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UMA transforms the lives of students of every age and background across the State of Maine and beyond through access to high-quality distance and on-site education, excellence in student support, civic engagement, and professional and liberal arts programs.
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These concern your background, overall health and other standards set by the Air Force, Department of Defense and federal law. Completion of a current Single Scoped Background Investigation (SSBI.
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1 Year Machinist certificate or 2-year Associate Degree in Machining, Machine Tool Technology, or similar educational background (relevant experience in place of education is considered) In addition to background above, seeking 2-5+ years of machinist experience.
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An offer of employment by Radius Recycling or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check. Maintenance of a Front Loader, Crusher, Fork Lift or Skid Steer: Perform the pre-operations check and other inspections/cleaning as prescribed in the Certification course.
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The AML Operations Analyst I provides a range of analytical and/or operational process support within a defined functional area or to business units in adhering to AML/BSA, Sanctions and ABAC requirements and assists in implementing AML Operations initiatives to help manage regulatory risk.
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A background in cold calling customers in pharmaceuticals, medical device sales, hospital, home health, hospice or long-term care is ideal. A background in cold calling customers in pharmaceuticals, medical device sales, hospital, home health, hospice or long-term care, preferred.
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Employees of Freedom Forever must submit to a criminal history check, MVR check and a 9-panel drug screen that includes the following: Amphetamines, Cocaine Metabolites, Opiates, Phencyclidine (PCP), Barbiturates, Benzodiazepines, Methadone, Methaqualone, Propoxyphene.
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Satisfactory results on a criminal background check and a credit report check, and statements/certification from job applicant regarding administrative, civil, and/or criminal findings by any government agency/authority, are required by federal law for this position.
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High School diploma or equivalent· Must be 18+years old and eligible to work in the USA· Pass a criminal background check and drug screening· Previous experience in sales, customer service, or other related fields preferred· Ability to build rapport with clients· Proficient with smartphone, computer, iPad· Need to have computer or tablet with web camera· Excellent written and verbal communication skills· Self-motivated.
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A clean Motor Vehicle Record and willingness to undergo a background check are required. We arehiring a responsible and experienced Non-CDL Delivery Driver in Lewiston, ME. Applicants must be 21 years or older with a valid professional driver's license.
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Associates degree, or similar educational background, in the Electrical, Electro-Mechanical, etc. Experience with Allen Bradley Processors, Rockwell and Fanuc Robots a plus. Associates degree, or similar educational background, in the Electrical, Electro-Mechanical, etc.
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Dispensers may also repair; solder; check out prescriptions; edge; mount and complete eyeglasses for final delivery to patients. 2 years’ experience as a dispensing optician strongly preferred.
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May perform a variety of (teller) transactions including check cashing, deposits, transfers and withdrawals while monitoring fraud mitigation and adhering to established operational policies and procedures.
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Successful background, criminal records, fingerprinting and reference check. A current Ed Tech certification and a criminal history check are required. Ed Tech III $15.19 - $23.57.
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Must be able to pass background/urine drug screening. Teladoc, 401k and HRA/HSA. Zack Group is seeking a travel nurse RN ICU - Intensive Care Unit for a travel nursing job in Lewiston, Maine. Zack Group is currently seeking ICU RN’s for positions in Lewiston, Maine.
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background check jobs Title: analyst Company: Blackbaud in Auburn, ME
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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).