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Level IV Technician: Minimum seven years of relevant experience. Construction related training and/or experience or course work in road/bridge construction, civil engineering, project management or materials, or a combination of education, training and experience that demonstrates ability to perform duties.
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Surgical Technologist: Three years surgical technician experience with an Associate of Science in Surgical Technology or Applied Science OR Five years surgical technologist experience in an operating room setting.
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Preferred Experience: Four or more years of experience as a Certified Pharmacy Technician; supervisor or leadership experience. What qualifications you will need: Required Education: High School diploma or equivalent Preferred Education: Associate’s Degree in Pharmacy Technology or Bachelor’s degree Required License: Registration as a Pharmacy Technician with the North Carolina Board of Pharmacy AND Active status as a Certified Pharmacy Technician (as credentialed by the Pharmacy Technician Certification Board) Required Experience: At least 5 years of pharmacy technician experience in a health system setting.
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Machine Operator I - No Experience in Manufacturing, Requires 96-hours of Pre-hire Training. This requisition is for individuals with no prior experience in manufacturing. Machines may include washer, shot peen (GASP - gravity accelerated shot peen), furnace, water & air flow, electrode assembly, laser weld, tack weld, laser ablation, tape & wax, x-ray, bake and detailer, etc.
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Previous building and parking garage maintenance experience (highly desired) You have experience with general maintenance and cleaning and upkeep of a building complex. Hotel Engineering Lead Tech - Kimpton Hotel Arras McKibbon Hospitality Asheville NC.
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Our season is from March 1 - Nov 1, with our busiest times being from Memorial Day - Labor Day. Experience is welcome, but we will train the right candidates. Zipline Tour Guides, Aerial Adventures, Canopy Tour Guides, Adventure, Outdoor Guides, Outdoor Industry.
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Specialized experience is defined as: post-master's degree, professional vocational rehabilitation counseling work in delivery of service to adults with disabilities; providing case management that involved determining entitlement ranges from simple to complex; AND direct delivery of vocational rehabilitation services to adults with disabilities in rehabilitation programs, other than those in correctional facilities.
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The goal in our athletic department is to follow our strategic plan and promote the following areas: competitive excellence, a holistic student-athlete experience, revenue growth and facilities, creating a culture of distinction, branding, and community engagement.
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With more than 20 locations across the Southeast, Baker Roofing Company is an industry leader in providing an outstanding experience in commercial roofing, residential construction, metal fabrication, restoration, and more.
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As a Valet Attendant, you will be an integral part of the guest services team, responsible for creating a positive first impression and ensuring a seamless outstanding experience for our guests.
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Minimum Education and Experience for a Trainee Appointment High school or General Educational Development (GED) diploma and one year of experience in institutional food preparation and food services, in management of a commercial food service operations, as a Correctional Officer; or an equivalent combination of education and experience.
$34,936 - $61,137 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Java and RTOSKnowledge & must have experience working with RTOSUnderstanding on debugging of code in RTOS and experience with Linux KernelExperience in working with microcontroller & IPC mechanism and BLE GATT serverExperience with communication protocols (CAN / RS232 / SPI / I2C OR OTHER) in embedded systems and control & interface board bringupKnowledge on configuration tools such as JIRA/bamboo/GIT/Stash or other.
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If you've worked directly with customers in as a call center agent, bank teller, customer service representative, bookkeeper, payroll clerk, medical billing, paralegal, or other clerical experience this would be a great fit for you.
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If no direct ABA experience, 1-2 years working as a Special Education Assistant, Paraprofessional, Direct Support Professional, Medical Assistant, Autism Experience, Teacher's Assistant, or ABA Tutor in a school or home setting.
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As a Maintenance Service Technician - Handyman with Clayton Homes, you will be part of an established and growing organization with 80 years of experience in providing customers with a world-class home buying experience.
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experience job Title: server Company: Sunrise Senior Living in Asheville, NC
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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 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.