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We also formed Blue Polymers, a joint venture with Ravago, to develop facilities that will further process plastic material from our Polymer Centers to help meet the growing demand for sustainable packaging.
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Our production footprint includes 20 manufactured and modular home factories across the U.S. We conduct business through more than 40 company-owned sales centers in addition to a vast network of independent retailers, community operators, builders and developers in 47 states, 6 Canadian provinces as well as Mexico and Japan.
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As a Class B CDL driver, you will deliver and recover a variety of equipment, tools and supplies to and from the customer worksite. From pumps to scaffolding to general construction tools, we aim to be the only call needed to outfit a job site with the proper equipment.
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A vibrant downtown, featuring an independent movie theater, two community theaters, independent book stores and compelling shopping and dining experiences. Oregon State University, a premier research facility offering bachelor's, master's, and doctoral degrees in a variety of fields including forestry, agriculture, fisheries, engineering, electronics, home economics, liberal arts and the sciences.
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Our beautiful state-of-the-art senior living community provides assisted living, residential care, memory care, and independent living. We provide in home health care to residents in our community.
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Help recruit, manage and train all support staff, including Coordinators (activation staff), game day assistants, and any third party vendors who participate in the execution of property related activities.
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We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
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Requirements:- Current Oregon Mammography Technologist License / Certification- American Heart Association BLS- 1 to 2 years of recent relevant experienceSupplemental Health Care will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable local, state, or federal law.
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As demand for renewable energy continues to grow, we have 70 landfill gas-to-energy projects in operation and plan to expand our portfolio to 115 projects by 2028. We serve 13 million customers and operate more than 1,000 locations, including collection and transfer stations, recycling and polymer centers, treatment facilities, and landfills.
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Prestige Care is a family of over 75 skilled nursing + post-acute care centers, as well as assisted living and memory care communities in 8 Western states. Located at 5595 SW West Hills Road in beautiful Corvallis, Oregon, Prestige Senior Living – West Hills is a 66 apartment all assisted living community.
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Your work hard work and expertise matters here -you are ensuring the community is safe and clean for all residents and theirfamily members, where we provide comfort, security, and a thriving lifestyle.
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The Social Media Coordinator will also be overseeing all ASOSU social medias, and work with the Website and Marketing Coordinator to distribute materials through the ASOSU social media platforms and collaborate to update and maintain the ASOSU website to cultivate student engagement.
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Data entry or administrative assistant experience is not needed but can be a bonus We are recruiting those who have a background in health care, warehouse worker, delivery drivers, customer service, etc - we welcome all backgrounds so long as you're ready to learn JOB PAY up to $250hr.
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We will consultatively point out red flags and not strong-arm decisions, since we despise coercion and simply because we care. We need a X-Ray Travel Radiology Tech to make a positive impact on patient care.
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The Benton County Health Department is seeking a Qualified Mental Health Professional (ACT-Adult Specialist) to join the ACT Team. We proudly serve all Benton County residents regardless of race, ethnicity, immigration status, gender, or sexual orientation, and regardless of ability to pay for services.
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we will train independent living jobs Title: medical Company: Ascension in Albany, OR
FEATURED BLOG POSTS
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.
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.