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With the unique CareVio data-powered care coordination service and a focus on population health and value-based care, ChristianaCare is shaping the future of health care. Collects data on the effectiveness of simulation for student learning, critical thinking, and clinical decision making.
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Our research strengths center on data science, AIML, cybersecurity, Internet of Things, and quantum computing. The department was established in Summer 2023 and it offers a B.S. degree in Computer Science (accredited by the Computing Accreditation Commission of ABET) and a new B.S. degree in Data Science, as well as Master's degrees in Computer Science and Software Engineering.
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These core functionalities include website product color and location data management, data governance, assets, in support of brand and retailer syndication, content marketing, key performance metrics, and eCommerce.
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Experience with visualization tools such as MicroStrategy, Funnel, Tableau, Google Data Studio, DOMO and ability to build dashboard reporting. Experience pulling and analyzing data via Google Analytics for organic social and paid media campaigns that include display, native, video/OTT, streaming audio, paid social and paid search.
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Data entry clerks come from all different backgrounds including, data entry, telemarketing, customer service, sales, clerical, secretary, administrative assistant, warehouse, inventory, receptionist, call center, part-time, retail fields & more.
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Must demonstrate basic computer skills to perform date entry. Adult Cardiac Sonographer with a satisfactory completion of an accredited non -invasive cardiovascular training program, with a focus in adult echocardiography and/or vascular ultrasound studies ARDMS registered in adult echocardiography with RDCS (AE) designation OR CCI registered with Cardiac Sonographer designation required.
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Knowledge of digital cartography, image processing, geographical information systems (GIS), geospatial production techniques and NGA digital data formats. Extracting features from a variety of sources including but not necessarily limited to rasterized nautical charts, digital hydrographic survey data and ortho-rectified imagery.
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Study and test new procedures for entry of participant responses into the database, audit entered data and perform quality control to ensure that data is entered completely and correctly.
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ChristianaCare is a not-for-profit teaching health system with our outstanding, data-powered care coordination service and a focus on population health and value-based care, ChristianaCare is shaping the future of health care.
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We are currently seeking a motivated entry-level to mid-level Geologist, Hydrogeologist, or Environmental Scientist who is an accomplished self-starter and effective team player with a strong science background to work under the direction and supervision of senior professionals.
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Interacts regularly with physician and physician advisor leaders, organizational management, Performance Improvement, Data Analytics, CDI staff, HIM/coding staff. Uses Vizient tools/data to identify documentation opportunities and targeted physician education to achieve department goals.
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The Executive Director, Cyber Security and IT Risk Management is responsible for the security of the District’s information technology resources, digital assets, user identity, and data privacy.
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Academic Administration:Oversees the maintenance of school records, school culture, and data to be reported to the Cristo Rey Network, Ohio Department of Education, Catholic Diocese of Cleveland, and Ohio Catholic School Accrediting Association.
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Regular responsibilities include ordering supplies, sample preparation, 3d printing of prototypes, operating mechanical testing machinery, dissection and preparation of animal and human tissues, and assembling components in the lab, generating data and keeping records for monthly progress reports, and participating in weekly meetings.
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Familiarity with industry standards such as CDISC data structures and guidelines for data submissions. Proven expertise in PK/PD data analysis and interpretation, including modeling and simulation.
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data entry jobs Title: specialist in Cleveland, UT, Minnesota
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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.
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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?
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.
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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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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.