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We collaborate one day a week in the office for a connection day. We collaborate one day a week in the office for a connection day. Analyzes FMLA and other paid leave claims to determine eligibility, certification, payment calculations, payments and/or adjustments in compliance with client paid leave plans, policies, and state and federal regulations.
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Job Details Under general to limited supervision and direction, this intermediate-level position is able to accept independent clinical and non-clinical duty assignments as necessary to deliver specialized cardiovascular and/or radiologic technology services to adult and/or pediatric patient populations for the purpose of aiding medical staff in the diagnosis, care, treatment and surveillance of simple to complex conditions, defects and/or diseases.
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Work 4-5 days per week and up to 10 hours per day with shifts available seven days a week. If you are looking for outstanding pay, flexible part-time, full-time and seasonal schedules, plus benefits for you and your family, the Amazon.
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In this primarily home-based role, you will spend 80% of your time (4+ days per week) working from home, proximate to one of our office locations. You will have a day off the following week when working a Saturday or Sunday shift.
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Part-time Team Members are generally scheduled to work less than an average of 28 hours per week in a measurement period, as defined by JOANN and are not guaranteed any particular number of hours per week.
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Are available to work 2-3 shifts per week, with at least 2 days during Friday-Sunday between the hours of 10am-6pm. If you enjoy talking and engaging with people, our Part Time Product Demonstrator job is exactly what you are looking for.
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Pay package is based on 12 hour shifts and 36 hours per week (subject to confirmation) with tax-free stipend amount to be determined. Premier Medical Staffing is seeking a travel Surgical Technologist for a travel job in Shakopee, Minnesota.
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The program is a 12-week paid internship immersive experience that provides functional learning working on robust and challenging project work, Executive and Senior leadership engagement, and exposure to Danaher Business System fundamentals.
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We are looking for teachers to work part time 2-3 afternoon/evenings per week and some Saturdays 9-1. Our teachers are trained to use the Sylvan curriculum and given the tools to teach in an individualized setting.
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We are hiring full-time positions (Monday through Friday) offering 40 hours of work per week. We are hiring full-time positions (Monday through Friday) offering 40 hours of work per week. You have and are able to wear steel toe safety boots daily.
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summitmedstaff.com. Benefits Medical benefits Dental benefits Vision benefits Referral bonus Employee assistance programs Weekly pay License and certification reimbursement
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We have a computer based learning system as well as a 2-week training program which includes hands on training with one of our experienced and professional trainers. We clean Monday-Friday from 8 am - 5 pm and we are closed on the major holidays.
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2,046 per week. Based in Northwest Arkansas, TRS Healthcare is an RN-founded, woman-owned, remote-operated company with team members in all 50 states. TRS Healthcare has been a leader in the healthcare staffing industry for over 25 years, providing exceptional career opportunities for healthcare professionals nationwide and supplying healthcare organizations with comprehensive staffing and placement solutions to meet a wide range of workforce recruitment needs.
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Key Responsibilities: Provide face-to-face, in-home therapeutic services to assigned families 5-8 hours per week over 4-6 months. Why Join Us: Comprehensive 13-week training program with mentoring and hands-on experience in the field.
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Experience Preferred: n/aLicense Required: Active NBSTSA or NCCT certification required upon submissionCertificates Required: BLS upon submissionAccount Manager to Contact: Guaranteed Hours: Contract Weeks:56
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week job in Shakopee, MN
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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.
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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 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.