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Richards Building Supply Co. is currently searching for a CDL Class B Driver for our Springfield, IL location. Richards Building Supply believes in hiring military veterans at any level for any position.
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Posting Identification Number # 39727 Position Overview The Illinois Environmental Protection Agency (Illinois EPA) is seeking a highly qualified individual with a strong background in the Illinois Environmental Protection Act and Illinois EPA programs to serve as a Senior Public Service Administrator, Option 9G, Licensed Professional Geologist for the Bureau of Water/Public Water Supply/Groundwater Section.
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Our work depends on Forklift Mechanic joining our team to work in a supply chain warehouse operation that processes Sponsor's worldwide cargo shipments. Required Technical Skills: Extensive knowledge of the operating systems used in forklifts and associated hydraulic, pneumatic and electrical systems.
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Proficiency in common geospatial software applications and tools, such as visual programming (JEMA, FADE/MIST, ECO/ETAS), Python, SQL, Git, GIMS, A WS Sagemaker, A WS Cloud, ESRI ArcGIS, statistics (descriptive, Bayesian), Markov-Chain modelling, TensorFlow, Linear Algebra, R, SAS, NLP. 3+ years of relevant experience with a bachelor’s degree.
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Required Qualifications Active TS/SCI Clearance #qinetiqclearedjobProficiency in common geospatial software applications and tools, such as visual programming (JEMA, FADE/MIST, ECO/ETAS), Python, SQL, Git, GIMS, A WS Sagemaker, A WS Cloud, ESRI ArcGIS, statistics (descriptive, Bayesian), Markov-Chain modelling, TensorFlow, Linear Algebra, R, SAS, NLP.3+ years of relevant experiencewith a bachelor’s degree.
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You’ll join a diverse team of software, hardware, and network engineers, supply chain specialists, security experts, operations managers, and other vital roles. We work on the most challenging problems, with thousands of variables impacting the supply chain — and we’re looking for talented people who want to help.
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We provide our clients with solutions in every phase of their cash supply chain, including secured transportation, cash management, cash vault processing, forecasting, ATM, and cash recycler services.
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Director , Manufacturing C ontinuous Improvement Reports to: VP , Supply Chain and Continuous Improvement The Directo r of Manufacturing Continuous Improvement is responsible for the lead ership of the company's manufacturing continuous improvement (CI) processes and governance.
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Work closely with Retail Leaders, Merchandise Planning and Finance on sales and inventory reporting to ensure stores have adequate supply on hand in key categories and products. Experience with ERP and/or Inventory Management systems; advanced Microsoft Excel skills required.
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Defense Property Accountability System (DPAS) Training CertificationForklift certificationKnowledge, Skills and AbilitiesKnowledge of the governing supply systems, programs, policies, nomenclature, work methods, manuals, or other established guidelines; Ability to define or recognize the dimension of the problems involved, to collect the necessary data to establish the facts, and take or recommend action based upon application or interpretation of established guidelines.
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Proficiency in common geospatial software applications and tools, such as visual programming (JEMA, FADE/MIST, ECO/ETAS), Python, SQL, Git, GIMS, AWS Sagemaker, AWS Cloud, ESRI ArcGIS, statistics (descriptive, Bayesian), Markov-Chain modelling, TensorFlow, Linear Algebra, R, SAS, NLP.
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PurposeThe Sales, Inventory & Operations (SIOP) Planning Manager will oversee the development and execution of the tactical SIOP processes to ensure alignment of demand and supply strategies and forecasts through, order file management, inventory management, and team collaboration.
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This position is responsible for providing engineering expertise and guidance for the design, development, and implementation of IT security solutions that protects and monitors critical mission networks and systems.
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This includes, but is not limited to, Business Continuity Planning, IT Risk Assessment, Incident Response, Third Party Risk Management, and Security Awareness Training programs. Oversees the IT Risk Management program, providing program administration and maintenance to the Business Continuity Plan, IT Risk Assessment, Incident Response, Third Party Risk, and Security Awareness Training programs.
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Knowledge of digital cartography, image processing, geographical information systems (GIS), geospatial production techniques and NGA digital data formats. Experience in geography, cartography and Geographic Information Systems (GIS) which includes skill in ArcGIS applications.
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supply chain jobs Title: it systems analyst in Springfield, MS, Oregon
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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.
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.