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As a minimum, a high school diploma or equivalent, an unencumbered State of South Dakota C.N.A. certificate, successful completion of State of South Dakota approved Medication Aide training and C.P.R. certification.
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The EMS Wage Instructor II reports directly to the EMS Training Director. The Agency Wage Instructor II must maintain current National Registry of Emergency Medical Technicians (NREMT) Paramedic or Texas Department of State Health and Human Services (TDSHS-EMS) Certification Paramedic.
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ADON - Wellness Coordinator LPN / RN Overview Voted by Newsweek in 2024 as one of America's Greatest Workplaces for Diversity Early Access to Paycheck with Earned Wage Access is available for Hourly Associates (outside of CA) We are looking for an RN or LPN who can embrace our mission to enrich the lives of those we serve, and who is driven by their passion to make a positive difference.
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ADON - Wellness Coordinator LPN / RN Overview Voted by Newsweek in 2024 as one of America's Greatest Workplaces for Diversity Early Access to Paycheck with Earned Wage Access is available for Hourly Associates (outside of CA) We are looking for an LPN who can embrace our mission to enrich the lives of those we serve, and who is driven by their passion to make a positive difference.
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Because you are sleeping, you only get paid minimum wage which is $9.65/hr in Michigan. If you have to get up in the night to take care of a resident, you are paid at the normal wage of $11.00 per hour.
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We are seeking a Permanent Employment Litigation Associate specializing in California wage-hour class action cases. Our attorneys practice before state and federal courts and administrative agencies across the US and we are looking for a 4-7 year Litigation Associate with experience handling California wage-hour class action claims and PAGA cases to join our team.
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The actual hourly wage offered will be in accordance with state or local minimum wage requirements for the job location. REQUIRED QUALIFICATIONS: Current license or certification in the state where duties will be assigned: Certified Phlebotomy Technician 1 (CPT1), Certified Phlebotomy Technician 2 (CPT2), Clinical Laboratory Scientist (CLS), or Medical Laboratory Technician (MLT)Position will be based out of our brand new plasma donation facility in Victorville, CA opening August 2024.
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Work today, get paid tomorrow through our earned wage access program* Minimum Experience: 1 year retail or food experience. Minimum Education: High School or GED. You can expect to spend time with a Training Manager and Supervising Manager during your training, working various shifts to learn about our company, our retail team, our vendors and our guests.
$65,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Pre-K Counts Paraeducator An ESS substitute paraprofessional assists the classroom teacher to provide extra support to students with special needs, promoting maximum academic and personal growth.
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Hourly Wage: $22.95 - $22.95 per/hour *The actual hourly rate will equal or exceed the required minimum wage applicable to the job location. Employment Type: Temporary Available shifts: Weekday - 1st Location Supply Chain Fulfillment #7559 2785 COMMERCE CENTER BLVD, BETHLEHEM, PA, 18015, US Job Overview Career opportunities in Power Equipment Operator roles include Lift Driver, Motorized Pallet Jack, Stock Picker, Clamp Lift and On Property Yard Driver.
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While in the course, the Hospice Aide Trainee will be paid minimum wage and receive 10 hours of paid time per week. Must have and maintain a reliable automobile, valid driver's license, and the minimum state required liability auto insurance.
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Education and Experience (Minimum Qualifications) Two years of experience performing grounds maintenance work using a variety of tools and techniques; OR one year of experience as a Grounds Maintenance Worker III in Nevada State service; OR an equivalent combination of education and experience.
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Wetland Biologist ID: AID-020 Location: Idaho Falls Program: ACE Wage/Hr: $40.00 Hours/Week: 20 Minimum Age: 55 Being Age 55 or Older is Good for The Environment! Qualifications: Minimum of 15 year(s) of experience in biology or natural resources.
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Certificates, Licenses, Registrations: Paralegal certification and a minimum of 5 years of real estate paralegal experience. Minimum of five years of experience as a real estate paralegal.
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Field experience should include a minimum of 3 years' experience in a Foreman or Superintendent role as Carpenter, Pile Driver, Operator or Laborer. Knowledge and understanding of local union or prevailing wage rulesCERTIFICATES, LICENSES, REGISTRATIONSMust have a valid Driver's License and acceptable driving record.
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minimum wage jobs Title: manager office in Schuyler, Nebraska
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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.
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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.Â