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A High School Senior (age 17 or older)*, High school diploma, a GED, or 15 college semester hours. High School Students may start their application as early as the end of their junior year.
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MILLWRIGHT HELPER QUALIFICATIONS:May require a high school diploma or its equivalent with previous years of experience in the field or in a related area. MILLWRIGHT HELPER QUALIFICATIONS:May require a high school diploma or its equivalent with previous years of experience in the field or in a related area.
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High school graduate or equivalent, is required. JOB SUMMARY:Under the direction and supervision of the Manager of Cultural Arts, we are seeking an organized, dedicated, and enthusiastic Stage Manager to join our team.
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A high school diploma or equivalency certificate plus 3120 clock hours of experience in a recreational program, kindergarten, or licensed day care Center serving school-age children or a license exempt school-age child care program operated by a public or private school.
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Other duties as assignedParticipate in ongoing continuous U-Haul education through U-Haul UniversityRequirements:Valid driver’s license and the ability to maintain a good driving recordBasic wiring and hand/power tool experienceHigh School Diploma or equivalentWork Environment:The work involves moderate risks or discomforts which require special safety precautions, e.g., working around moving parts, machines, fumes, or irritating chemicals.
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Minimum Requirements Bachelor’s degree in Maritime Studies, or a High National Diploma (HND) in Nautical Science/Marine Engineering along with a Master Mariner (Class I)/Chief Engineer Certificate of Competency from a recognized and approved program.
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A high school diploma or equivalent is required to become an Enlisted Sailor in the cryptology field in the Navy. Those seeking a Cryptologic Technician position must be U.S. citizens who can meet eligibility requirements for a Top Secret/Sensitive Compartmented Information security clearance.
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Behavior Technician Requirements:Education: High school diploma or bachelor's degree (Preferred), or RBT.Experience: Childcare, healthcare, or mental health. Behavior Technician Job Responsibilities:Under the supervision of the Board Certified Behavior Analyst (BCBA), the Behavior Technician will implement a behavior support plan and provide one-on-one ABA therapy.
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High school diploma or equivalent; professional certification in flooring installation is a plus. Qualifications:Proven experience as a Sand and Refinish Installer or similar role, with a portfolio of completed projects, preferably in City of Chicago buildings, high rises, homes, and businesses.
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Description: The Intervention Teacher will need to:Know best practice teaching strategies for students to learn reading and mathBe able to analyze data to make decisionsBe able to work with all teachers, children, paraprofessionals, and parents to support children Responsibilities: The Intervention Teacher will:Participate in professional development sponsored by the Illinois Department of Education, Lindop School District and other agencies as assigned.
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CNC FINISHER/DEBURR QUALIFICATIONS:High School Diploma or GED.1 year of manufacturing experience. 1 year of experience in finishing/deburring experience preferredStrong work ethic and high attention to detail.
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A Community School extends the walls of a traditional school into the community by coordinating classes, resources, events and opportunities for academic acceleration and intervention, social emotional development, arts and cultural enrichment, sports and outdoor programming, summer youth opportunities, middle school to high school transition, post-secondary success and career exploration, health and wellness and adult education with family leadership opportunities.
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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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Qualifications:Degree preferred: High School Diploma or GED, Schooling/Apprenticeship a plus Fluent in English, oral & written; any other language a plus 3-5 years experience in comparable roles a plus Company DescriptionFinkl Steel is one of the worlds leading manufacturers of forging die steels, plastic injection mold steels, die casting tool steels, forged alloy bar, and custom open die forgings.
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Additional Requirements and Education:High School Diploma or equivalentJourneyman machinist or equivalent with 5-10 years of experience / or comparable experience within the aftermarket pump or rotating equipment industry preferred.
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high school diploma jobs Title: teacher Company: Primrose School in Northlake, IL
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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.