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This position will be performed on Oahu. Conducts weekly sales meetings for the purpose of disseminating supplier information, product, and sales training to obtain feedback on effectiveness, efficiency, and relevance of the sales and promotional activities.
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The individual assigned to this position is the on-site lead for all contract personnel at JBPH-H and abroad. Shall coordinate and communicate with other offices and activities (e.g., USINDOPACOM, HQ PACAF, other service components, NAF agencies, Wings, etc.
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The Sales Associate / Sales Support plays an important role both on and off the sales floor as they assist with being the direct link between the product and the customer, and also assists with inventory management and e-commerce tasks behind the scenes.
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For over 100 years, Snap-on Tools has made work easier for serious professionals performing critical tasks. After completing comprehensive training, Route Sales Representatives work on their own, operating and maintaining a Mobile Company Store with the full support of the Snap-on management team.
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We have an opportunity for an on-call Recrational Therapist to join our Recreation Therapy and Rehabilitation team. As an equal employment opportunity employer, Shriners is committed to providing challenging and rewarding careers in an environment based on our corporate values excellence, innovation, commitment, integrity, teamwork, stewardship and respect.
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Enjoy personalized services with the spirit of Aloha, modern amenities, cultural activities, swimming pool overlooking the Pacific Ocean, locally sourced dining specialties and on-site boutiques.
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The On-Site Manager is the on-site lead for all contract personnel at JBPH-H and abroad. Position Title: On-Site Manager. The On-Site Manager is the on-site lead for all contract personnel at JBPH-H and abroad.
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Description Position Title: On-Site Manager Company: ACT1 Federal Location: Joint Base Pearl Harbor-Hickam (JBPH-H) About ACT1: Delivering mission-critical solutions and industry-leading talent to advance the missions of the partners, organizations, and communities we serve.
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Snap-on continually strives to be an employer of choice and offers a Great Place to Work. Snap-on is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices and laws.
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Frequent speaking and listening (50%) to clients, staff and other professionals in meetings and on the phone. Must pass health screenings, obtain vaccinations and clear TB testing based on company policies.
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Coordinate activities of dormitories including recreation and entertainment on and off center, dorm competitions, dorm courts, and after hours tutoring and learning activities. We are seeking candidates for On-Call Residential Advisor positions.
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Registered Behavior Technician (RBT) - Sign on Bonus. Registered Behavior Technician (RBT) - Sign on Bonus. Type: Part Time. Location: Honolulu, HI.
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HPD will administer exams on a regular basis; once invited to self-schedule, please monitor the registration site for exam dates. Parking: Some job locations offer parking on-site; others may have access to parking at low monthly rates.
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We are looking for an On-Call Lighting Technician to bring support to our Lighting team. On-Call Lighting Technician - Hawai'i - Resident Shows Division. Please note: This position is required to be on-site in Hawai'i.
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Included among these duties are carpet shampoo cleaners, window washers, floor polishers, furniture movers, guest request and restocking linen on floor stations. We do not discriminate on the basis of race, color, gender, gender identity, sexual orientation, marital status, pregnancy, national origin, ancestry, age, religion, disability, veteran status, genetic information, citizenship status or any other group protected by law.
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on job Title: assistant Company: Adecco in Honolulu, HI
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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.