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The Tire Technician is the backbone of our success and is the first step in your journey with Discount Tire. Our Tire Technicians repair, install, and maintain tires on cars, trucks, and commercial vehicles.
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The Surveillance Technician is responsible for the installation, maintenance and repair of the surveillance system equipment used by the surveillance department. Weve grown to become the leading provider of integrated entertainment, sports content, and casino gaming experiences thanks to our 43 destinations across North America, online sports betting and iCasino via ESPN BET and theScore Bet Sportsbook and Casino.
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The Automotive Technician position requires your experience and technical expertise to diagnose drivability and electrical systems, while using your leadership and mentoring skills in driving a team toward increased customer care and satisfaction.
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Service Technician 3. Assists in maintaining the grounds, common areas, and amenities by picking up trash and debris, pressure-washing breezeways and pool areas, performing general cleaning, and painting curbs and signage as needed.
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Findlay is one of the largest & fastest growing automotive groups in Southwest U.S. We're seeking experienced, journeyman Technicians to support booming service business.
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A minimum of five years Industrial Maintenance Technician experience is preferred. The Maintenance Technician will perform preventative and reactive maintenance on all production equipment and building.
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Findlay is one of the largest & fastest growing automotive groups in Southwest U.S.We're seeking experienced, journeyman Jaguar Land Rover Technician to support booming service business. Findlay is one of the largest & fastest growing automotive groups in Southwest U.S.We're seeking experienced, journeyman Jaguar Land Rover Technician to support booming service business.
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As a Service Technician, you are an integral part of the team. We specialize in window, door, patio/porch screen, solar shading products and provide onsite screening services and repair for both residential and commercial locations in the community.
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Summary: The theatre maintenance person is a team member classified based on individual theatre needs, and/or employee availability, as either variable hour, part-time fixed, part-time regular or a full-time hourly employee who is responsible for performing minor repairs in all areas of the theatre including projection booth (such as change out fixtures in the booth, repair fan motors, etc), but specifically not to equipment or maintenance that is covered by the Technical Services Department.
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Findlay is one of the largest & fastest growing automotive groups in Southwest U.S. We're seeking top Technician talent to help grow our business and keep up with the high demand. Install a new oil drain plug and a new oil filter.
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The City of Henderson announces an examination to create a consideration for hire list and to fill two (2) vacancies for the classification of Human Resources Technician (Part-Time/Temporary) in the Department of Human Resources.
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Findlay is one of the largest & fastest growing automotive groups in the Southwestern U.S!
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A well-established Mechanical Contractor is looking to fill an HVAC Service Technician position. 3 years of Commercial HVAC Service Technician Experience. A well-established Mechanical Contractor is looking to fill an HVAC Service Technician position.
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Minimum two (2) years of experience as electronics technician in manufacturing test environment. Due to growth, we seeking candidates for Electronics Test Technician. Minimum two (2) years of experience as electronics technician in manufacturing test environment.
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If you have the drive to perform and excel, then we want you to come work with us as a Service Technician. lexusofhenderson.com, then Careers, then Service Technician. Service Technicians & Lube Technicians - Lexus of Henderson.
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Title: technician Company: Pace Life Sciences in Henderson, NV
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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.