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Job Description: The Industrial Process Pipe Fitter and Pipe Welder (preferably able to certify in Tig & Stick). Job Description: The Industrial Process Pipe Fitter and Pipe Welder (preferably able to certify in Tig & Stick.
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BWXT’s Advanced Technologies (AT) group researches, designs, and develops innovative new terrestrial nuclear reactors, space fission systems, and radioisotope production systems for both internal and external customers.
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The employer of record for this position is Eckerd Youth Alternatives, Inc. DBA Eckerd Connects which assigns employees to Odle Management Group, LLC. 3rd Shift. Facilitates small group discussions on life skills, peer mediation, conflict resolution, etc.
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BWXT’s Advanced Technologies (AT) group researches, designs, and develops innovative new nuclear reactors, nuclear rocket propulsion systems, and radioisotope production systems for both internal and external customers.
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Comprehensive working knowledge of Instrumentation and process control and the elements in a flow loop (PID control, flowmeters, different process sensors, transmitters, valves, analog and digital communications, DCS, PLC, and asset management systems.
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Headquartered in Lynchburg, Va., BWXT provides safe and effective nuclear solutions for national security, clean energy, environmental remediation, nuclear medicine and space exploration. BWXT is currently seeking a Welding Engineer for its Advanced Technologies location in Lynchburg, VA.
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Aureus Medical Group - Imaging is seeking a travel Radiology Technologist for a travel job in Lynchburg, Virginia. At Aureus Medical Group, we do more than connect you with a career opportunity.
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We also formed Blue Polymers, a joint venture with Ravago, to develop facilities that will further process plastic material from our Polymer Centers to help meet the growing demand for sustainable packaging.
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Collaborate with Clinical Director and Program Director to process all mental health crisis situations of clients. Clarvida recruiters will never charge application fees, conduct interviews via chat rooms, or extend job offers without a thorough recruitment process.
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Large orthopedic group is seeking to expand their service line and add a board certified or board eligible Rheumatologist to its team for a full-time position in their office east of Roanoke, VA. There are no call responsibilities in this role.
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ERC’s are dynamic relationship builders and comfortable when interacting in both one-on-one and group settings, and adept at developing trusted long-term relationships with other businesses and industry partners.
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Oversee assumption governance process and understand downstream impacts to pricing, valuation, reinsurance, modeling, etc. Implement process improvements, automation, and efficiencies where applicable.
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OverviewWhy Work HereMust Haves Overview The Beautiful Group is the largest owner and operator of luxury salons and spas in the world. If this sounds like you, apply to manage our stylist team as a Salon Manager at The Beautiful Group.
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As a Picker/Packer at Walmart, you will play a critical role in the fulfillment process by accurately selecting and packing merchandise for shipping to customers or Walmart stores. As a Picker/Packer at Walmart, you will play a critical role in the fulfillment process by accurately selecting and packing merchandise for shipping to customers or Walmart stores.
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Flex houseparents are couples who reside in on-campus student homes, guiding and nurturing a group of approximately 8-12 students. Milton Hershey School (MHS) is one of the world's best private schools, where students in pre-K through 12th grade from disadvantaged backgrounds receive an exceptional career-focused education with housing, meals, and more—and all costs are covered.
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process group jobs Company: Careerbuilder in Lynchburg, VA
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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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.
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.