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Requirements 2 Years OTR Driving Experience Must be at least 23 Years of Age Class A CDL with Hazmat and TWIC Clean MVR Dependable and Customer-Friendly Attitude Strong Work Ethic A tractor older than 5 years must be approved Talk to a recruiter TODAY.
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Work today, get paid today! Any form of unlawful harassment of employees or applications for reasons based on race, color, religion, gender identity, sexual orientation, national origin, age, disability, or veteran status is strictly prohibited.
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Knowledgeable in FMLA recordkeeping and compliance Knowledgeable in NC DES Employment Security Commission processes Experience with HRIS systems such as Silkroad HRMS, Employee Navigator or Microsoft GP is a plus Recordkeeping and document retention Self-motivated and able to work independently or as part of a team with minimal instruction Excellent organizational skills, strong oral and written communication skills Spanish a plus but not required Must be able to pass a criminal background check.
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Don't let this opportunity go up in smoke - apply today! All qualified applicants will receive consideration without regard to race, age, color, sex (including pregnancy), religion, national origin, disability, sexual orientation, gender identity, marital status, military status, genetic information, or any other status protected by applicable laws or regulations.
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You have at least 3-5 years of fiber splicing and troubleshooting experience. Operate all testing equipment and be adept at resolution of challenges common to fiber optic networks.
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Minimum of 15 years of firefighting experience, with at least 5 years in a leadership role. These are critical leadership roles within our Regional Fire Service, responsible for planning, developing, coordinating high quality integrated emergency services and implementing comprehensive training programs to enhance the knowledge, skills, and abilities of our firefighting personnel.
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Providing early intervention therapy in a center-based setting - Shaping the minds of kiddos in early childhood (ages 18 months to 8 years old) - Collecting data and implementing individualized treatment plans for each child - Collaborating with BCBA’s and our team of like-minded individuals dedicated to living ABC’s core values -Allocate 8 hours per week off direct care schedule to work on BDS modules Sit for the BCAB exam within 6 months of joining our team.
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Job Schedule: This is a teen lead program so applicants must be between 16-18 years old to apply. Required certifications: Basic Life Support/First Aid and Emergency Oxygen to be completed upon hire, national certification NCCA accredited program such as: ACE, NETA, AFAA, NASM, in group fitness instruction and YMCA Foundations of Group Exercise certification.
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Must be at least 18 years of age. Candidates must be legally authorized to work in the U.S. without company sponsorship now or in the future.
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The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. 2 or more years of gas utility construction experience.
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Be at least 18 years of age. Auto Painter Helpers will be required to repair vehicles thoroughly, safely, and profitably in accordance with Caliber and OEM standards using our state-of-the-art equipment.
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Preferred 2 or more years of gas utility construction experience. A place where they find meaning and purpose in doing the important work of ensuring communities have the vital energy, light, and communications to prosper.
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Work Hours & Shifts: Night Shift - 7p-7a or Day Shift - 7a-7p 3 – 12 hour shifts This role also offers the potential for some hybrid work after 1 year of experience with the Patient Flow & Transfer Center Team. Job Summary: With thousands of requests handled per year, the Duke Health Transfer Center is the patient and provider link to world-renown patient and family centered care.
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Some of our top agents are students, stay-at-home moms, people in retirement, and freelance workers. It is also fully remote, meaning that workers who prefer work from home or virtual environments will thrive.
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Possess the ability to fulfill any office activities normally expected in an office setting, to include, but not limited to: remaining seated for periods of time to perform computer based work, participating in filing activity, lifting and carrying office supplies (paper reams, mail, etc.
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work today must be 18 years of age jobs Title: shift lead in Apex, Amarillo, Texas
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Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.