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Navigation/information, architecture, and on-site search optimization. Identify and recommend new site content and experiences to address customer needs based on analytics, feedback, surveys, and competitive analysis.
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Coordinate delivery and work schedules with vendors, contractors and On-site Manager. Complete special projects as may be assigned and prioritized by the On-site manager. ORGANIZATIONAL RELATIONSHIPS:Reports directly to the On-site Manager at their home community, who has the primary authority to determine the exact "day-to-day" duties of the technician.
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With oversight and guidance from BPA manager / BPA lead engineer, facilitate projects on site, including requesting outages through outage coordinator, and verifying that materials arrive on site.
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Will supervise all on-site staff, which may include: Assistant Community Director, Resident Services Coordinator(s), Compliance Specialist(s), Leasing Manager, Leasing Consultant(s), Maintenance Supervisor(s), Maintenance Technician(s), Make-Ready or Rehab Technician(s), Groundskeeper(s), Painter(s), and Housekeeper(s.
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Application Process for Gift Shop Sales Associate (On-Call) (Operating Hours: Thursday to Friday from 9:45am to 8:30pm and Saturday to Sunday from 9:45am to 6:30pm) On-call hours range from 4-18 hours per week.
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Combined we have over 20,000 multidisciplinary professionals worldwide collaborating daily to protect and conserve natural landscapes, create firm foundations for communities to stand on, and champion sustainable development to combat climate change.
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As per site specific requirements, demonstrates ability to perform accurate diagnostic procedures which may include: 12 lead ECG’s, holter monitoring, event recorders, exercise stress testing, bedside spirometry, PFT’s.
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BSN may be required for specific assignments; experienced RNs without a BSN may be hired based on clinical experience with approval of the site CNO.Experience: One-year registered nursing experience or completion of either the Legacy Health RN Residency program or a nursing program that is equivalent in content, curriculum and duration.
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On-Air Hosting: Co-host live or pre-recorded radio shows, engaging with the audience, delivering content, and maintaining a lively, entertaining and informative atmosphere. You should be a great storyteller, understand the concept of forward momentum in a PPM world, be immersed in pop-culture, social media content creation, be active and forward thinking with social engagement and video, and can effectively tease and deliver on-air and off.
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Position Summary PSU’s Facilities and Property Management department (FPM) is hiring a Building Maintenance Worker 2 to conduct a variety of building maintenance related tasks on campus.
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A well-equipped hospital with a dedicated ICU, digital radiography, ultrasound, echocardiography, 1.5 Tesla MRI and 64-slice CT, mechanical ventilator, flexible and rigid endoscopy and otoscopy, on-site blood bank, ability to perform hemodialysis and plasmapheresis, and more.
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The campus is located on 137 acres of beautifully landscaped grounds in Portland's southwest hills. Writing detailed reports of policy violations and/or crimes on campus, determined by severity of the violation or crime.
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Awesome opportunities to volunteer through Mars Volunteer Program, like volunteering at coral reef cleanups or on research vessels! Increased sign-on offerings and relocation support available.
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It is a philosophy of caring based on our core values of integrity, trust, commitment, and respect, that are at the center of all that we do. Once you master this role, you could consider the Lead CNA, Central Supply Coordinator, or with additional education, the Licensed Practical Nurse (LPN), Registered Nurse (RN) or other more clinical jobs with Prestige Care.
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Skills Required: Yieldstar Yardi Weblisters RealPage On-Site Microsoft Word Microsoft Excel Knock Craigslist Adobe Acrobat Google Mail (GMail) Google Drive Internet Use Basic Computer Skills Customer Service Management ESSENTIAL ATTRIBUTES Embracing and exemplifying our HEART core values and incorporating them into every task performed and every interaction with clients, supervisors, team members, colleagues, residents, vendors, etc.
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on site jobs Title: onsite property Company: Preservation Management Inc in Vancouver, 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?
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.
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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.