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1500-$2000 Referral Bonus. FBI - Personnel Security Specialist II - $10K Polygraph Bonus! Two (2) years of experience in the personnel security investigative or investigative analyst field. FBI - Personnel Security Specialist II.
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FBI - Personnel Security Specialist II Protection Strategies Inc. $10,000 CI Polygraph Bonus (in scope) $1500-$2000 Referral Bonus About Us: Do you want to make a difference? FBI - Personnel Security Specialist II Protection Strategies Inc. $10,000 CI Polygraph Bonus (in scope) $1500-$2000 Referral Bonus About Us: Do you want to make a difference.
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Independent Professional Sales (Referral Agents) Who bring heavy traffic for new business and generating new leads and closing the sale. Your professional landing page for customer referral (optional) and much more.
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Perks: Referral Bonus Program, Meal Discounts. About Silver Diner Development LLC: One of Washington Post's 'Most Diverse Places to Work' One of Full Service Restaurant Magazine's '20 Full Service Restaurants to Watch.
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We make our cuisine with the highest quality ingredients from our direct partnerships with over 15 local farms that focus on organic and sustainable farming. Were looking for contagiously friendly and CARING people who truly love hospitality to be a part of our family.
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Position Overview: We are seeking a highly organized and customer-focused individual to join our team as a Referral Intake Specialist with Receptionist Duties. Company Description: Human Touch Health is a home health company dedicated to providing skilled nursing, physical therapy, occupational therapy, and certified nursing services to clients in Montgomery County and Prince George County, Maryland.
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HelpLine Information and Resource Referral Specialists provide a vital service to the NAMI community by responding with empathy to inquiries by phone call, web chat, and text, and by providing valuable information about mental health conditions and treatment options, NAMI education and support programs, and other mental health resources.
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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).
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.