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Experience and exposure to construction projects within the biodiesel, oil seed crushing, bioplastics, biomass, ethanol, wind or other Ag processing industries is a must. When biodiesel, oil seed crushing, bioplastics, biomass, ethanol or wind producers need a design built, our client is the one they call.
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Value-add Ag such as: Ethanol, Seed Oil, Petfood. Experience with major automation platforms, such as Rockwell Automation, Schneider Electric, Siemens. Value-add Ag such as: Ethanol, Seed Oil, Petfood.
Full-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Miller Mechanical Specialties (MMS) is a supplier and integrator of instrumentation and control systems to process industries in the Midwest, including ethanol, biodiesel, biochemical, water and wastewater treatment, food and beverage, and corn and soy processing.
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Or Associate's degree (A.A., A.S.) from a two-year community college or technical school with an emphasis in Computer Studies or Instrumentation and Controls preferred. Control System Programming - PLC (Programmable Logic Controller) and/or the HMI (Human Machine Interface), and databases, and thus could require programming in several PC languages.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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In recent years, the area has been transformed from a trade center serving family farms to a regional agricultural center with ever-expanding grain terminals, processing facilities, and ethanol plants.
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PLC Programming, Troubleshooting and Project Documentation. Experience with object oriented programming, user interface development, database systems, and system integration. Launch projects on-site while being available for troubleshooting, support, and training.
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Associate Plant Engineer - Ethanol Plant. Valero's Aurora ethanol plant is located near Aurora, South Dakota, six miles east of Brookings and 60 miles north of Sioux Falls. Su pports activities related to the design, modification and operation of process equipment in the ethanol plant.
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Manufacturers they represent include Endress+Hauser, SAMSON, Draeger, and Clark-Reliance. Miller Mechanical Specialties Inc., a manufacturer's representative partner company of Endress+Hauser Inc., is looking for a Field Service Technician to join their team in Sioux Falls, SD. The position of Field Service Technician entails daily travel to their varied customers (including power, energy, process, municipal, chemical, mining, life sciences, pharma, food and beverage, and commercial) throughout their territory to service mostly instrumentation.
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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.
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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.