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Perform and direct field work to collect data necessary to complete project requirements, this includes, but is not limited to, core logging, sample collection (soil, water, groundwater, and air), hydraulic testing, measurements, and keeping detailed records of activities.
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Qualifications: At a minimum an Associate Degree in a Early Childhood Education or approved related field with at least 21 hours in Early Childhood (DCFS Director Qualified); Prefer candidate to have experience in a Head Start or early childhood setting and previous supervisory experience.
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Bachelor's degree in IT, computer science or related field with 3 year's experience working with large network systems preferably in healthcare or substantial IT experience in exchange for degree requirement.
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My Medical Career is the #1 portal for individuals seeking a career in the Medical Billing & Coding field. The medical field plays a vital role in the nation's health and wellness, providing a number of opportunities for success.
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Respond to corrective maintenance cases on commercial solar PV, commercial energy storage systems, vehicle charging stations and updating online case logs accurately
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SFS, Inc. is a leading supplier of field services to Fortune 1000 manufacturers and retailers in the U.S. We contract over 3 million retail merchandising, auditing, installation and assembly projects in almost every zip code in the country, including Puerto Rico and the Virgin Islands.
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DailyPay work today, get paid tomorrow Free Enrollment Required. Come join SFS as a Retail Merchandiser independent contractor and enjoy all the benefits of creating your own schedule. Report client work completions on the same day as service.
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Flexible scheduling Weekly pay starts at $17.00 per hour Mileage reimbursement of $0.42 per mile Direct deposit and cash card is offered No experience required Amazing benefits – health care, paid vacation, and more Meaningful work with clients who need your help Industry leader with 40+ years of history in a high-demand field Become a Help at Home Hero TODAY.
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Flexible Schedules Weekly Pay with Direct Deposit Nurse Referral Bonus Program Field Staff Incentive Program Paid Vacation 24/7 RN Support Health Benefits including Medical, Dental, Vision, 401k, and more.
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Bachelor of Science Degree in radiation protection, safety, health or industrial hygiene, environmental engineering, or technical school in a related field or equivalent. Bachelor of Science Degree in radiation protection, safety, health or industrial hygiene, environmental engineering, or technical school in a related field or equivalent.
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FEATURED BLOG POSTS
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.