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The Materials Design and Optimization Division of the Applied Research Laboratory at Penn State is seeking undergraduates interested in a wide range of topics focused on the design, analysis, fabrication, and testing of advanced materials and material systems.
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Role: The successful candidate will teach courses in media management and economics at both graduate and undergraduate levels and perform research on the management and economics of the telecommunications and media industries, including local radio and television stations; broadcast, broadband and satellite networks; Internet content and service providers; wired and wireless telephone companies; social media; and other related media and entertainment industries.
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The Operations Research and Systems Analysis (ORSA) Department in the Undersea Systems Office (USO) at the Applied Research Laboratory (ARL) is seeking a highly motivated, self-starting undergraduate student intern in an engineering, physics, statistics, and/or applied mathematics discipline to support modeling and simulation for systems analysis and development.
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Support all aspects of student services including fieldwork and other engaged learning opportunities for students with the College’s student and career engagement staff , student recruitment with the College’s Recruiting Director , and student advising, engagement, retention, and success in collaboration with the College’s Center for Student Advising and Engagement and Office of Undergraduate Education.
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The Department of Educational Psychology, Counseling, and Special Education is seeking to hire part-time instructors to teach undergraduate and graduate courses in Educational Psychology, Counselor Education, School Psychology, Rehabilitation Human Services, and Special Education.
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Enrollment or completion of an undergraduate program in a humanities field or field related to writing. Experience writing professionally (copywriter, journalist, technical writer, editor, etc.
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An undergraduate or graduate degree in accounting, with 150 credit hours preferred. Maher Duessel is a leading regional CPA firm that was founded to provide high-caliber audit, tax, and consulting services to clients in the governmental and non-profit sectors.
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New York Institute of Technology's six schools and colleges offer undergraduate, graduate, and professional degree programs in in-demand disciplines including computer science, data science, and cybersecurity; biology, health professions, and medicine; architecture and design; engineering; IT and digital technologies; management; and energy and sustainability.
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Teach courses in mathematics at undergraduate and graduate levels. Demonstrated ability to teach effectively at undergraduate and graduate levels. Teaching experience at undergraduate and/or graduate levels.
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Current or incoming college and university students studying finance, accounting, business administration, or economics will be given preference for this role. Balance teller drawer daily and participate/assist in office meetings/huddles, operations meetings, and dual control balancing of vault, ATM, and any other device, as needed.
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Interest in cooking, home economics, health, mathematics, accounting and chemistry. Depending on which specialty you pursue, you'll be able to pursue a career as a cook, chef, meat cutter, butcher, or baker.
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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.
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If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.