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You may substitute education for specialized experience as follows: One (1) academic year of graduate education in a field of study such as: business administration (finance, accounting, auditing, marketing and business law), law, economics, criminology, political science, government, public administration or another related field.
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As a physician-led and physician-owned practice, we advance our bold mission by innovating across clinical value, technology, service, and economics, while elevating the role of radiology and radiologists in healthcare.
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Formal training in health economics and/or outcomes research. Thorough knowledge of clinical medicine, healthcare delivery system structure and function, pharmacoeconomics, disease management, quality management, value-based payment, and healthcare delivery policy and trends.
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Statistics, operations research, bioinformatics, economics, computational biology, computer science, mathematics, physics, electrical engineering, industrial engineering). statistics, operations research, bioinformatics, economics, computational biology, computer science, mathematics, physics, electrical engineering, industrial engineering.
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Assignments will include modeling project economics & scenario testing, organizing & managing project due diligence, and obtaining information from other internal groups to support contract negotiation and closing processes.
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An undergraduate degree preferably in an analytical (e.g. economics, math, engineering, marketing, management, etc.) That means changing the way we fly, fueling jets in an eco-friendly way, keeping buildings smart and safe, and even making it possible to breathe on Mars. Working at Honeywell isn’t just about developing cool things.
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ResponsibilitiesReporting into the Sustainability & Operations workstream of Netflix Sustainability, bring key quantitative and qualitative expertise and experience in the following areas:Renewable Electricity: Support Netflix Sustainability in evaluating larger-scale on-and off-site renewable energy investment opportunities such as Virtual Power Purchase Agreements (VPPAs) and Tax Equity Investments, including emissions analysis and - with Finance - project-level economics.
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Compensation: 85000 Based on Exp Job Requirements: EDUCATION AND/OR EXPERIENCE Bachelor's degree in a quantitative discipline (e.g., math, statistics, economics, and epidemiology). During the first year, new HSAG analysts are provided formal internal training in statistics, machine learning, clinical epidemiology, SAS, Tableau, healthcare data, and an assortment of healthcare-related topics.
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Economics, math, engineering, marketing, management, or technical discipline. Calculate the maximum potential market size (Total Addressable Market – TAM) with help of the Strategic Marketing Team, evaluate the solution for commercial viability, and calculate Share of Demand (SOD.
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QualificationsEDUCATION & EXPERIENCE REQUIREDBachelor’s Degree, or equivalent work experience required, in an analytical area such as Business Analytics, Computer Science, Finance & Accounting, or Economics.
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Qualifications Applicant must have a Bachelors/Master’s degree in Data Analytics, Business Administration, Statistics, Economics, Systems Engineering or related field Experience creating logical data models Experience using SAP, Dimensional Reporting Solutions, Customer Data Management Platforms, etc.
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A Bachelor's degree in Business, Finance, Economics, or an equivalent combination of education and financial services experience. Our focus on lifelong learning is a result of our proud history as an educators' credit union, dating back to our start in 1935.
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A Bachelor's Degree in Business, Public or Non-Profit Management, Finance, Accounting or a related degree (such as Public Policy, Political Science, Public Administration, Economics or other analytical or technical degree) may substitute for three years of the required experience.
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A Master’s degree in Economics, Accounting, Finance or a closely-related field, will substitute for one year of the professional-level work experience. A Doctoral degree in Economics, Accounting, Finance or a closely-related field, will substitute for two years of the professional-level work experience.
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OR Education: Must have a master's or equivalent graduate degree in Agriculture, Mathematics, Engineering, Economics, Business, Science, or related field; Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social.
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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.
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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.