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The Department has an administration unit, patrol unit, criminal investigations unit, narcotics investigations unit, school resource officer, animal control officer, and support staff. Starting basic salary for a Sworn, Certified Patrol Officer with the South Boston Police Department is within the range of $47,380 - $56,650.
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We also have a 401(k) program with employer matching options, a user-friendly digital timekeeping process, and weekly direct deposits. In addition, you must have a Bachelor’s or Associate degree in nursing from an accredited registered nursing program, as well as a Basic Life Support (BLS) and all other relevant specialty/department certifications.
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Once on the program, contract linguist instructors are required to receive specific sponsor training focusing on foreign language teaching and foreign language testing in order to become certified according to Sponsor standards EDUCATION & EXPERIENCE: The instructors need at least 2 years of teaching experience, or a 8 – 12 years of prior relevant experience or Masters with 6 – 10 years of prior relevant experience.
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Work Perks program including discounted movie and theme park tickets among other great deals. Associate in Risk Management (ARM) certification, Certified Safety Professional (CSP),or Certified Property and Casualty Underwriter (CPCU) or Certified Professional in Healthcare Risk Management (CPHRM) required within 3 years of hire.
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The Physician Assistant works collaboratively with the employee physician(s) and consulting physician(s) in planning, instituting, evaluating and revising program plans; assists in determining conditions, resources and policies essential to delivery of the health care services.
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There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit's risk appetite and all risk and compliance program requirements.
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From the development of our Scratch Kitchens to the Saber Foundation Employee Hardship program, we are committed to the care and attention of everyone we serve! Establishes an individualized treatment program with consultation to facility staff in areas of Physical Therapy.
$2,500 (bonuses, competitive)Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a new Pharmacy Technician, you are required to complete an extensive CVS Pharmacy Technician Training Program as well as satisfy all registration, licensing and certification requirements according to your State’s Board of Pharmacy guidelines.
$16 - $19.5 an hourFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Program details can vary amongst buildings. Wellness Programs offered through WebMD. On Demand Pay-get paid tomorrow for work done today! Must not pose a direct threat to the health and safety of others in the workplace.
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Here’s how you’ll THRIVE at CSL: Employee Referral Bonus Program. Your area of knowledge and expertise: Possessing your state CMA/RMA (Certified/Registered Medication Aide) certification is required.
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Brand Ambassador Extraordinaire: Champion our brand by encouraging customers to join our loyalty rewards program, highlighting the exclusive benefits and personalized offers they can enjoy. Retirement Savings Plan: Plan for your future with our 401(k) program, featuring a generous 6% match.
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Employee perks such as cell phone discounts; Saving Match Program, Employee Assistance Program through KBP Cares. Experience is not required bonus points if you have experience with customer service, cashier, cooking, food handling, basic math, drive-thru, safety standards, and fast-food restaurants.
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Completed O'Reilly management training program. Must complete Assistant Manager Certification, Sales Specialist Training, and Manager Development Program. Objective is to receive hands on training preparing manager in training for a management position in another store or future location.
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You always go the extra mile and are a hard-workerYou are eager to gain expertise and develop your skillsYou are results-orientedYou enjoy doing hands-on workWhat we have to offer you here at ReynoldsWisely Pay Card – so you can get your money fastComprehensive Benefits Plan (Medical, Dental, and Vision)Wellness Program that pays you back up to $1,000 a year.
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Requirements:-Graduate of an RN program-Previous work experience as an RN-Current unrestricted RN license in the state. Workplace conditions:-Frequent lifting, bending, and reaching-May require lifting to 80 pounds (using proper techniques)-May require standing and walking 2-5 hours at a time-May have exposure to chemicals, radiation, infectious diseases/waste and/or blood borne pathogens.
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program officer jobs Company: Cgi Group in South Boston, VA
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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).
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.