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The Love’s Truck Care and Speedco Diesel Technician Apprentice program is a company paid training program designed to provide apprentices with classroom, on-the-job training (OJT) and computer-based training opportunities while working towards certification as a Love’s/Speedco diesel technician.
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Required - Minimum of 6 months' time spent as Broadband Specialist III or 5+ years' equivalent cable technician experience. Required- NCTI Service Technician. Required- NCTI System Technician.
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As a Broadband Specialist I (Field Technician), you will be primarily focused on new installations of our cable television and broadband services. Use customary CATV hand and power tools in performance of job duties.
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As a Tire & Battery Center Technician you will work to provide safe and efficient service in both the sales and service areas of the department and deliver to our members more of what they love, for less.
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Work with connectors, fasteners and wire and uses hand tools; splices coax & fiber. Primarily responsible for maintain the HFC plant from node to tap through routine maintenance and repair of CATV distribution system and HSD system and for turn-on of new distribution system.
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The Level II Technician will be performing calibrations, Nondestructive Tests, and evaluations for acceptance or rejection determinations according to written instructions and record results. The Level II Technician may be responsible for on-the-job training and guidance of Trainees.
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Otherwise, earns PTCB or ExCPT certification as condition of promotion to senior technician. Assists Pharmacy Manager and Staff Pharmacist in developing and maintaining good relationships with the local medical community, including physicians, nurses, and other health care providers, by medical provider detailing and outreach to health groups, retirement homes, nursing homes, and other forums for enhancing growth opportunities.
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As the Equipment Technician, you’ll use blueprints, schematics, small/power tools, and electronic test equipment to perform a variety of maintenance tasks and determine causes of operating problems in areas including but not limited to, plumbing, electrical systems/components, HVAC, carpentry, electrical fixtures/switches/power sources, and mechanical, hydraulic, and pneumatic equipment.
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QPS Employment Group has a great opportunity available for a Maintenance Technician at a company in Newton, IA. This is a direct hire position for 12-hour day or night shifts. Position Title: Maintenance Technician – 12 Hour Shifts.
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Automotive Technician Recruiter. The Service Technician will be required to work closely with others or independently, if needed. Have at least 3 years of experience working as a Technician in an automotive service department.
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Following established SOP's and adhering to state, federal and other accrediting body requirements, prepare and process samples, and collect information about the composition of substances to support the analytical testing needs of clients, for such purposes as quantitative analysis, and product development
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Mahaska Communications Group (MCG) is hiring a Telecom Installation Tech to provide customers with installation and training of all systems related to MCG products and services.
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Master Chevrolet Technician - Fantastic Opportunity. Master Automotive Technician - Certificates, Licenses, Registrations. Master Automotive Technician - Essential Duties. Master Automotive Technician - Physical Demands.
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This is a full-time role for a Facilities Technician based out of Newton, IA. The Facilities Technician will be responsible for daily maintenance and repair tasks, inspections and troubleshooting repairs or issues for properties owned or operated by P.I. in Newton and Des Moines, IA.
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The Lab Technician, working in an accredited commercial laboratory, is responsible for performing various laboratory functions such as preparing media and/or samples of a variety of sample types for analysis, performing routine laboratory maintenance efforts, and is responsible for basic set up and operation of laboratory instrumentation and equipment to support exceptional Customer Experience (CX.
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Title: technician lab Company: Gifted Healthcare in Newton, IA
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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.