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Bachelor's degree in Planning, Landscape Architecture, Urban Design, Engineering, Geology, Biology, Environmental Science, Anthropology, Archaeology, or related field and 10 years relevant experience.
$120,833.65 - $236,245.27 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Degree or equivalent experience in a related field such as Art History, Museum Studies, Archaeology, or Conservation preferred. Degree or equivalent experience in a related field such as Art History, Museum Studies, Archaeology, or Conservation preferred.
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Los Alamos National Laboratory is seeking applicants for an archaeologist (Environmental Professional 2) to support the Cultural Resources Program, which is part of the Laboratory’s diverse Environmental Protection and Compliance Division.
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Coordinates Specialty Environmental Monitors (SEMs) schedules (Biologist, Archaeologist, Arborist, Paleontologist, Vibration Specialist, etc. Coordinates Specialty Environmental Monitors (SEMs) schedules (Biologist, Archaeologist, Arborist, Paleontologist, Vibration Specialist, etc.
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Talisman Advisory Partners is proud to be working with a global environmental services provider to add a fully remote Senior Archaeologist to their team. As the Senior Archaeologist, you will direct, coordinate, and exercise functional authority for planning, organizing, controlling, integrating, and completing geological projects within the area of assigned responsibility.
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Camp topics may include: Coding With Scratch Jr. Human Biology Marine Biology Archaeology And More! Camp topics may include: Coding With Scratch Jr. Human Biology Marine Biology Archaeology And More.
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Must meet the Secretary of the Interior's professional qualifications standards for archaeology and be an RPA or be eligible to become an RPA; Over land and under water, SEARCH is an archaeology firm that deploys the full spectrum of cultural heritage services worldwide.
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With centers of learning in Cincinnati, Jerusalem, Los Angeles, and New York, HUC-JIR's scholarly resources comprise renowned library, archive, and museum collections, biblical archaeology excavations, and academic publications.
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Degree in an environmental resource field (biology, ecology, archaeology, or paleontology). Degree in an environmental resource field (biology, ecology, archaeology, or paleontology). Biological resources (specifically avian surveys, raptor identification, botanical surveys, and/or bat surveys.
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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.
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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.