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Position Overview The Program Director is responsible for the day-to-day operations and management of the program, ensuring adherence to all applicable federal, state, and local regulations.
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Safety inspections and logged verification which include:Emergency lighting (change bulbs & batteries)Smoke detectorsFire extinguishersConduct & document monthly fire drillsConduct & document semiannual evacuation drillsKnowledgeable of safety regulations regarding public facilities.
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It s part of the American fabric. the top 50 percent of our drivers. And the team behind the scenes connecting the dots. With Crete Carrier and Shaffer Trucking, West Virginia drivers can choose more home time on a dedicated fleet or venture further on a regional or national fleet.
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AT CRETE AND SHAFFER, INDUSTRY LEADING PAY IS JUST THE BEGINNING Learn more about all of the ways Crete and Shaffer go the extra mile to provide financial stability, flexible home time, and more to our drivers.
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The purpose of the Logistics and Storage intern/co-op program is to identify and develop future technical and leadership talent for the benefit of MPC, the engineering intern/co-op, and the engineering profession.
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Based on this assessment, and in conjunction with the patient, patient’s nephrologist & PCP, and other members of the care team, create and implement a care plan that will address identified needs, remove barriers to care, and improve the health of the patient.
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The Deputy Executive Director will assist the Executive Director in overseeing the overall operations of the sewer district, ensuring compliance with regulatory requirements, and implementing strategic initiatives.
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Bachelor of Science degree in Electrical Engineering. 15+ years of electrical systems design including experience with power distribution, substation and distribution hardware specification, power system modeling, control systems and hardware interfacing.
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Addiction Recovery Care has an immediate full-time opening for an Enterprise Finance Director. At Addiction Recovery Care we incorporate the best practices of clinical drug addiction treatment.
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EVALUATION: Performance of this job will be evaluated annually by the Athletic Director and Principal. Communicate pertinent program information or needs to the Director of Districtwide Programs.
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This is a full-time on-site role as a Deputy Executive Director at Sanitation District #4 located in Ashland, KY. As a Deputy Executive Director, you will be responsible for the day-to-day operations of the organization.
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Whether you are healthy, or have a specific illness, we'll connect you with the right trial.
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63 cpmExperience: One-year verifiable tractor trailer experience with a class A CDL. Profit Sharing - Contributed $13 million in 2023 CHOOSE YOUR FLEET. We pay Practical vs Short Route miles (which pays 3-5% more miles annually.
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Collaborates in the development of planning for the client regarding treatment issues, including visitation, health, education, and permanency goals - Works with the state clinical director or designated person regarding court record requests and subpoenas.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.