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DescriptionAdjunct Faculty Pool, Art and Art History Columbia College Chicago actively promotes diversity, equity, and inclusion as vitally important to its present and future success. In addition to its regular, full-time faculty, Columbia College Chicago hires scholars, creative professionals and other industry-experienced Adjunct Faculty to teach courses on a part-time basis.
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The LGTBQ Studies Program, within the College of Liberal Arts and Social Sciences at DePaul University, invites expressions of interest for adjunct faculty teaching opportunities. DePaul University invites expressions of interest for a pool of qualified Part Time Faculty to teach courses in a variety of disciplines across all 10 colleges and schools.
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CSH Adjunct Faculty - Physics and Astrophysics Full-time Faculty Positions Full-time faculty positions will be posted on a per-opening basis. Part-time Faculty Positions DePaul University invites expressions of interest for a pool of qualified Part Time Faculty to teach courses in a variety of disciplines across all 10 colleges and schools.
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Work with chairs on interviewing and hiring adjunct faculty. Coordinate with human resources regarding payments for adjunct and clinical faculty. Dominican University believes that justice, equity, and inclusion are critical to our growth and development and seek to recruit, develop, and retain from a diverse pool of applicants who bring varied experiences, perspectives, and backgrounds.
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The University of Chicago Booth School of Business is seeking qualified applicants for part-time adjunct faculty positions to teach in our Masters programs. We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages diverse perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.
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Faculty members are expected to teach, develop syllabi and teaching materials related to courses taught, and hold regular office hours. Faculty are hired, evaluated, and retained on the basis of conditions covered in the Union Contract.
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All University departments and institutes are charged with building a faculty from a diversity of backgrounds and with diverse viewpoints; with cultivating an inclusive community that values freedom of expression; and with welcoming and supporting all their members.
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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.