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Willing to develop and execute on complex, B2B omni-channel experience plans including advertising, nurture, ABM, lead and demand generation programs, content development, social media activations, partner co-marketing programs, webinars, events, etc.
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Essential duties for the School Psychologist will be to provide counseling services to students on IEPs as well as to the regular education population (mood disorders, autism, anxiety, depression, ADHD, social skill deficits, conduct disorders) in order to foster positive coping strategies, motivation, and skill development.
$1,650 - $2,000 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Participate in our social media marketing campaigns, including creating reels, stories, videos and in-feed posts (check out the hashtag #CengageBA on Instagram and TikTok to see Ambassador-made content.
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By working closely with the sales leadership team, the Marketing Specialist / Graphic Designer helps to maintain a cohesive brand image across various platforms, from social media graphics and website design to brochures and advertising campaigns.
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Two years of direct social service experience. HOMEBUILDERS Directors must be licensed by the South Carolina Department of Licensing Labor and Regulation (SCLLR) as one of the following: Licensed Psychologist (LP), Licensed Professional Counselor/Associate (LPC/A), Licensed Marriage and Family Therapist / Associate (LMFT/A), or Licensed Independent Social Worker- Clinical Practice (LISW-CP) / Licensed Master Social Worker (LMSW.
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Experience with social media and an understanding of how different types of content excel on different platforms. Assist in the building of multi-channel campaigns using tools such as Piano, Blueconic, Hubspot, social media management platforms, etc.
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Works in close conjunction with other fund development officers, pursuing and contributing to harmonious collaboration between direct marketing, social media, foundation, corporation, and planned giving staff for optimal integrated strategies in regard to major donor communications as well as overall department initiatives.
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LMSW (Licensed Master Social Worker) or LISW (Licensed Independent Social Worker) through the SC Board of Social Work Examiners; or, Master's degree in Social Work, Counseling, Psychology or related human services field.
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As needed, support efforts such as special projects and requests related to social media, crisis communications, media relations, external partnerships, executive communications, employee relations, and thought leadership.
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A college degree with experience in writing, photography, video and social media. This position will execute various digital media functions such as: social media strategy, content development, deployment, maintenance, and updating on behalf of the SC Highway Patrol Community Relations Recruiting and FOIA unit (CRRF.
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Master of Social Work (MSW) or RN with behavioral health care experience required. Licensed Master of Social Work (LMSW) or RN in South Carolina. 3+ years of professional clinical practice experience working with pediatric patients with a multiple, complex behavioral health needs and/or recent inpatient psychiatric admissions.
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Proficient computer skills including online facilitation and comfort with social media. Planning and implementing solar group buys, including cultivating partner relationships, engaging with the media, conducting public information sessions, member communication and support, facilitating the solar installer selection process, and managing installer relationships with SUN members.
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You will work closely with the Creative Services Director, Vice President of Marketing, and other senior stakeholders to understand the business goals (typically brand awareness, mental availability and demand generation), target audiences, and value propositions of SHI’s products and services, and then translate them into compelling and consistent visual stories across all channels and media.
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Working knowledge of IT media transport such as inside/outside plant fiber, microwave (RF), cellular (LTE), DWDM, etc. Effective computer skills including detailed knowledge and experience with Microsoft Office Products: Visio, Power Point, Excel, Word, and Outlook.
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There are currently 6 pediatric endocrinologists, a nurse practitioner, a certified diabetes care and education specialist, dietician and a dedicated social worker. MUSC Health, the clinical enterprise, operates a 750 bed medical center, which includes a nationally recognized Children’s Hospital, the Ashley River Tower (cardiovascular, digestive disease, and surgical oncology), Hollings Cancer Center (one of fewer than 70 elite National Cancer Institute designated centers), a Level I Trauma Center and the Institute of Psychiatry.
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social media jobs Title: experience in Columbia, SC
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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.