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Second shift hours are Monday through Friday from 2:30PM to 11:00PM. A $1.00 per hour shift differential is also being offered. This is a second shift position. TPS provides equipment to a broad range of customers in different industries, such as, defense, aerospace, electronics, biotech, medical, pharmaceutical, lab animal science, energy, transportation, communications, commercial heat treating, die casting, agriculture, and materials processing.
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May perform assembly operations under microscope or other magnifying device.
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Second Shift CNC Machinist. Kadant serves several process industries including lithium-ion battery production, food processing, metals processing, carbon fiber, nonwovens, textiles, and construction roofing materials.
$25.7 an hourFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Full Time Second Shift. Rotate to different positions during shift. + $1.50 Shift Differential. Michael Foods, Inc. located in Klingerstown, Pennyslvania known for their ice cream socials at Klingerstown Lutheran Parish, fishing rodeo, and fireman's parade.
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Molex a worldwide leader in manufacturing is seeking a full time manufacturing operator to support our second shift operations at our busbar manufacturing facility in Monee, IL. Candidates will be provided with on the job training in one or more of our production areas which offer a clean and climate controlled work space.
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6 million people in 2023 through the Republic Services Charitable Foundation and local community grants.
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Responsibilities: Full Time Second Shift $17.00 hr. + $1.50 Shift Differential POSITION SUMMARY: The purpose of the packer is to pack finished high quality frozen egg products in cases according to customer specifications.
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Weekend Shift differentials for hourly staff (5% for Weekend AM Shift, 11% for Weekend PM Shift, 15% for Weekend Overnight Shift) Nine Paid Holidays & Shift differentials for hourly staff (6% for PM Shift, 10% for Overnight Shift.
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Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum. Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S.as a refugee or granted asylum.
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Waco 6000 - VMC Operator (Weekend Shift) - BWX Technologies, Inc. - Barberton, OH. Candidates please note: This position is available on our weekend shift which consists of twelve (12) hours on Saturday and Sunday and eight (8) hours on Monday (the eight hour shift could be Friday instead of Monday); work thirty two (32) hours and get paid for forty (40) hours.
$35.99 an hourFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Baylor Scott & White Medical Center-Waxahachie CT Technologist Shift Schedule: Weekend (TDA) 630a-7p Baylor Scott & White has been certified as a “Great Place to Work”. BENEFITS Our competitive benefits package empowers you to live well and provides: Eligibility on day 1 for all benefits Dollar-for-dollar 401(k) match, up to 5% Debt-free tuition assistance, offering access to many no-cost and low-cost degrees, certificates and more Immediate access to time off benefits At Baylor Scott & White Health, your well-being is our top priority.
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Job Title: Coffee Roaster ( Second Shift ) Coffee Roaster : 2nd Shift. Occasionally participate in extensive weekend cleanings of roasting equipment. Hourly Rate : $26.75 + $1 shift differential.
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Our Company PharMerica Overview Join our PharMerica team!
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RN Case Manager Weekend Incentive Program (WIP ) - Day Shift. As part of our Weekend Incentive Program (WIP) you will commit to work 3 out of 4 weekends per a four-week schedule for 12-hour Day Shift on Saturdays and Sundays from 8a - 8:30p, plus one rotating Friday shift (4p-8p.
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Performs an array of Team Lead, Warehouse, Forklift Operator, Weekend, Operations, Leadership, Business Services. Performs an array of Team Lead, Warehouse, Forklift Operator, Weekend, Operations, Leadership, Business Services.
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weekend shift second jobs Title: assistant resident in Bentonville, Kansas
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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.