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Customer Service: Exhibit strong interpersonal skills and maintain a high level of customer service, ensuring a positive user experience. IT Help Desk Support Specialist Key Responsibilities Triage and Manage Incidents: Efficiently triage and prioritize incidents and service requests using ServiceNow. User Interaction: Provide daily assistance to walk-in users and remote users, helping them assess and resolve their IT issues.
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We build our own booths and code our own software – creating a unique photo booth experience that not only encourages user interaction and inspires brand engagement, but is an experience you won’t find elsewhere.
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Manage all test user groups – i.e. sandbox; updates; test groups; push out new software. Experience in maintaining and administering DOT Driver Qualification files is a plus. 1-3 or more years of experience in dash cam monitoring, safety software applications, compliance, and safety within the utility, or transportation industries is preferred.
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Experience using simulation tools such as Keysight PathWave Designs Suite (ADS, SystemVue, GoldenGate, Momentum), Spectre, HFSS. Must be a proficient user of Cadence (Virtuoso)/Agilent ADS / Mentor tools / HFSS.
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Skills Required: Requires experience in the following: Agile SDLC; Application Architecture Disciplines; Jenkins; NodeJS; Spring; Java; Python; React; Shell Scripting; SQL; REST; Maven; Apache Ant; JSON; Apache Zookeeper; AWS Cloud Services; Oracle; Apache Spark; Splunk; GIT; Junit; Unit Testing; and User Acceptance Testing.
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The Georgia Dept. of Transportation (GDOT) is seeking an Esri ArcGIS end user support specialist to analyze, troubleshoot, and resolve technical support requests. 1/ArcPro 3.1, Esri Roads and Highways), Enterprise applications (e.g. GDOT custom, Esri Web/Experience Builder, and Esri Enterprise Portal applications), cloud products (e.g. ArcGIS Online and SiteScan), and mobile products (Field Maps.
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Skilled in Prompt Engineering and AI chatbot/user facing applications with features such as search, translation, and summarization. Experience applying data science techniques, including time series, supervised learning (e.g., regression analysis, classification analysis, univariate models, multi-variate models), and/or unsupervised learning (e.g., clustering, association, dimensionality reduction), to Finance use cases such as forecasting and predictive analytics.
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The licensed Nurse and MFT shall have 2 years beyond degree of direct experience in child maltreatment, child abuse prevention, dysfunctional couples, families experiencing stress, violent hostile individual clients, parenting programs or related areas.
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Experience with Veeva Vault eTMF processes and systems is a must, including proficiency in writing test scripts and understanding of system configuration management concepts. Oversight of eTMF vendor(s) and related TMF setup and maintenance processes, eTMF user support and training.
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Experience with Databricks UI, Managing Databricks Notebooks, Delta Lake with Python, Delta Lake with Spark SQL, Delta Live Tables, Unity Catalog. 3+ years of experience with database solutions like Kudu/Impala, or Delta Lake or Snowflake or BigQuery.
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Our associates are valued experts in brand standards, guest experience, food safety, public health, workplace safety, and product quality. Complete a budgeted number of visits each week, delivering an exceptional client experience.
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As a Global Employee Engagement Platform serving tens of thousands of companies and millions of employees worldwide, our Employer Solutions use innovative technology and mobile-first user experience to deliver a Total Wellbeing Solution that people and companies - such as Aviva, Burberry, Walgreens, Expedia, Intel and Nestlé Canada - love to use.
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The Senior UI/UX Designer will be responsible for leading the design process from concept to execution, ensuring a seamless and visually appealing user experience. If you are a seasoned UI/UX designer with a passion for creating exceptional user experiences, we invite you to apply.
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Related experience may include: Shop Mechanic, Mechanic, Technician, Service Foreman, Service. 5 +years of Technician experience with similar diesel equipment and/or heavy equipment or specialty lines equipment (large-scale generators, pumps, HVAC or Oil & Gas equipment) strongly preferred.
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Working expertise with Platform Management, Service Cloud & Service Business Process (Email to Case, Web to Case, Knowledge, Case Routing, Queues, Public Groups, and User Group Assignments)Experience in Salesforce Einstein Analytics & CRM Analytics with Analytic Studio, Data Manager, App, Datasets/Datasets, XMD, Recipes, Dashboards, Lens, Templates, Charts, Job Monitor, Schedules, Transformations etc.
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user experience jobs Title: experience researcher Company: Truck Stop in Atlanta, GA
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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 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.