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SRI is seeking a cognitive enhancement specialist to support the Army's Holistic Health and Fitness (H2F) system. Cognitive Performance Specialist. Documents work performed, utilization, recommendations, and all other information.
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Administrative Specialist Tennessee Department of State Tennessee State Library & Archives Red River Regional Library. Possess flexibility in accepting new responsibilities and learning new concepts for information processing and /or office procedures.
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We are looking for an energetic and results-driven Prevention Specialist to provide injury prevention services onsite for a large manufacturing facility in Clarksville, TN.We strive to increase the industrial athlete's ability to perform their job duties safely and decrease the risk of injury through intervention at the early onset of discomfort in a dynamic work environment.
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Skill in collecting and analyzing complex data, evaluating information and systems, and drawing logical conclusions. Solid understanding of information systems and their effect on processes and controls.
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Job DescriptionJob DescriptionSalary: If you love helping people, youll love this job!
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The Application Specialist reports to the Manager, Application Specialists and is responsible for facilitating training and practicums, as well as providing advanced technical support for HammerHead equipment applications.
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The Cognitive Performance Specialist (CPS) functions as an integrated member of a multi-disciplinary team focused on optimizing Soldier readiness and performance within the Army's new Holistic Health and Fitness (H2F) System.
$67,000 - $85,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We are seeking a detail-oriented candidate to join our team as a Payroll Specialist. The Payroll Specialist will serve as the team expert on employee data change processes and guidelines.
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There is NO experience required, paid training is provided for all job openings.
$24.63 - $39.27 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Centerstone does not discriminate against any employee or applicant because of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition (including breastfeeding), or any other basis protected by law.
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Florim USA provides equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity, and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state, or local law.
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There are few things that can change the course of battle like a properly executed air strike.
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Job Title : Quality Assurance Manager. Provides feedback to key personnel regarding opportunities for improvement and follows up to ensure the changes implemented achieved the desired effect. Position is on-site, with limited possibilities of remote work.
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Job DescriptionJob DescriptionTAKING CARE OF OUR GUESTSTO-GO/CURBSIDE SERVER RESPONSIBILITIES At OCharleys, our goal is to satisfy our guests completely so they will return again and again.
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This position’s responsibilities include ensuring parts meet customer specifications, ensuring the company’s compliance to ISO practices and standards, oversight of the Shipping / Receiving Department.
$14 - $16 an hourFull-timeExpandApply NowActive JobUpdated 9 days ago
Title: information assurance specialist Company: Chenega Professional Services Strategic Business Unit in Clarksville, TN
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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.