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U.S. based employees are also eligible to receive, per calendar year, up to 80 hours of sick time, and new hires are eligible to accrue up to 120 hours of paid vacation.
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Estimate of weekly payments is intended for informational purposes and includes hourly wages, as well as reimbursements for meal & incidental expenses, and housing expenses incurred on behalf of the Company.
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Must graduate from an accredited cosmetology school and obtain the necessary license(s) to perform salon services within or before 90 days of hire-date. Must graduate from an accredited cosmetology school and obtain the necessary license(s) to perform salon services within or before 90 days of hire-date.
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Enjoy flexibility - This role is open to a hybrid setting 2 days in office / 3 days work at home. Chartered Property Casualty Underwriter (CPCU), Associate in Commercial Underwriting (AU), Associate in Risk Management (ARM), Certified Insurance Counselor (CIC), and/or Certified Risk Manager (CRM) designations preferred.
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Pay package is based on 12 hour shifts and 36 hours per week (subject to confirmation) with tax-free stipend amount to be determined. Supplemental Health Care is seeking CVICU RNs in Arlington, Texas for a 13-week assignment at a partnering hospital.
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Job Description & Requirements Specialty: LPN / LVN Discipline: LPN / LVN Start Date: ASAP Duration: Ongoing Employment Type: Staff Location: Arlington Primary Care Department: Arlington Primary Care Shift: First Shift (United States of America) Standard Weekly Hours: 40 Summary: Functions in collaborative practice with physician(s) and/or nurse practitioner(s) in physician practice or clinic setting.
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GLC on the GO is seeking an experienced Endoscopy Registered Nurse for an exciting Travel Nursing job in Fort Worth, TX. Shift: 4x10 hr nights Start Date: 10/14/2024 Duration: 5 weeks Pay: $1610.5 / Week.
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This position ensures accurate, efficient recording of vehicle and customer information/ during the sale and provides administrative support to the auctioneer on sale days from a local Cox Automotive Manheim location virtually.
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Attend a 30-week paid training program to gain skills and certifications in traffic control, emergency response, crowd control, crime prevention, intelligence recording, patrols, traffic control, community engagement, conducting investigations, weapons operation, use of non-lethal force, knowledge of legal violations, and corrections operations.
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Family Support programs including 8 week Paid Primary Caregiver Leave, fertility, family forming, and hormonal health assistance and back-up child, adult, and elder care. 20 days of PTO, plus 10 paid holidays.
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Job Description & Requirements Specialty: LPN / LVN Discipline: LPN / LVN Start Date: ASAP Duration: Ongoing Employment Type: Staff Location: Hurst Primary Care Department: Hurst Primary Care Shift: First Shift (United States of America) Standard Weekly Hours: 40 Summary: Functions in collaborative practice with physician(s) and/or nurse practitioner(s) in physician practice or clinic setting.
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Commit to a minimum schedule of at least 20 hours/week (minimum 4 hour shift increments) throughout the tax season. Commit to a minimum schedule of at least 20 hours/week (minimum 4 hour shift increments) throughout the tax season.
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36 hours per week. RN, Registered Nurse, Travel Nurse, Travel RN, Travel OR RN, RN OR, Nurse Practitioner, RN Operating Room, Operating Nurse, RN Operating Room Jobs, Operating Room Travel Nurse, Travel, Contract, Assignment, Nursing, Contract RN, Temporary RN.
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Work Life Balance: Flexible hybrid work environment, 2-days a week in office. GM Financial is set to change the auto finance industry and is leading the path of embarking on tech modernization - we have a startup mindset, and preserve our small company culture, in a public company environment with financial stability and intense growth over a decade-plus history.
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You’ll typically work 3 ½ - 4 hour shifts, approximately 17 ½ - 20 hours per week in a part-time or seasonal role and 8 hour shifts in a full time role. Take the next step on your career journey as a Package Handler/Warehouse Worker at UPS. Full and part time postions available.
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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.
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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.