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BSW Health Signature Medicine
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Information Security Analyst II. Possess knowledge of the following program areas: Identity and Access Management, Physical Security, Third Party Risk Management, Enterprise Risk Management, Security Awareness Training, Cryptography, Threat and Vulnerability Management, Incident Response, Business Continuity Planning / Disaster Recovery, Data Classification, Insider Threat, Data Loss Prevention, and Data Protection.
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The Mental Health Professional II is to deliver exceptional, patient-focused care by providing supervised mental health services to patients and their loved ones. Do you have the PRN career opportunities as a(an) Mental Health Professional II you want with your current employer.
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EPA Certification: EPA Type II or EPA Universal certification required. Technical Skills: Intermediate competency in HVAC, plumbing (water heaters, drain clearing, fixture replacement), electrical, appliance repair, painting, and carpentry.
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HNTB North Texas is seeking a Water Resources Engineer II. Our office has a rich history of delivering complex projects for clients such as FEMA, DART, NTTA, ARDOT, TxDOT, and major airports in Dallas/Fort Worth and Little Rock. Our diverse team of over 125 professionals across Dallas, Fort Worth, Plano, and Little Rock fosters a dynamic, inclusive, and equitable culture.
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The Pharmacist Informaticist II demonstrates passion and enthusiasm for pharmacy informatics supporting the Health Informatics Department’s vision and strategic goals of CHRISTUS Health. Epic Willow certification/accreditation/self-proficiency preferred (required to certify in the relevant application within first 90 days of hire) Note: Once achieved, must be maintained.
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Experience with commonly used electrical engineering design and analysis tools including but not limited to: Altium, DX Designer, Mentor Capital, Creo Schematic.
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When Assigned to Parks Maintenance Technician II - $33,954.75 - $49,234.02 Duties of Level I carry over, in addition to: Assists in complex irrigation maintenance and repairs. When assigned to Parks Maintenance Technician III - $35,868.56 - $52,726.13 Duties of Level I & II carry over, in addition to: Installs, schedules, and assists in complex irrigation maintenance and repairs, and performs system checks.
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The Information Security Analyst is responsible for establishing and executing a portion of the Globe Life Information Security Program to provide information security services that support the reduction of business security risk.
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As a Systems Engineer, you will be using your skills and expertise to research, architect, model, simulate, test, certify and improve cutting edge products and services.
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Job DescriptionTimmons Group is seeking a Civil Project Engineer II/III - Renewable Energy candidate for our Renewable Energy Group locatedin our Plano, Texas office. Projects in this group focus on land development for utility scale wind and solar farm projects around the country.
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1,000 First-Year Bonus Maintenance Technician II OUR COMPANY: At Fairfield, we are proud to be a leader in the multifamily housing industry. Technical knowledge in the following areas: electrical, plumbing, HVAC, swimming pools, carpentry, dry wall, exterior structural, and appliance repair.
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The primary purpose of the Agile Technical Analyst II is to use a blend of analysis, technical, business, testing, and critical thinking skills to elicit business and technical requirements and perform testing throughout the sprint cycle.
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Service Tech II Windsor Preston - Plano, TX. Site specific certifications such as:EPA Type II preferred or ability to become certified within 90 days of start dateCPO (Certified Pool Operator) preferred or ability to become certified within 90 days of start date.
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Primarily involved with preparation of geotechnical reports, including analysis and recommendations with a strong commitment to meet project deadlines
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Title: library ii in Fairview, TX
FEATURED BLOG POSTS
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.