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Ferris Mfg. Corp., a successful and long-established Medical Device Manufacturer, is seeking a responsible, self-motivated, hard-working, and detail-oriented Regulatory Affairs Manager. Ferris Mfg. Corp. established in 1977 is dedicated to the development and manufacturing of innovative wound-care products for the world professional health care market.
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Knowledge of machine design, welding processes, and special processes (coating, grinding, elastomer mfg, painting, bonding, etc.) Knowledge of machine design, welding processes, and special processes (coating, grinding, elastomer mfg, painting, bonding, etc.
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Parker Aerospace, an operating segment of Parker Hannifin Corporation, is one of the world's leading producers of flight control, hydraulic, fuel and inerting, fluid conveyance, thermal management, and engine systems and components for the aerospace industry.
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Description: The RF Sensor Center of Excellence is a cross-BA effort and the RF Sensor Mfg Engineer will be required to partner with the Prod-ops leads from the other BAs on RF Sensor development.
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Under the general supervision of a supervisor or an employee of equal or higher rank, Mfg. Eng. Resource Planner III is responsible for administering effective allocation of manufacturing resources for process planning creation and maintenance.
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Collaborate with manufacturing team to keep MFG inventory stock levels within min/max range. Manufacturing industry experience – oil and gas industry preferred. Work with the guidance from the Purchasing Manager to maintain supply inventory levels.
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Provide leadership and administer support in the areas of food safety and quality systems to assure the production and distribution of safe, quality foods.
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Under the general supervision of a supervisor or an employee of equal or higher rank, Mfg. Eng. Resource Planner III is responsible for administering the effective allocation of manufacturing resources for process planning creation and maintenance.
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Under the general supervision of a supervisor or an employee of equal or higher rank, Mfg. Eng. Textron is an Equal Opportunity Employer (M/F/D/V) We were aboard NASA's first lunar mission and brought advanced tiltrotor systems to market.
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Steel-toed shoes, safety glasses and ear plugs (85-90 dB) are all required when working in the mfg plant. Parflex-Fort Worth manufactures multiple types of braided plastic and rubber hose and polypropylene tubing used by the air and space community, military, utility companies, farm implements and U.S. defense contractors.
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5%) Runs reports off MFG Pro to identify materials and parts that must be sent via expedited shipment. Identifies materials and part locations using MFG Pro. Spectrum Brands is an Equal Employment Opportunity/Affirmative Action employer.
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Job Summary: The Production Home Assembler follows work orders and instructions in order to accurately and efficiently prepare and assemble building components and homes in a factory assembly line environment.
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FEATURED BLOG POSTS
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.
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.