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The Associate Research Scientist will develop an independent, externally funded research program focused on development and application of advanced biomedical imaging processing methods; support investigators in their biomedical imaging studies; manage and pursue research using a de-identified imaging database; and pursue original research and support collaborators using data from the Champaign Urbana Population Study.
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Preferred: ASCP or AMT Certification as a Medical Technologist (MT) OR Medical Laboratory Scientist (MLS) or Medical Laboratory Technician (MLT) Preferred: ASCP or AMT Certification as a Medical Technologist (MT) OR Medical Laboratory Scientist (MLS) or Medical Laboratory Technician (MLT.
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We have a bench scale lab and pilot facility in Champaign, IL and are looking for a highly motivated Scientist to develop, manage and run fermentation and respective downstream projects. Proficiency in microbial bioreactor cultivation and knowledge (bacteria, yeast or fungus, using batch or fed-batch fermentation, centrifugation and cell lysis.
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Certification of Medical Lab Scientist or Medical Lab Technologist by ASCP or AMT within 1 year of hire. Certification as Medical Lab Scientist or Medical Lab Tech. by American Society of Clinical Pathologists (ASCP) or American Medical Technologists(AMT.
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As an Associate Scientist, you will work directly with the lead scientist to produce and analyze different natural products using microbiology and analytical chemistry techniques. As an Associate Scientist, you will work directly with the lead scientist to produce and analyze different natural products using microbiology and analytical chemistry techniques.
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Minimum 1 year of Clinical Laboratory Scientist experience required. Deliver specialized in Clinical Laboratory Scientist. Minimum 1 year of Clinical Laboratory Scientist experience required.
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Assistant Research Scientist, Quantitative Ecology. Ph. D. in Biology, Aquatic Ecology, Fisheries, Statistics, Ecological Statistics, or related field. Master’s degree in Biology, Aquatic Ecology, Fisheries, Statistics or ecological statistics or related field.
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The U.S. Army Corps of Engineers (USACE) Engineer Research and Development Center (ERDC) Construction Engineering Research Laboratory (CERL) develops and infuses innovative technologies to support the soldier and the environment.
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Under general supervision, the Clinical Laboratory Scientist is responsible for assisting the department manager in the effective operation of the laboratory through the coordination of all activities in their respective responsibilities.
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Subject to satisfactory adjudication of background investigation and/or fingerprint check.
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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.