lee Health has earned 2021 CHIME Digital Health Most Wired recognition as a certified level 8.
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FEATURED BLOG POSTS
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).