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Two (2) years of related professional work experience, including experience with project management, policy analysis, grant writing, technology analysis or in technology policy, telecommunications or broadband industry, broadband access, and adoption, and/or broadband mapping.
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Expert knowledge in setting up and operating JLCCTC, VV&A, analysis, troubleshooting, PTR writing and analysis, help desk support, problem solving capability, and an ability to brief JLCCTC status and issues to TPO-C and senior personnel.
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Be a practical boilermaker, technical engineer, operating engineer, or boiler inspector. Under the administrative direction of the State Fire Marshal, supervises a statewide program of boiler and pressure vessel installation and in-service inspections; performs full performance technical field inspections and investigations to ensure compliance with State safety laws, and regulations; performs related work as assigned.
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The Automotive Technician position requires your experience and technical expertise to diagnose drivability and electrical systems, while using your leadership and mentoring skills in driving a team toward increased customer care and satisfaction.
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Provide staff with the following skillset to ensure a) Excellent customer service skills b) Excellent English communication skills with a global client base c) Two to five years of proven, qualified related work experience in a comparable environment d) Preferred work experience in technical support role but not required e) Required Education: B.Sc in Computers, BCA in Computers, B.Tech/B.E. in any stream.
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Designing, Customer Communication •Working knowledge of MS Office and MS Visio •JIRA platform •Java basics •Writing SQL queries. Designing, Customer Communication •Working knowledge of MS Office and MS Visio •JIRA platform •Java basics •Writing SQL queries.
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The Communications and Outreach Coordinator for the RI Space Grant Consortium (RISGC), funded by NASA, is responsible for developing and creating engaging content for the consortium website, newsletter and social media outlets.
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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).