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Education:Juris Doctor (JD) from an accredited law school. Collaborate with clients, IRS Chief of Counsel, U.S. Attorney’s Office, and DOJ Tax Division as necessary. Previous experience working with the IRS Chief of Counsel, U.S. Attorney’s Office, and DOJ Tax Division is advantageous.
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Qualifications High school diploma requiredCardio-Pulmonary Resuscitation (CPR) certification requiredRegistered Behavior Technician certified required for the RBT Additional Data Select Medical is committed to having a workforce that reflects diversity at all levels and is an equal-opportunity employer.
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Juris Doctor (JD) degree from an accredited law school. Juris Doctor (JD) degree from an accredited law school. Assist the team with complex business transactions, including mergers and acquisitions, private offerings, capital restructuring, and similar matters.
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Minimum 4 years' experience in the installation of low voltage systems, including Fire/Life Safety Systems, Access Control Systems, Nurse Call Systems, Paging Systems, High-Rise Smoke Control Systems, School Clock Systems, and Telephone Systems.
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BIG NIL Inc provides officially licensed print-on-demand apparel and merchandise products for student-athlete and school brands under the NIL. Through NIL policies, student-athletes may monetize their personal brand and endorsements while participating in sports.
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Desired:Degree from a vocational school or college with a focus in the Mechanical or Electrical field2+ years apprenticeship or equivalent experience in the Mechanical or Electrical fieldExperience with automated conveyor systems and controlsExperience with Material Handling Equipment (MHE) safety standardsExperience with Programmable Logic Control (PLC) programs and Human Machine Interfaces (HMIs)Ability to troubleshoot basic Input/Output functionsExperience with robotic operation/ maintenance.
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Master's degree (MSW) from a school of Social Work accredited by the Council on Social Work Education. Advanced Palliative Hospice Social Worker Certification-APHSW-C, through Social Work and Palliative Care Network.
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Caseload is primarily non-surgical orthopedics including specialty areas of spine care, TMD/upper cervical treatment, lower quarter biomechanics, high school and collegiate athletes, pain management and dizziness/concussion/vestibular disorders.
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If desired, one could pursue clinical research at Bronson as well as teaching and academic affiliation at Western Michigan University School of Medicine. If desired, one could pursue clinical research at Bronson as well as teaching and academic affiliation at Western Michigan University School of Medicine.
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Roles include data entry clerk, customer service agent, nurse or medical assistant - just choose what suits your skills best and start earning! Data entry or administrative assistant experience is not needed but can be a bonus We are recruiting those who have a background in health care, warehouse worker, delivery drivers, customer service, etc - we welcome all backgrounds so long as you're ready to learn JOB PAY up to $250hr.
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Position Summary amazoo College in Kalamazoo, MI, an NCAA Division III, liberal arts institution in the Michigan Intercollegiate Athletic Association, is seeking to fill a position as Assistant Athletic Trainer.
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Market the Pet Care Center and its products, oversee planning of on site and community events, such as adoptions, school visits and other local promotions and animal-welfare events. Education and ExperienceIn addition to a high school diploma or its equivalent (GED), an applicant must be able to demonstrate proficiency in the areas of basic business & finance acumen, analysis and problem-solving skills, and high focus on people development & guest service.
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School Custodian Position FT. - School Custodian. Nativity of Our Savior School Employment Type Full Time Location Portage, IN Posted Date February 18, 2022 A full time staff custodian is needed at Nativity of Our Savior School in Portage, IN. We are a preK-8 Catholic School in the Diocese of Gary.
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Position DetailsGeneral Description: The Covenant Academies Foundation operates year-round, public charter high schools offering a traditional high school diploma to dropout and at-risk students ages 15-22.
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Requirements: Juris Doctor (J.D.) degree from an accredited law school At least three years of experience in personal injury litigation Strong understanding of all aspects of personal injury litigation, including case management, pleadings, discovery, and trial preparation Excellent negotiation and communication skills Ability to work well under pressure and meet deadlines Strong research and analytical skills Ability to work independently and as part of a team.
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school job Title: assistant Company: Stevenson School in Kalamazoo, MI
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.