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Our high retention rate is proof that team members really enjoy working at Chick-fil-A. We want to have a positive influence on all who come in contact with our restaurant INCLUDING OUR EMPLOYEES.
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We are now looking for a Senior ASIC Design Engineer. If you are creative, autonomous and love a challenge, we want to hear from you. We have crafted a team of outstanding people stretching around the globe, whose mission is to push the frontiers of what is possible today and define the platform for the future of computing.
$304,750 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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We are seeking a highly skilled and compassionate Clinical Nurse Specialist to join our team and provide specialized support in oncology infusions, Radiation Oncology and Duke Regional oncology.
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We are seeking an experienced MRI Tech with specialized cardiac experience for a travel assignment in Durham, NC. The role involves performing MRI procedures for both pediatric and adult cardiac patients, including in-patient and out-patient procedures.
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Ongoing training and education are not only a focus at Supercuts, but we pay our stylists to attend. with 2,200 salons nationwide We offer outstanding development and training, with special emphasis on technical skills, have an established career path for those who want to grow their careers, offer a competitive wage and outstanding benefits, and are dedicated to every one of our stylists and their success.
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We are seeking a seasoned Senior Manager, Workday HCM Architect to lead the design, implementation, and optimization of our Workday Human Capital Management (HCM) solutions. ·Ensure the Workday HCM system is effectively integrated with other enterprise systems.
$110,000 - $155,000Full-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Has experience with ISE, FirePower, SteathWatch, ASA, Firewall and IPS Why Cisco #WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.
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The ORC (offsite re-processing center) Facilities Supervisor is a working supervisor role that will lead our Facilities team and assure all assets and daily operations in the facility are OSHA compliant, well maintained, and running efficiently at design-rated capacity.
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Understand corporate entity structures and offshore accounts Conduct and coordinate ad-hoc research requests Presenting findings to all levels of management Company Overview At Fidelity, we are passionate about making our financial expertise broadly accessible and effective in helping people live the lives they want.
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About Duke University Hospital  Duke Nursing Highlights:  Duke University Health System is designated as a Magnet organization Nurses from each hospital are consistently recognized each year as North Carolina's Great 100 Nurses.
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We are in search of a highly motivated team member to join our family of scientists and engineers to support our work on projects involving Clean Water Act program implementation, nutrient pollution, water quality standards, environmental policy, watershed planning, point source discharge permitting and controls, and nonpoint source pollution assessment and control.
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We are seeking an Ophthalmic Photographer to perform a variety of highly skilled duties associated with the operation of specialized equipment to assist physicians in the examination and diagnosis of eye diseases.
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In addition, the Container Delivery Driver - Non-CDL is responsible for ensuring his/her vehicle is in compliance with the Company’s safety standards prior to operating the vehicle, ensures that all Company, state and federal regulations are adhered to at all times while operating the vehicle, and completes vehicle condition reports (“VCRs”) on a daily basis to ensure that any vehicle defects are repaired in a timely manner.
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At Premier Medical Staffing Services, we are guided by our core values: Personal Attention, Relationships, Empathy, Giving More, Integrity, Excellence and Respect. We are proud to offer competitive benefits to our employees, and we are dedicated to finding what`s right for each clinician we work with.
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We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity. We are committed to equal employment opportunity and the use of affirmative action programs to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law.
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is we are jobs in Durham, Bar-harbor, Maine
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).
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.