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Oregon State has a statewide presence with campuses in Corvallis and Bend, the OSU Portland Center and the Hatfield Marine Science Center on the Pacific Coast in Newport. Robust Work Life programs including Dual Career assistance resources, flexible work arrangements, a Family Resource Center, Affinity Groups and an Employee Assistance Program.
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Document control through seed production life-cycle. Required Qualifications: Bachelor’s Degree with concentration in Agriculture, Crop Science or related field. Document control through seed production life-cycle.
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We find inspiration in our ability to create solutions, through the science and craft of lyophilization, that improve the lives of individuals and communities around the globe. The BioPharma Quality Manager oversees the quality assurance and quality control processes within the Life Sciences Division of Oregon Freeze Dry. This role involves ensuring compliance with regulatory requirements; developing, managing, and enhancing quality systems to meet current business needs as well as enhancing the quality system to support upcoming business needs; and managing the BioPharma quality team.
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Bachelor’s Degree with concentration in Agriculture, Crop Science or related field. It focuses on plant breeding and the production and sale of seed for corn, sugar beet, cereals, vegetables, oilseed rape and sunflower.
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Kelly® Science & Clinical is seeking a Physical Lab Tech for a year contract position at a premier metal manufacturing company in Albany, OR. If you’re ready to take the next step in your career, trust The Experts at Hiring Experts.
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The Personal Agent provides trauma-informed case management services to persons with intellectual and/or developmental disabilities, using person-centered practices to assist individuals in identifying support needs and life goals then providing guidance and support with accessing services to achieve those goals and meet those needs.
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SPTS also develops Life Science dispensers which use TIJ technology to jet chemical reagents for biotech and pharmaceutical research industry. This role is responsible to manage an existing product portfolio from NPI/Launch through End of Life (EOL), develop and execute marketing strategies across the marketing 4PS, lead competitive assessment and response, and support sales with big deals and long-term price/volume contracts.
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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.
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.