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Under he supervision of he Manager of Media echnology Services (M S), he Audio Visual (AV) echnician II is responsible for suppor of opera ion and main enance of he dis ance learning and video conferencing sys ems ins alled in classrooms and audi oria across he UMass campus.
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Reports to the CPP and Counseling Manager and is a salaried, exempt position. Works with Academic Manager to identify and solve problems of academic concern. Submits written student reports/evaluations as needed to outside agencies, referrals to Mental Health Consultant, Review Boards, or at the Center Director's request.
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The Costume Shop Manager oversees the production of costumes, costume facilities, and costume shop budget for the annual performance season of the Department of Theater and Dance. The Costume Shop Manager is a full-time, year-round position, starting at $80,000 per year - commensurate with experience.
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Odle Management – A subsidiary of Eckerd Connects Reports to the Safety, Security and Transportation Manager and is an hourly, non-exempt position. Odle Management – A subsidiary of Eckerd Connects Reports to the Safety, Security and Transportation Manager and is an hourly, non-exempt position.
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Moms In Motion has an immediate opening for an SF Courier Case Manager. The SF Courier works closely with the SF Data Clerk to support the families we serve. This is a salaried (plus mileage), non-exempt, full-time position (40 hours) with benefits.
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Join our dedicated team as a Unit Manager and play a pivotal role in planning, implementing, and coordinating nursing services for a designated unit. State licensure as a Registered Nurse (RN) or Licensed Practical Nurse (LPN.
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When there is no manager onsite, the Operations Supervisor or Shift Supervisor leads the store staff, ensures that store operations run smoothly, and is responsible for ensuring the completion of all opening and closing procedures.
$16 - $18.5 an hourPart-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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The Amherst Corner Restaurant is a family-owned restaurant with 15-18 employees, located in Amherst, VA. We are dedicated to serving high quality food and providing excellent customer service to diners, while also providing a safe and enjoyable work environment.
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Up to $17 / hr start for open availability and experienced Department Manager jobs. Department Manager benefits. You must be 18 years or older to be a manager in the restaurants. The People Department Manager’s responsibilities may include making sure the restaurant hires qualified crew, trains them well, and schedules them to meet restaurant sales and profit goals.
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Company Description: The Amherst Corner Restaurant is a family-owned restaurant with 15-18 employees, located in Amherst, VA. We are dedicated to serving high quality food and providing excellent customer service to diners, while also providing a safe and enjoyable work environment.
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Train for the position of Shift Leader to operate the restaurant in the absence of the Senior/General Manager. Helping Hands - Employee assistance fund that provides financial help to Boddie-Noell employees in time of need.
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Shift Manager trainee with open availability and QSR experience starting $16. Candidates must meet availability and experience qualifications to receive the starting $16 an hour for experience and availability; minimum is fourteen for shift manager who require flexible hours; and thirteen for manager trainee.
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BSRO operates more than 2,200 company-owned stores, including Firestone Complete Auto Care, Tires Plus and Wheel Works locations.
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FEATURED BLOG POSTS
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.
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.