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ResponsibilitiesOperates Company vehicle on a daily basis to deliver products, service tools and equipment. DescriptionTeam Fishel, the Best Choice Employer in the utility construction business, is hiring a Boom Truck Operator for our Petersburg, VA location.
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The EMS Adjunct faculty will also carry out all other department and college related responsibilities including participation on college committees. Teaching responsibilities may occur on either the Chester or Midlothian campus of the college, or in the Nursing Education Center on Midlothian Turnpike.
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Stay updated on current research and best practices in speech-language pathology. Communicate with parents/guardians and other team members to provide updates on clients' progress and recommendations for carryover activities.
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Monitors and evaluates the activities of the staff and provides management, coaching, guidance, delegation opportunities, and on-the-job training and re-training as necessary to ensure operational efficiency and adherence to policies and procedures What qualifications you will need: Baccalaureate Degree in Medical Technology, Biomedical Science, Biology or Chemistry required.
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Summary Description:The Cardiac Management Solutions division of ZOLL, manufacturer of the LifeVest®, is seeking a Patient Service Representative (PSR) in an independent contractor role to train patients on the use and care of LifeVest.
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The franchise has been featured on The Oprah Winfrey Show, ABC's Shark Tank, HGTV's House Hunters, AMC's The Pitch, Bravo's The Millionaire Matchmaker, TLC's Hoarding: Buried Alive and Fox Business, as well as in The Wall Street Journal, The New York Times, USA Today, Time magazine, The Huffington Post, Forbes, Inc. and more.
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Purpose of Role We're on the search for our newest Supplier Quality Engineer! The Supplier Quality Engineer will be responsible for supplier related audits, evaluations, tooling, testing methods, PPAP design, and administration as it relates to the supplier by supporting current manufacturing and business growth and is proven to be vital to the success of our company.
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Hundreds of healthcare organizations throughout North America rely on them each year to connect with top-tier, caring professionals, like yourself, who are ready to work. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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We pride ourselves on crafting opportunities that expand skill sets, broaden career horizons, provide economic stability, and cultivate personal growth. Our focus is on empowering healthcare professionals to deliver exceptional patient experiences by providing them with the necessary skills, tools, and support.
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DFR is built on creativity and customer-centric innovation delivered by people invigorated by a strong sense of responsibility to help our customers win in their marketplaces. Must be able to lift with or without mechanical aids on a recurring basis (up to 50 lbs.
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ESSENTIAL DUTIES AND RESPONSIBILITIES Management of equipment vendors including the execution of FAT & SAT, on-site maintenance visits, management of continuous improvement projects & spare parts criticality assessments.
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Exact pay package may vary based on several factors, including, but not limited to, guaranteed hours, travel distance, demand, experience, etc. Estimated pay package based on bill rate at time job was posted.
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Nuclear Medicine Tech - Southside Medical Center, Petersburg, VA - PRN, On-Call Required. At every level, everyone on our teams have embraced the call to provide compassionate care. All applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, genetic information, or protected veteran status, and will not be discriminated against on the basis of disability.
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Will train new and existing associates on current Standard Operating Procedures, which includes but is not limited to: shipping, receiving, picking, and/or quality control. On a daily basis, associates will inspect and perform minor maintenance on the forklift or other equipment.
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5% Provide hands-on training to faculty and staff using a variety of technological software and hardware. Required 5 Years Ensure that all upgrades to instructional technology hardware and software are implemented in a timely manner, staying current with releases etc Required 5 Years Assist the Lead IT Specialist in maintaining HW and SW inventories of academic classrooms, smart technologies, computer labs, mobile devices Required 5 Years Perform other duties as related to the Technology Services and as assigned by Manager of IT Services and/or Chief Information Officer.
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on job in Hopewell, VA
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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.
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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.