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We are a custom metal fabrication shop located in Hanover, MN. We are a family-friendly and caring company.
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Join a passionate team that is focused on design and development of packaging for Data Center Liquid cooling products, industrial air-conditioners, and electrical enclosures.
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DescriptionDesign Drafter II We are looking for a talented Design Drafter II to join our team specializing in engineering for our Power Systems business segment in Fridley, MN. Utilizes advanced skills, knowledge, and experiences for creating and maintaining specifications (drawings and models) of Cummins products per company, industry, national, and international standards, while positively impacting the organization's performance.
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In this role you will be working as a AutoCAD Drafter for a client that works in the Automated car wash part manufacturing industry. I have a client located in Minneapolis, MN area that has an opportunity for a AutoCAD Drafter If you or any of your colleagues are interested in discussing this role please click Apply Now.
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Working knowledge of electrical engineering and electro-mechanical engineering tools is highly desired #government As part of our promise to talent, Kelly supports those who work with us through a variety of benefits, perks, and work-related resources.
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SolidWorks and AutoCAD experience required. Job Title:Documentation Coorindator / Drafter. This role will check AutoCAD drawings of plant layouts and equipment to ensure accuracy.
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Preferred knowledge in AutoCAD, Autodesk Inventor, and Autodesk Vault. Using AutoCAD, develop and complete design drawings for new and existing equipment and processes including vessel fabrication details and assembly drawings, and process layouts, ensuring accuracy, neatness, and conformance to policies and procedures.
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Adhere to established design standards and document control systems. Ability to communicate in a second language (European or Asian languages) preferred but not required. Able to manage a variety of abstract and concrete variables.
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The Mechanical Drafter/Designer (onsite) provides support to Corporate Engineering department activities. The Mechanical Drafter/Designer (onsite) provides support to Corporate Engineering department activities.
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FEATURED BLOG POSTS
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.
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.