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15+ years of experience in process engineering field; ideal candidates will have a healthy background within semiconductor manufacturing. You will coordinate complex projects within semiconductor manufacturing using creative solutions within existing construction / building code frameworks.
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Job Summary: The Branch Service Manager is responsible for ensuring the successful management of work performed in the service area. This position supervises shop and field service technicians and will provide input to the manager regarding evaluations, merit increases, and career development.
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If this sounds like you, you may have what it takes to be a salon manager at a Great Clips salon. Manager training to grow your team and the salon. What are salon owners looking for in a great Salon Manager.
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What you'll do Wendy’s (a brand of HAZA Group) is seeking a District Manager with 3+ years of relevant district manager/multi-unit management experience in food service, to oversee restaurant operations of 5-7 high volume Wendy's restaurants.
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Each IDCM will report to the Supervisory Immigration Detention Case Manager. This position is for a Department of Homeland Security (DHS), Office of the Immigration Detention Ombudsman (OIDO), Case Management Division contract.
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Join our team at Televerse as a Network Operating Technician, where you will support networks for Samsung Austin Semiconductor’s new manufacturing facility in Taylor, Texas. Join our team at Televerse as a Network Operating Technician, where you will support networks for Samsung Austin Semiconductor’s new manufacturing facility in Taylor, Texas.
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We are seeking a dedicated Elevator Construction Manager to join our client's team in the bustling Taylor, TX area. As the Elevator Construction Manager, you will play a pivotal role in the successful execution of projects.
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As a Restaurant General Manager, you have the keys to a $1 million+ business (literally!) KBP Brands is looking for a successful Restaurant General Manager. MyChange: Equips KFC restaurant employees with a $5,000 emergency fund, a habit of saving and greater financial know-how.
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The company serves a variety of end markets including chemicals , energy and; decarbonization , food and; beverage , electronics , healthcare , manufacturing , metals and; mining. Due to growth Linde, Inc., North Americas leading industrial gas and engineering company, is seeking an Industrial Maintenance Mechanic to join their team in the Taylor, TX area.
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The Sales Merchandiser position is responsible for the execution of Anderson Merchandisers standards to drive sales and meet retailer and client expectations This position is under the supervision of the Market Sales Manager but daily communication and follow-up with the Territory Sales Lead is expected.
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Department: Restaurant OperationsReports To: Assistant Managers and General ManagersFLSA Status: Non-exempt SUMMARYThis Golden Chick location is expanding and looking for Team Members to join our team.
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We are seeking a Technical Lead - Manufacturing System Administration to join our team. TITLE: Technical Lead - Manufacturing System Administration. 5-10 years experience in manufacturing system operation or similar business areas.
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This position will report directly to a District Manager, but you will work independently onsite at our retailer locations. Merchandiser - Flexible, Part time, Start now! Opportunities to work close to home or (if willing) the opportunity to be a Road Warrior.
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Meet with architect and construction workers at the job site
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F. L. Crane & Sons, Inc. an employee-owned specialty contractor with over 75 years of experience covering a wide range of finishing, metal panel systems and custom crating.
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assurance manager manufacturing jobs in Taylor, TX
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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.
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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?
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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.
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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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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.