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A fully trained Border Patrol Agent may be eligible for up to an additional 25% of base pay per the BPA Pay Reform Act of 2014. EARN UP TO $30,000 IN RECRUITMENT INCENTIVES Newly appointed Border Patrol Agents will be offered a $10,000 recruitment incentive upon successful completion of training at the academy and an additional $10,000 recruitment incentive after three years of service.
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The position of Vice President of Administrative Services requires a CPA certification or Masters of Business Administration, Finance, Public Administration or related field and eight (8) years of professional accounting experience, preferably in municipal finance and capital markets, including a detailed knowledge of the treasury functions, taxation, bonded indebtedness, and accounting and financial reporting requirements.
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service model; managing and supporting customer service initiatives (for example, store of the community and community outreach programs);
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Ability to push and pull merchandise up to 2,000 pounds with the assistance of proper material handling equipment (e.g. pallet jack). Work shifts vary from one store to another, but generally are no less than 4 hours and may exceed 8 hours Promote a safe and productive work environment for Team Members and customers and adhere to Company safety training and guidelines Physical Requirements Ability to move and transfer merchandise, weighing up to 50 pounds, throughout the store.
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Ability to move and transfer live animals, equipment, and merchandise weighing up to 50 pounds. Lifting up to 50 pounds. Farming, ranching, pet/equine, or welding knowledge is strongly preferred.
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Working with manufacturing standards (e.g., use of Mitchell 1, use of OEM Support tools, knowing current standards, staying up-to-date with the latest technology, having experience working with electronics, etc.
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The Cleaning & Maintenance Attendant typically works an 8 hour shift consisting of up to 40 hours a week. Ability to stand and walk for up to 10 hours on hard and uneven surfaces. Ability to bend, carry, climb, push, pull, stoop, squat, twist and lift up to 50 pounds.
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The Certified Nursing Assistant / Medical Assistant assists with patient care throughout nursing areas and is responsible for the safe transport of patients via wheelchair or stretcher, provides the services of an observer/sitter for any patient who requires constant observation in order to maximize his/her safety.
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Must be a licensed Certified Occupational Therapy Assistant in the state in which he/she practices. Must be a licensed Certified Occupational Therapy Assistant in the state in which he/she practices.
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Company store credit for your first AccentCare-branded scrubs for patient-facing employees Qualifications Be the Best Home Health Physical Therapy Assistant You Can Be If you meet these qualifications, we want to meet you.
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30 Day PDO - Up to 6 weeks (including Holidays) The Certified Occupational Therapy Assistant is a qualified professional who, under the supervision of the Director of Nurses and licensed Occupational Therapist, provides therapy services to clients in their homes under the Plan of Care established by the Occupational Therapist.
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And, to help keep your pay more consistent, we'll pay the portion of miles you've run right up to the payroll cut off time. Teams start up to $0.79 CPM: $0.75 CPM base + $0.04 CPM safety/service.
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Our team members make up to $30-$34 per hour of total income. If this sounds like you, then you may have what it takes to be an assistant salon manager at a Great Clips salon. What are salon owners looking for in a great Assistant Salon Manager.
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To learn more about what Assistant Managers are responsible for, check out MAC Pizza - Assistant Manager Job Description. As a Domino's Pizza Assistant Manager, your success is vital to our business.
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The Assistant Manager (AM) is primarily responsible for supporting the general manager in all operational and financial aspects of their restaurant operations. The Assistant Manager (AM) is primarily responsible for supporting the general manager in all operational and financial aspects of their restaurant operations.
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up job Title: administrative assistant Company: Service Corp International in Wharton, TX
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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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.
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.