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Job Description Job Title: Auditor III*may underfill as a Auditor II or IJob Description:The Internal Audit of the Utah Department of Natural Resources is seeking a detail-oriented and analytical Internal Auditor to join our team.
$26.02 - $48.08 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This role will be responsible for the leadershipand oversight of the contractual risk assessment team including hiring, onboarding, training, and performance management and will provide thought leadership relating to insurance, contract, and risk transfer strategies adding value to account teams and clients.
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Thorough understanding of cybersecurity risk assessment, third-party risk management, and related processes and documentation. Evolve cyber risk assessment practices to keep pace with emerging technology, cyber threats, and industry trends.
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Clinical Assessment Nurse (UAS) We are looking for RNs in NY that are interested in the administrative side of nursing with excellent assessment and documentation skills! RN Completes assessment of members needs due to changing conditions.
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The Advanced Placement (AP) Curriculum and Assessment Team (60+ staff) supports College Board in serving more than seven million students a year as they prepare for a successful transition to college through programs and services in college readiness and college success - specically through the AP Program.
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Degree in educational assessment or curriculum and instruction (or a closely related area) Arranges a set schedule with the supervisor, which is normally not flexible, based on the needs of WGU and its students.
$59,900 - $89,900 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Job Title High School Assessment Facilitator Department School Supervisor School Principal Salary Schedule ESP (66) Lane Placement J Contract Length 9 months FLSA Classification Non-exempt Last Review Date Sept. 2022.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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SoFi is seeking an energetic, analytic, and intellectually curious Independent Assessment & Review Manager to join our Fraud Risk team. Develop fraud 1st line program assessment methodology and approach.
$115,200 - $216,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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As an Assessment Specialist - Science within the Asset Creation team, you will work as both a content and assessment expert to develop K-12 assessments for our state and district clients.
$65,000 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Identifies, assesses and diagnoses problems through patient assessment and interactions; and evaluates actual or potential patient health problems. Some positions may require additional certifications such as Advanced Cardiac Life Support (ACLS), Pediatric Advanced Life Support (PALS), or Neonatal Resuscitation Program (NRP) within one year of hire.
Full-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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The Crisis Assessment Specialist may perform the following as required: face-to-face evaluations, telehealth (video) triage evaluations, respond to and/or triage patient/family complaints, assist in management of all assessment records, perform statistical analysis.
Part-timeExpandApply NowActive JobUpdated 1 month ago
FEATURED BLOG POSTS
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.