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Education and/or Experience A minimum of 8+ years of testing & commissioning experience within electric utilities or complex commercial & industrial power plants performing the specific activities listed above (or an equivalent amount of combined education, training and experience which may include Journeyman Apprentice Electrician Training, US Army Prime Power School, US Navy Nuclear Electrician Program, etc.
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Commitment to Diversity, Equity and Inclusion: Movado Group is an equal opportunity employer and supports workforce diversity. Movado Group, Inc. is an equal opportunity employer.
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Management experience with these companies translates well to this opportunity: Walmart, 5 Below, Burlington Stores, Big Lots, Dollar General, Rural King, Gabes, Dicks Sporting Goods and Bed Bath and Beyond just to name a few.
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We offer a flexible work environment, paid training for required licensures, competitive benefits, bonus plans, and a company-funded Employee Stock Ownership Plan (ESOP) while supporting your professional and personal growth.
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As a Retail Sales Representative, you will be required to successfully complete new employee training. This is an opportunity to do something special and join a company revolutionizing the wireless industry.
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PRIMARY PURPOSE: AHF Products has a great career opportunity for a Maintenance Planner/Scheduler at our Lancaster Floor Plant in Lancaster, PA. In this role you will be responsible for effectively planning and scheduling maintenance work and ensuring continuous improvement within the planning and scheduling processes.
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During supervisory weeks (in between training weeks) Managers In Training work a variety of shifts, alongside team members, putting their leadership training to practice. You can expect to spend time with a Training Manager and Supervising Manager during your training, working various shifts to learn about our company, our retail team, our vendors and our guests.
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Designing and building a world class fiber network and creating a customer experience second to none. Brightspeed is an Equal Opportunity Employer/Veterans/Disabled.
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Requirements:· At least 18 years of age· Legally authorized to work in the United States· High School Diploma or GED· Bilingual candidates encourage to applyThis is an opportunity to do something special and join a company revolutionizing the wireless industry.
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We also have dedicated training to become a Facility Administrator, and training to become a Regional Operations Director. Once you have successfully completed training, you will join a holistic team of care professionals - including nurses, dietitian, social workers, and other experienced PCTs - to care for our patients.
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Performs a combination of tasks including but not limited to ordering, filling, kitting, stocking, loading, and inspecting orders accurately and efficiently. The Shyft Group is an Equal Opportunity Employer.
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Navy training provides skills and knowledge in everything from the fundamentals of explosive ordnance disposal to chemical and biological warfare, military tactics, deep-sea diving or a number of other tactical military procedures.
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ESSENTIAL JOB FUNCTIONS-Oversee and expand the agency's Volunteer Ombudsman (VO) and PEER components to include recruitment, orientation and ongoing training, timely review of visit reports, facilitation of VO meetings, and VO related program documentation for a growing volunteer network.
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This is an excellent opportunity for pre-med track individuals looking to gain practical, paid experience in a clinical setting before applying to an MD/DO/PA/NP program, as well as those pursuing careers in Health Informatics, Public Health, Healthcare Administration, Medical Coding, and other related fields.
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Partner with departments like Wellness, Athletics, Retention & Engagement (WARE), Center for Global Opportunities & Education, Men of Color Initiatives, Student Access Services (SAS), Military & Veteran Affairs (MVA), Consultation, Advocacy, Referrals and Empowerment (CARE) Center, International Student Services (ISS), New Student Orientation (NSO), Advising, and Career Development & Transfer Services to provide a holistic approach to engagement and leadership development opportunities.
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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.