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Inquiries regarding compliance and/or grievance procedures may be directed to the school district's Title IX/Staff Civil Rights Officer, ADA Officer, Harassment, Intimidation, Bullying (HIB)/Student Civil Rights Officer and/or 504 Compliance Officer.
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For more detailed information about becoming a City of Spokane Lateral Police Officer, visit the SPD Recruitment Website. Police Officer -Lateral Requirements. Status: Currently employed as a law enforcement officer or have left such employment in good standing and have a valid law enforcement commission, at time of hire.
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Coordinate services with other foster youth program staff under the Youth and Young Adult Services program throughout DCYF Region 1 including; Spokane, Ferry, Stevens, Pend Oreille, Whitman, Garfield, and Asotin counties.
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Learn more about the Transportation Security Officer (TSO) role on the TSA Careers Website. DHS offers competitive salaries and an attractive benefits package, including: health, dental, vision, life, and long-term care insurance; retirement plan; Thrift Savings Plan [similar to a 401(k)]; Flexible Spending Account; Employee Assistance Program; personal leave days; and paid federal holidays.
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As a Pharmacy Technician in Training, you receive free training with our exclusive Rite Aid Pharmacy Technician Training & Certification Program. Your purpose is to successfully complete the program and continue working as a Rite Aid Pharmacy Technician.
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Upon successful completion of this program, Skating Carhops perform the above duties while roller skating. Skating Carhop servers must complete the SONIC Skating Training Program. Successfully completed assigned SONIC Skating Training Program.
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Participates in recipient selection for placement on the UNOS wait list as part of the transplant committee, then communicates the decision to patient, patients' nephrologist, and dialysis program.
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The First Officer Experienced, is responsible for ensuring a safe journey and positive experience for all Horizon Air guests while continually maintaining a high-level of professionalism. First Officer first year pay rate: $91.35.
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Must become licensed as a Funeral Director within 5 years of internship program registration to remain in position. MINIMUM QUALIFICATIONS: This position requires participation in a Funeral Director Internship program.
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The Brookdale Bench Program will prepare you to assume the Health & Wellness Director role at one of our communities including, but not limited to areas of people management, clinical management, quality care and regulatory oversight when you assume the role of a Health and Wellness Director.
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Represents the Wheatland Bank division as the Chief Credit Officer and member of the executive management team on all necessary committees and meetings at the Glacier Bancorp, Inc. holding company level and is the voting member for WB on those committees.
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CISO / XISO - Chief Information Security Officer / Executive Information Security Officer. Two Barrels is looking for a Chief Information Security Officer. As our Executive Information Security Officer, we would need you to take ownership of all things within the Information Security realm as well as the physical security realm as we have a lot of locations across the US with various access points into our hardware network.
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Sacred Heart Medical Center has a 60-bed unit with an ADC of 50 and approximately 800 admissions annually, offering ECMO, high-frequency and conventional ventilation and inhaled nitric oxide, and boasts an active pediatric cardiothoracic surgery and MFM program.
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Education: Master’s Degree or higher from an accredited program in social work, mental health or related behavioral field and or RN with MHP recognition. LMHC, LMHCA, LCSW, LCSWA, PH.D. Psy. D or RN or equivalent licensure with MHP recognition.
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Completion of an accredited electrician apprenticeship program. Completion of an accredited electrician apprenticeship program. At the final inspection, the journeyman electrician will not only test individual components and the electrical system, but they will also ensure everything is up to local and national codes.
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program officer jobs Title: product Company: Evidation in Airway Heights, WA
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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 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.