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Employment for the selected candidate(s) is contingent upon the successful completion of a GBI background investigation including criminal, credit and driver's history checks, polygraph examination, fingerprinting and drug screening.
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Every MARTA employee is responsible for reading and observing the requirements of the Drug & Alcohol policy. Failure to adhere to MARTA's Drug & Alcohol Program will result in termination.
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LanceSoft specializes in providing Registered Nurses, Nurse Practitioners, LPNs/LVNs, Social Workers, Medical Assistants, and Certified Nursing Assistants to work in Acute Care Centers, Skilled Nursing Facilities, Long-Term Care centers, Rehab Facilities, Behavioral Health Centers, Drug & Alcohol Facilities, Home Health & Community Health, Urgent Care Clinics, and many other provider-based facilities.
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Coach USA Is an Equal Opportunity Employer and a Drug Free Work Place. Coach USA / Megabus. Facilities and Bus Cleaner. Coach USA Is an Equal Opportunity Employer and a Drug Free Work Place. Coach USA: Committed to Delivering Safe, Affordable, Greener Travel.
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Monthly Check stock drugs for expiration Check Emergency carts for drug expiration Conduct visual inspection of center and complete infection control/OSHA check list Ensure that autoclave is drained and clean.
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Manage occupational medical examinations to include client required drug and alcohol testing and international travel with input from the operations manager and the Corporate VPEHS VP. (50% Travel ) Employee must be able to successfully complete a criminal background check, MVR check, pass a drug & alcohol screen, and travel freely on a passport or other official document.
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It is not an exhaustive list: Extensive knowledge of and training in survey procedures and use of survey equipment, safety equipment, and other miscellaneous tools and equipment Experience with Robotic Total Stations and RTK/GPS equipment, specifically Trimble and Leica units, with TDS, Leica, and Carleson Data Collectors and software Basic working knowledge of AutoCAD, and other surveying and office software Ability to pass drug screening and security/background checks, as may be required.
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The GBI follows the Federal statute regarding illegal drug use and is a drug-free workplace. Although some states have legalized recreational drug use, applicants who currently use illegal drugs or controlled substances will.
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Pre-employment background screening (criminal and MVR ) a nd drug testing (including for marijuana) are required for all positions. Ability to establish and maintain effective working relationships with co-workers, sales engineers, and customers.
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Employee Stock Ownership Program (ESOP) Health plan, dental plan, group life insurance Prescription drug plan 401k Retirement plan Health Saving Account (HSA) or Flexible Spending Account (FSA) Health Reimbursement Account (HRA) TELADOC Employee Assistance Program Free Wellness Program Paid vacation/Paid time off CONTACT US If you are interested in this Pipelayer position in Decatur, GA then please APPLY NOW.
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Prime Benefits: First Day Medical, Dental, Vision and Rx benefits Housing and Meal stipends 401(k) Savings plan after 90 days Travel/Licensure Reimbursement Referral Bonus Plan Weekly Direct Deposit Qualifications: Current BLS (AHA Preferred) Active State License Supervisory Professional References Must complete Drug Screen and Background Screen Submit your resume and experience the Prime difference or call for more details.
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Description A postdoctoral position is available at the Badve/Gokmen-Polar lab in the Department of Pathology and Laboratory Medicine at the Winship Institute Emory University, Atlanta, GA to study the molecular mechanisms of drug resistance in breast cancer.
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The Respiratory Sales Specialist implements all Respiratory/Ventilation sales activities and is responsible for achieving revenue objectives. The Respiratory Sales Specialist provides clinical and educational tools and programs to ensure successful understanding and application of the respiratory product line.
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While FFE promotes a drug free workplace, we no longer include marijuana in our comprehensive pre-employment drug screening program for any positions not regulated by the Department of Transportation.
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Arconic is currently in search of an Architectural Sales Representative (Boston Territory) to join our Kawneer Business. The Architectural Sales Rep is responsible for the successful promotion and project sale of Kawneer branded products through the cultivation of key relationships to grow the prospective customer base, partnering with appropriate internal team members for bidding proposals, and following up to secure profitable sales.
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drug job Title: sales associate Company: Autonation in Stone Mountain, GA
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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.
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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.