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At GP Mobile, A T-Mobile Premium Retailer, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
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We actively encourage women, people with disabilities, veterans, underrepresented minorities, and LGBTQ+ people to apply. At Mixpanel, we are focused on things that really matter-our people, our customers, our partners-out of a recognition that those relationships are the most valuable assets we have.
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In keeping with this commitment, Michaels will assure that people with disabilities are provided reasonable accommodations. As the leading creative destination in North America, we operate over 1,290 stores in 49 states and Canada and online at Michaels.com and Michaels.ca. The Michaels Companies, Inc. also owns Artistree, a manufacturer of custom and specialty framing merchandise, and MakerPlace by Michaels, a dedicated handmade goods marketplace.
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2) the State’s mental health agencies, including the Office of Mental Health, Office for People with Developmental Disabilities, and Office of Alcoholism and Substance Abuse Services; and.
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Working with adults with developmental disabilities in a team-oriented group home setting. At Able2, we take pride in enhancing the quality of life of the people we serve and have a long history of compassion and dedication to the individuals in our community.
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People of color, women, people with disabilities, immigrants, veterans, lesbian, gay, bisexual, transgender and queer people, and those with lived experiences in the communities we serve are strongly encouraged to apply.
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Yeshiva University is an equal opportunity employer committed to hiring minorities, women, individuals with disabilities, and protected veterans. We are a leading global educational institution that employs 2,000 people across our various campus locations — Wilf Campus, Beren Campus, Brookdale Center, Resnick Campus in the Bronx, the Gruss Institute in Jerusalem, the Boys High School in Manhattan, and the Girls High School in Queens.
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CUNY encourages people with disabilities, minorities, veterans and women to apply. It welcomes nominations of, and applications from members of protected groups including minorities, women, veterans and individuals with disabilities, as well as others who would bring additional perspectives to the university’s mission.
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The Humanities Department seeks instructors for American Sign Language, History of Western Art: Renaissance to Modern, History of Graphic Design, Public Speaking, Health Communication, and multiple upper-level courses required for the Health Communication major for the Spring 2024 and/or Fall 2024 semesters.
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Adjunct Lecturer or Adjunct Assistant Professor - Chemistry. The Chemistry Department seeks instructors for environmental science, general chemistry and instrumental/analytical chemistry for the Spring 2024 and/or Fall 2024 semesters.
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Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity. Americans With Disabilities Act (ADA) Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs.
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Strong relationships with organizations and groups serving diverse communities in the City and experience working with some of the following people and communities: immigrants people of color people with limited English proficiency people living with HIV/AIDS lesbian, gay, bisexual and/or transgender people people with disabilities people with accommodations issues related to pregnancy, disability or religion and people with criminal or arrest histories.
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We welcome and encourage racially and ethnically diverse people, members of the LGBTQ community, veterans, parents, individuals with disabilities and members of any and all protected classes to apply.
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Do you have a passion of helping individuals with disabilities? place in a classroom setting along with hands-on site training to all employees! Providing direct care, to include: bathing, toiletry, feeding, dressing, maintaining all aspects of daily living skills, and ensuring our individuals are properly cared for.
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People of color, people with disabilities, and lesbian, gay, bisexual, and transgender people are encouraged to apply. Litigate cases in housing court, administrative forums, and other state courts on behalf of people facing eviction, and in affirmative cases challenging those who threaten Staten Island residents’ ability to retain affordable housing.
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people disabilities jobs in Pine City, NY
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.
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.