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We are seeking a motivated individual to join our CA - Columbia site's engineeringteam based in Gaston, SC. The ideal candidate for the Reliability/Rotating Equipment Engineer role, will be results driven, motivated by technical challenges and have excellent communication, organization and interpersonal skills as well as demonstrated strong problem solving and analytical skills.
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Design Manufacturing Automation and Process Control Systems, including software and graphical (HMI) solutions. As a Control Engineer within our supply chain engineering team, you'll play a crucial role in managing and designing Facility Control Systems (DCS) and Manufacturing Automation and Process Control Systems.
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Technical Analysis: Utilize our proprietary software for frame, secondary, bracing, crane, mezzanine, and panel analysis to ensure structural integrity and performance. As a Structural Design Engineer, you'll play a crucial role in the design process, ensuring that each project meets our high standards of quality and performance.
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Assist with filling priority orders by utilizing ERP software, pulling materials, operating assembly machines, and loading of trucks. Work closely with first shift operations, receiving, and warehousing to streamline and improve processes.
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As a Design Engineer, you will work with all departments, production, and outside sales to actively manage projects and help increase division sales and profits. Nucor Buildings Group in Swansea, SC is seeking a talented Design Engineer to join our team.
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You will be responsible for designing all parts of the metal building system, including structural steel, wall and roof panels, secondary members, and stability bracing. This individual will be responsible for designing safe, accurate, and cost-effective low-rise metal building systems, including airplane hangars, churches, gymnasiums, industrial buildings, and more.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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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.