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Summit is committed to creating value, providing access to growth capital, implementing best practices, and offering a safe place to work while striving to exceed our environmental and social responsibilities.
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Work on a service team to achieve safe and efficient wind turbine maintenance. High School Diploma / GED and Associate Degree in a Technical Mechanical or Wind Energy discipline from an accredited college or wind technical school OR equivalent work experience within mechanical, electrical, or hydraulic industries.
$19.47 - $22 an hourFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
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Coordinate and assist with compressor overhauls, compressor station readings and work in a team environment. Work with team members to set expectations and standards for contractor performance, including ensuring that they understand and abide by all of Apache’s environmental, safety, and operational standards.
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Results: Pursues work with energy, drive, and results orientation to positively impact Apache's business success. Job is classified as including medium physical work. The Mechanic Sr, for Apache Corporation will be a member of Apache’s Onshore Production Operations team at the company’s Garden City, TX office reporting to the Maintenance Foreman.
Full-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Work is regularly performed in outside weather conditions, including rain and extreme cold and heat, near moving mechanical parts; exposure to high wind, ice, snow, wet and/or humid conditions, vibration, and dust is expected.
Full-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Work with SCADA system to identify and correct failed equipment and sensors. Work involves standing and walking most of the time but will also involve sitting and driving for extended periods sometimes over rough terrain.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Minimum of 2 years of related midstream work experience. Ability to work 12-hour rotating (day/night) shifts and will require some weekends and holidays to be worked. Targa Resources provides equal employment opportunities based on merit, experience, and other work-related criteria and without regard to race, color, ethnicity, religion, national origin, sex, age, pregnancy, disability, veteran status, or any other status protected by applicable law.
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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?
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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.
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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).