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Georgia-Pacific LLC is seeking an experienced Manager of Analysis to join our Wauna OR Consumer Products Manufacturing facility. Georgia-Pacific works to meet evolving needs of customers worldwide with quality products.
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Western Plants, comprising Beaver and Port Westward facilities, is seeking a dynamic Senior Construction Project Manager to oversee large-scale Mechanical O&M outage projects. If you're ready to make a difference in the energy industry, apply now to join our team as a Senior Construction Project Manager at Western Plants in Clatskanie, OR.
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Job Details GENERAL SUMMARY: Function as a Cashier and/or Stocker and act in a lead capacity in the absence of the Store Manager or Assistant Store Manager. Order zones and drop shipment categories, following prescribed ordering practices, as assigned by the Store Manager.
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Advanced Education & Training Based on performance and the needs of the Navy, you could potentially be eligible to receive additional training in: EMT training Advanced Rescue Swimmer School (includes swift water, high seas, cave and cliff rescue training) Senior Enlisted AIRRs may also be selected to become: Schoolhouse instructors Weapons instructors Master rappellers/instructors Promotion opportunities are regularly available but competitive and based on performance.
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Consult with senior leaders on decisions by interpreting critical intelligence. Consult with senior leaders on decisions by interpreting critical intelligence. Language training available with full benefits and guaranteed promotion opportunities.
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Develop fixed equipment work packages for routine and outage task to include inspection methods (types), damage mechanisms, and acceptance criteria; cost and time estimates with access (scaffold, manlift, other), cleaning, maintenance and/or QA/QC requirements.
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Georgia-Pacific’s Consumer Products Division is currently looking for qualified individuals to fill a Facility-Wide Shift Manager role at the Wauna Mill in Clatskanie, OR. This role will work closely with on-shift operations, maintenance, and Mill Leadership to support the day-to-day activities associated with mill operations, logistics, and maintenance functions.
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Tradesmen International is immediately hiring an experienced QA Inspector for a project located in and around Bremerton, WA. If you are a QA Inspectorand want to work alongside other proven craftsmen who emphasize safety, productivity and superior craftsmanship, this is your chance to advance your career.
$35 an hourFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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If this sounds like you, you may have what it takes to be a salon manager at a Great Clips salon. Manager training to grow your team and the salon. What are salon owners looking for in a great Salon Manager.
$48 an hourFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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As a Department Manager, you are a cut above the rest, ensuring the day-to-day operations and sales of the department run smoothly, while leading and engaging your team. The possibilities are endless as a Department Manager, as you and your team deliver outstanding customer service daily to earn customers for life.
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Our Plant Manager (30 years), Head Maintenance (28 years), and Foreman (15 years) all started on the ground floor and worked their way up. Almost every senior employee at RSG started in entry-level positions with us.
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The main function of a non-IT program manager is to plan, direct, or coordinate activities in such fields as engineering, research and development, financial systems and product roll-out, etc., or any other non-IT-based project.
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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.