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For over 100 years, Snap-on Tools has made work easier for serious professionals performing critical tasks.
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Ed Tech III/BHP – Glenn Stratton Learning Center (GSLC)
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These rates are negotiable and, in some cases, can be augmented with things like a sign-on bonus, relocation assistance, and/or student loan repayment in select markets.
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Skowhegan, Maine: We invite a sharp RADIOLOGIST to join an independent 25-bed critical access hospital in a scenic riverside town an hour west of Bangor (Maines third largest city).
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Skowhegan, Maine: We invite a sharp RADIOLOGIST to join an independent 25-bed critical access hospital in a scenic riverside town an hour west of Bangor (Maines third largest city).
$400,000 a yearRemoteExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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These rates are negotiable and, in some cases, can be augmented with things like a sign-on bonus, relocation assistance, and/or student loan repayment in select markets.
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Tom is a Managing Partner and has been with Commonwealth Resources Inc. since December 1996.
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Tom is a Managing Partner and has been with Commonwealth Resources Inc. since December 1996.
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We are a Responsive Employer - we will be in touch with you within 24 hours of applying*
Starting at $80,000 a yearFull-timeExpandUpdated 22 days ago - UpvoteDownvoteShare Job
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Are you a high energy, outgoing person who loves to help others and work as part of a team?
$14.65 - $16.65 an hourExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Timber HP by GO Lab , a privately held building products company, was founded in 2017 to develop and manufacture responsible and sustainable building envelope and acoustical solutions to improve the safety, comfort, and longevity of our homes and communities, while serving as an educational resource to the construction industry and an advocate for a healthy planet.
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Pursuant to 5 MRS § 196 the salary for this position has been set by the Office of the Attorney General
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DUTIES & RESPONSIBILITIES: Makes sure that workplace safety is Priority #1.
$28 - $40 an hourFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Performs general service work in connection with the installation and maintenance of all types of electric services and metering equipment.
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Skowhegan, Maine: We invite a skilled HOSPITALIST to join the inpatient medical staff of an independent 25-bed critical access hospital in a scenic riverside town an hour from Bangor (Maines third largest city).
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Jobs in Skowhegan, ME
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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.
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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?
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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.
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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.
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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.