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Guidehouse is an Equal Employment Opportunity / Affirmative Action employer. Familiarity with operating systems (e.g. Windows or UNIX), vulnerability management tools (e.g. Nessus), configuration management tools, and other tools that support a successful cyber security program for an organization, a plus.
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GDIT is an Equal Opportunity/Affirmative Action employer. Our work depends on a Mid-Level Java Developer joining our team to support a GDIT program that we are the prime on and is located at Annapolis Junction, MD. As a Mid-Level Java Developer, you will develop highly efficient Microservices on a Linux operating system utilizing Java and Kotlin, for use in Docker/Kubernetes high-volume data-processing applications, while practicing modern Agile methodologies.
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Required Experience: Python, Django or Flask, Database experience using MongoDB or MariaDB, ReST endpoint development, Micro service model Desired Experience: Swagger, AWS, C2S or other cloud experience, Docker, Visual Studio Code or similar IDEs, JSON and/or XML serialization, Jira, Confluence, Git version control, Experience working in Agile environment Quevera is an equal opportunity/affirmative action employer.
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In June 1998, Howard County General Hospital joined Johns Hopkins Medicine. Diversity and Inclusion are Johns Hopkins Medicine Core Values. Position Details: 36 hours/week; benefitted 12-hour shift 7p- 7:30a Johns Hopkins Howard County Medical Center is a private, not-for-profit, community health care provider, governed by a community-based board of trustees.
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What's in it for you Bonus if you bring 3+ years of commercial driving experience Previous experience in the Wine and Spirits industry Forklift certification Republic National Distributing Company and National Distributing Company are Equal Opportunity/Affirmative Action employers.
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Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. Support employee training, development, performance management, and corrective action.
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Knowledge of Maryland drainage manual, stormwater management design guidelines, climate change action plan, and erosion and sediment control methods and practices. Typical duties will include field assessments, hydrologic and hydraulic modeling with considerations for climate change, stormwater BMP and conveyance design utilizing green and gray infrastructure, site layout, grading, erosion and sediment control design, preparation of reports, plans, and specifications, coordination with reviewers, public outreach support permit applications and submittal packages.
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We do this byteachingdocumentary filmmaking to help young people thrive as learners, artists and social justice leaders;buildingthe capacity of teachers and public schools to create youth-centered, culturally responsive classrooms;mobilizingyouth-produced media to inspire action; anddisruptingsystems that harm BIPOC youth, their communities, and the world.
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REQUIRED QUALIFICATIONS A minimum of 7 years of HR Management experience BA degree in HR management or a related field Must have 5 years of union workforce experience including contract negotiations Preferred Qualifications PREFERRED QUALIFICATIONS MA/MS in HR Higher education experience BCCC is an Equal Opportunity/Affirmative Action employer.
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These philanthropic and advocacy efforts are accelerating the transition from coal to clean energy, improving air quality and public health, advancing city and local climate action, protecting and preserving ocean ecosystems, and helping unlock billions of dollars in sustainable finance.
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Quick Link for Internal Postings EEO Statement Howard Community College (HCC) is an Equal Employment Opportunity & Affirmative Action employer & values diversity within its faculty, staff & student population.
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For over 75 years Lincoln Tech is one of the nation's leading providers of career training in Healthcare, Automotive/Diesel, Skilled Trades, Information Technology, Cosmetology, and Culinary Arts. We are an Equal Opportunity and Affirmative Action Employer.
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ITC is an Affirmative Action/Equal Opportunity employer and a VEVRAA (Vietnam Era Veterans' Readjustment Assistance Act) Federal Contractor. As a part of our VEVRAA compliance efforts, ITC has established an affirmative action plan that outlines our commitment to the recruitment, hiring, and advancement of protected veterans.
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ManTech's utilization of any external recruitment or job placement agency is predicated upon its full compliance with our equal opportunity/affirmative action policies. ManTech is an affirmative action/equal opportunity employer - minorities, females, disabled and protected veterans are urged to apply.
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This includes interviewing resident children about allegations and monitoring foster parent compliance with corrective action plans. Investigates complaints of allegations of noncompliance with licensing rules and where applicable, develops corrective action plans to ensure that compliance is achieved and maintained.
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affirmative action jobs Company: Johns Hopkins Medicine in Ellicott City, MD
FEATURED BLOG POSTS
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.
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.