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The Human Resources Generalist will provide support in a diverse range of HR functional areas including: employee relations, employee engagement, HRIS, labor relations, legal compliance, performance management, recruiting, and training.
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A chemical company is seeking a Warehouse Labor/Forklift Operator for an immediate opportunity. To apply for this Warehouse Labor/Forklift Operator position, please submit your resume to , call (216) 575-7145, or TEXT your name & 171576 to (216) 458-1784.
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Our paid internship program provides an opportunity for students to assist the team in driving the continuous improvement efforts to improve key business results in safety, quality, efficiencies, labor costs, packaging costs, SPC consumption, and production yields.
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Position Summary: The Junior Estimator works along side the Senior Estimator to prepare time, cost, and labor estimates for quoting customer products for quotes ( RFQ ) Essential Duties. Position Summary: The Junior Estimator works along side the Senior Estimator to prepare time, cost, and labor estimates for quoting customer products for quotes ( RFQ ) Essential Duties.
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Act Like an Owner Assist Profit and Loss management by following cash control/security procedures, maintaining inventory and managing labor. Basic business math is also required along the ability to stock shelves and coolers, oversee and manage subordinate employees and provide direction, able to sweep and mop floors, dust shelves and lift and carry out trash containers and place in an outside bin.
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Train and operate applicable equipment associated with the laborer process: including skid steer tractor (bobcat), forklift and sweeper. Perform assigned duties with the maintenance department: including helper, fire watches and confined space attendant.
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You will assist in the production of heavy industrial cranes using manual machining equipment while ensuring that quality comes standard with every order. Must be able to monitor and operate CNC Lathe and/or Horizontal Boring Mill and CNC.
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FEATURED BLOG POSTS
Minimizing Candidate Renegs During the Hiring and Onboarding Process
Candidates reneging on job offers or during the onboarding process can be a frustrating experience for any recruiter. In a talent-driven job market, it’s common for candidates to have more than one job offer to consider. It becomes a race against time to see which organization can offer the best career experience, compensation, and circumstances that secure the right employees.
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The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!