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Strayer University is seeking a dynamic Adjunct Faculty member to join our academics team. The hybrid format is described as teaching the course in both the in-person and online modalities.
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We’re excited that you are applying to become a member of the Adjunct Faculty in the Department of Peace, Human Rights & Cultural Relations in the School of International Service at American University.
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Herzing University's Online Division is seeking a nursing professional with experience in teaching to join our team as a part-time Faculty member supporting our post master's DNP students.
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This is an online adjunct teaching position, and other duties may be assigned according to experience and qualifications. The Online Associate (Adjunct) Faculty position is a part-time, temporary adjunct employment opportunity.
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The relationship of the adjunct faculty member to the student is one of teacher and facilitator of learning. Each adjunct is hired to instruct a particular course (s) within a department.
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A Masters and Terminal degree in Business from a regionally accredited institution is required. Our INNOVATION is powered by the belief that today's workforce cannot be supported by yesterday's education.
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We’re excited that you have been selected as a member of the Adjunct Faculty in the Department of Government at American University. This is an open continuous vacancy announcement that will be used to fill adjunct vacancies as they occur.
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An opportunity now exists in our Cost Analysis and Research Division (CARD) for an experienced Adjunct Research Staff Member - Research Analyst. The Institute for Defense Analyses (IDA) is a Federally-Funded Research and Development Center supporting the Department of Defense (DoD) and other federal agencies.
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Trinity Washington University is seeking an adjunct faculty member to teach the following face-to-face course for Fall 2024. Official transcripts for all degrees earned, sample course syllabi, course evaluations and/or other evidence of teaching effectiveness, and contact information for three professional references will be needed if the candidate is invited to campus for an interview.
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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.
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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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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.