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The shelter serves adolescent boys and girls (13- 17 years of age) who primarily arrive from Latin American countries, and occasionally from other countries such as Southeast Asia, Eastern Europe, Middle East and Africa.
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As a member of the Boys & Girls Aid team, you will have an opportunity to promote social justice for youth who are in foster care, are involved with juvenile justice, or are experiencing homelessness.
$20.6 - $22 an hourExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Hanna Andersson is a Portland, Oregon-based premier kids and baby clothing brand.
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Position Title: Head High School CoachPosition Details: GIRLS SOCCER Eligible employees may accrue sick leave at the rate of one (1) hours of sick leave for every 40 hours worked under Washington State Law. Upon working 630 hours in a school year, eligible employees may be eligible for insurance benefits through School Employees Benefits Board (SEBB) which includes medical, dental, vision, long-term disability, life and AD&D insurance.
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Assist in coaching girls basketball camps. 5420 Non Work Study, Physical Education & Athletics. Title IX inquiries may be directed to the Title IX coordinator or deputy Title IX coordinators. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
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Head Coach - Girls Basketball. Coaches" includes all sports sanctioned by OSAA, plus Cheerleading and Dance/Drill. The coach must hold or be able to acquire:Criminal Justice Fingerprint Clearance by the State Department of Education.
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Passion for the Girls Who Code mission to close the gender gap in technology through a commitment to diversity, equity, and inclusion. We are seeking a certified Salesforce Administrator to join the Girls Who Code Systems Operations Team. This position will collaborate with our team of admins and developers to manage system integrations, support data management and be responsible for the overall functionality of the Salesforce instance.
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At ascena and all of our brands, we provide all women and girls with fashion and inspiration for living confidently every day. 120 years later, Lane Bryant remains the iconic plus-size brand. Our founder, Lena Bryant didn't set out to change fashion forever, but that's exactly what she did.
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Membership Specialist - Boys & Girls Clubs of Southwest Washington. mybgc.org for additional information about Boys & Girls Clubs of Southwest Washington.
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The nanny should be ok with doing other tasks such as keeping the children's areas neat and organized, cooking dinners for girls, doing the girls laundry, making their beds, etc. Next Fall, this position would turn into more of a family assistant role once the 5 year old is in school, but still full time.
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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.