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Center Coordinator of Education - Job Description (25 hours per week) Ongoing Operations of Education. Open OR close facility - coordinate with Center Coordinator of Operations (CCO) (one admin opens and one admin closes.
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Bachelor’s Degree or higher in Recreation Administration, Sports Management, or related field and two years of related experience or any equivalent combination of education and experience. Education And/or Experience.
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Associate degree in Environmental Science or related field required; supplemented by three years of experience environmental compliance, permitting and investigation; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.
$91,971 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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We’re looking for a Student Engagement Coordinator to join our growing team! The Donovan’s Venom is a 501c3 nonprofit organization focused on curating universal accessibility to fine arts and music education for all.
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Regina Caeli seeks a local administrator for our homeschool hybrid program near Atlanta, in Norcross, GA. The Center Coordinator of Education is the local administrator who oversees the day-to-day quality of the classroom instruction, manages and provides ongoing coaching of the local staff, and provides Christian leadership for the local families.
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Collaborate with Professional Learning Facilitators, Academic Coach Coordinators, Curriculum and Instruction Coordinators, Special Education Coordinators, and EL Studies Coordinators. Maintain Comprehensive knowledge of current local, state, and federal policies, educational issues, and guidelines related to field/content and program areas (Exceptional Education and ESOL) and knowledge of state, international, and Advanced Placement, WIDA standards and resources as well as DCSD curriculum and instructional materials.
Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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MSN in Nursing Education preferred. Acts as an educational consultant to nursing staff. Environmental exposures include, but are not limited to: Blood-borne pathogen exposure; Bio-hazardous waste Chemicals/gases/fumes/vapors; Communicable diseases; Electrical shock; Floor Surfaces; Hot/Cold Temperatures; Indoor/Outdoor conditions; Latex; Lighting; Patient care/handling injuries; Radiation; Shift work; Travel may be required; Use of personal protective equipment, including respirators; environmental conditions may vary depending on assigned work area and work tasks.
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The Talent Acquisition Coordinator helps attract and refer candidates for open positions through various methods, including recruiting websites and social media. Many members of our leadership team serve as chair on NFPA code compliance committees, serve on regional safety boards, and support technical education in local schools.
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Provides comprehensive prenatal and breastfeeding education. Assists Nursing Supervisor/coordinator in the development of departmental standing orders. Provides health and wellness education to individuals and groups.
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Contact lakita.bush@va.gov, the EDRP Coordinator for questions/assistance. Graduate Nurse Technician (GNT) Exception: Candidates who otherwise meet the basic education requirements, but do not possess the required licensure, may be appointed at the entry step of the grade and level applicable to the completed nursing education as a GNT on a 120-day temporary appointment while actively pursuing licensure (may be extended up to two years on a case-by-case-basis.
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The PCP leads their care team consisting of care promoter (medical assistant), care facilitator, and care coordinator for patients able to come to the office. The PCP is responsible for assessment, diagnosis, treatment, management, education, health promotion and care coordination and documentation for patients with acute and complex chronic health needs.
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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).
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.