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Located within the Office of Student Support and Engagement (OSSE), the Student Outreach and Re-engagement (SOAR) Center is a cross-agency collaborative focused on the re-engagement and re-enrollment of chronically truant and out-of-school youth.
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High school diploma. The AV Coordinator supports all faculty, staff and student needs regarding classrooms and classroom technologies at the law school, including daily classroom reviews.
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Develop programs to address parent and/or guardian participation in the school and student engagement in the educational process. Collaborate with school staff and other school system personnel in implementing strategies to promote student learning.
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Description :Founded in 1979, The Chicago School of Professional Psychology is an independent professional graduate school with a dynamic student body and a professionally accomplished faculty.
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High School Diploma or equivalent Valid Driver’s License and reliable vehicle Basic math skills Must be comfortable with heights, ladders, and aerial lifts What You’ll Do As A Residential Skylight Installer: Install Velux and custom skylights on Residential properties.
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Loyola University Chicago School of Law Library is a student and faculty oriented research center committed to broad access to legal information. Reporting to the Director of the Law Library, the Reference Librarian will have the following responsibilities: Essential Functions: Provide high-quality reference services, research support, and instructional services to the Loyola University Chicago Law School community and to other Law Library users.
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This requires partnering with law school and campus student services partners, coordinating orientation, and tracking of requirements. Duties and Responsibilities Job Summary:Loyola University of Chicago is seeking a Program Coordinator to provide broad based programmatic and administrative management for its nationally prominent Institute for Consumer Antitrust Studies, as well as administrative support to a cohort of Law School faculty and programs.
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Founded in 1979, The Chicago School of Professional Psychology is an independent professional graduate school with a dynamic student body and a professionally accomplished faculty.
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In March of 1978, the Archdiocese of Chicago announced that Providence St. Mel would close as a Catholic School. Ultimately, the Head of School is responsible for the organizational development of Providence St. Mel. As such, this position requires a demonstrated understanding of educational philosophy and the skill to balance a well-established college prep program with emerging opportunities to build workforce readiness.
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ALL CAMPUS PROGRAMS- Assist with the planning and implementation of all campus programs such as Holiday Art Sale, Halloween Ball, All School BBQ, BIPOC student and community events. STUDENT GOVERNMENT SUPPORT - Serve as co-advisor to Student Government along with the Associate Dean. Assist with the support and development of Student Government, the student organization involved in the governance of the school.
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About the School of Nursing DePaul's School of Nursing offers BSN, Master’s Entry into Nursing Practice, RN to MSN-specialty, Post-Master Certificate and DNP programs. Serving as lead faculty for main courses and mentor adjunct faculty Maintain active research or other scholarly activity for which qualified Maintain educational and clinical expertise in areas of teaching Advising prelicensure students Serving on college of science and health and providing leadership for school of nursing committees.
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QUALIFICATIONS FOR AN UNARMED SECURITY OFFICER / SECURITY GUARD At least 18 years old High school diploma or equivalent Legal right to work in the United States Ability to pass an in-depth criminal background check and drug screening Reliable transportation Ability to effectively speak, read, and write in English Are you mature, responsible, and dependable.
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Plan and execute school wide programming to address or prevent systemic issues affecting the student body and school community or to contribute to a positive school climate.
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Must have attended an AMA approved School of Radiologic Technology and be ARRT registered. Posted job title: Interventional Radiologic Technologist II IR - Part Time Day Shift. Advocate Aurora Health is seeking a Interventional Radiology Technologist Level II for a job in Chicago, Illinois.
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Juris Doctor (J.D.) degree from an accredited law school. The Mid-Level To Senior Financial Services Litigation Associate Attorney will be responsible for handling a wide range of complex financial services litigation matters.
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school diploma jobs Title: student Company: Sap in Chicago, IL
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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.
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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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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.