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Must possess valid certification in the following courses: Virginia Department of Criminal Justice Services (DCJS) communications Basic course and/or Emergency communications dispatch Course, Virginia Criminal Information Network/National Crime Information Center (VCIN/NCIC and CPR certification.
$43,557.66 - $74,048 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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BJs Wholesale Club offers a collaborative and inclusive environment where all team members can learn, grow and be their authentic selves.
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Company DescriptionAbout Veolia North America A subsidiary of Veolia Group, Veolia North America (VNA) offers a full spectrum of water, waste and energy management services, including water and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery.
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We have an opportunity for an Instructional Design and Curriculum Development Specialist who is committed to solving some of the toughest challenges in national defense agencies by crafting effective training.
$67,700 - $154,000 a yearExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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We are seeking experienced Plant Health Care Specialists who are ambitious self-starters that have a passion for preserving and caring for trees.
Starting at $25 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Job Number: R0201511 Instructional Design and Curriculum Development Specialist. As an Instructional Design and Curriculum Development Specialist, you know that even the best tools and processes can't have impact without the right training.
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About the job Innovation Specialist - Level III. seeking qualified candidates to support the Department of Navy's (DON) Financial Management Transformation Initiatives in the execution of: Operational Data Cleansing for the Chief of Naval Installations Command (CNIC) and Naval Facilities and Engineering Command (NAVFAC.
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Identifies issues to be pursued based on large, unusual or questionable items that produce a significant tax or compliance effect and utilizes the tax law and facts needed to resolve them.
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OverviewThe Safety Specialist II is responsible for promoting exceptional Health, Safety, and Environmental (HSE) teamwork with Henkels & McCoy operations teams at customer work sites and the Business Unit offices.
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The Medical Billing Specialist is responsible for processing all third-party primary and secondary insurance claims for ancillary professional services. Certified Revenue Cycle Specialist (CRCS-I) or related industry certification preferred.
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Regional Operations SpecialistOur client in Fredericksburg, VA has an immediate opening for a Regional Operations Specialist on a direct-hire basis. Regional Operations Specialist Role:The Regional Operations Specialist plays a critical role in supporting and optimizing store operations within the assigned region.
$112,500 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our client in Fredericksburg, VA has an immediate opening for a Regional Operations Specialist on a direct-hire basis. The Regional Operations Specialist plays a critical role in supporting and optimizing store operations within the assigned region.
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Regional Operations Specialist. The specialist collaborates closely with District Managers to foster team development, ensure compliance with state laws and company policies, and drive financial success.
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Type Direct Hire Salary $112,500 / yr Regional Operations SpecialistOur client in Fredericksburg, VA has an immediate opening for a Regional Operations Specialist on a direct-hire basis. Regional Operations Specialist Background Profile:Bachelor’s degree in Business preferred.
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TRANSITION SPECIALIST Do you like online auctions or thrifting? We are seeking a Transition Specialist to join our team. TRANSITION SPECIALIST Do you like online auctions or thrifting.
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Title: communications specialist Company: Bizzell Group in Fredericksburg, VA
FEATURED BLOG POSTS
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.
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).