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Special Skills: Proficient in computer technology applications for school food service operations. School food service experience preferred. Serves as nutrition resource person to students, school district staff and cafeteria managers.
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Knowledge of basic principles of construction, school plant maintenance, and custodial operations. Mansfield ISD - Mansfield ISD Exec. Director of Facilities & Operations Job Title: Mansfield ISD Exec. Director of Facilities & Operations.
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Spring Education Group's Early Childhood Education Division includes nearly 150 schools offering services from infant care through Pre-K/K programs, as well as summer camp and after-school programs.
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POSITION REQUIREMENTS Job Knowledge, Training and Experience : Requires a high school diploma or equivalent; and successful completion of Lineman training. United Cooperative Services has an open position for a Journeyman Lineman in our Mansfield Operations Department.
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May require a visit facility operations in temperatures at or below freezing. High school diploma or general education degree (GED) plus one to three years’ office experience or equivalent training and experience.
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It’s the job of Cyber Systems Operations specialists to design, install and support our systems to ensure they operate properly and remain secure from outside intrusion. High School Students may start their application as early as the end of their junior year.
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EDUCATION and/or EXPERIENCE: High school diploma or general education degree (GED); Minimum of 5 years of progressive print production experience in a Press Operator or related role; 3+ years experience operating offset / sheet fed conventional printing press es.
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High School Diploma or equivalent, CNC certification, or metalworking/tooling certification preferred. Knowledge in operating CNC, milling, grinding, and press operations machines preferred.
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The Support Lead is also responsible to “Wow the Customer”, assist with front end operations, cash management, cleanliness, safety, and driving sales. Must be able to exchange accurate information in these situationsFrequently move across the sales floor assisting customers, as well as to and from the stock room retrieving and putting away merchandiseMust be able to identify and discern email and print instructions regarding merchandise layouts, associate schedules, and standard operating proceduresMust be able to remain in a stationary, upright position for 80% of the timeQUALIFICATIONS:High School Graduate or equivalent.
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High School Diploma or G.E.D. Must be at least 21 years old Must have valid Driver's License Benefits: Medical insurance Dental insurance Vision insurance 401k retirement planning with company match Short-Term Disability insurance Paid vacations Product discounts and MORE.
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Ensures operations meet Raising Cane’s standards in all restaurant zones during a shift. High school diploma or equivalent required, some college preferred. The Restaurant Manager is responsible for supporting the Restaurant Leader in day-to-day operations of the restaurant and upholding Raising Cane’s standards and culture in shift management responsibilities of restaurant operations.
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In the Director in Training (DIT) role, we look for committed individuals who want to have a positive impact in the lives of children and their families, while learning to efficiently run all school operations.
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JOB SUMMARY Under the supervision of the Director of Fleet Maintenance, the Fleet Supervisor is responsible for overseeing all fleet maintenance operations for the counties and operations of their assigned area.
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Desire to interact with customers and provide an incredible customer experience Video game knowledge preferred Qualified Senior Game Advisor (Shift Leader) candidates will possess the following: High School diploma or GED Must be at least 18 years old.
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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.
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.