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No High School Diploma and/or No GED (Required) Education: Eighth grade and ability to read and write Experience: None. Provide high quality laundered linen for the needs of CAMC and contract serviced facilities.
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Bachelors in BA or High School diploma or GED with Six years experience in sales, marketing selling group products, such as Life/AD&D, STD, LTD, DBL, Stop Loss and Vision Insurance products, as well as understanding the concepts of risk, underwriting, actuarial, pricing, loss ratio, and regulations.
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Be safe Keep your area clean and organized Be willing to learn training provided High school diploma or general education degree (GED) Mechanical Aptitude Committed and comfortable working independently Extra Credit: Forklift; Side Loader; Deburr; Packing; Export; Receiving; Shipping; PVC M/C; Chop Saw; Band Saw; Plate Saw; Shear M/C; Waterjet; Laser M/C.
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The candidate must possess a law degree from an accredited law school and be a member in good standing with at least one U.S. state bar. The Sr. Labor and Employment Counsel is expected to provide legal advice on labor and employment related laws, regulations, rules, and orders for the Company (with its headquarters in California) on a global basis.
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Three years football coaching experience at high school, collegiate or professional level. Ensures athletes are making satisfactory academic progress; works with the Faculty Academic Representative, the Academic Coordinator and Registrar to monitor athletes grades; establishes and coordinates study halls; provides mentors and tutors as needed; and ensures all student athletes are academically eligible per NCAA and conference requirements and entered correctly into the NCAA Compliance Program; and maintains regular office consultation hours.
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Champions leadership development and workforce planning priorities by assessing, selecting, retaining and developing diverse, high-caliber talent that can lead the organization today and strengthen the leadership bench for the future; continues to upgrade the sales & marketing talent; works with HR to anticipate future talent needs based on business growth plans.
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US - Vasc , US - High Risk, Echo Techs Sonographer, Echo Tech, Vascular Tech. Imaging Division: Rad Tech, CT Tech, MRI Tech, Ultra Sound Tech, Nuc Med Tech, US Gen/Vasc, LAB Division: MLT, LT, Clinical Lab Scientist, Histology Tech, Cyto Tech, Phlebotomist.
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Maintains a high level of understanding on disease epidemiology and treatment pathways and provides support, including protocol development, when needed, on various types of studies: long-term surveillance, compliance, pharmacovigilance, and effectiveness studies.
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Work-At-Home Requirements, if applicable: Must have the ability to provide a high-speed DSL or cable modem for a home office. As a direct report to the Chief Information Security Officer (CISO), the VP of Segment and Product Security is responsible for defining the strategy for product and data security, supporting all Humana business segments.
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WAH requirements: Must have the ability to provide a high-speed DSL or cable modem for a home office. Passion for the development of innovative, high quality government healthcare programs.
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We are also home to the CAMC Institute for Academic Medicine Pediatric Residency Program with 21 residents, and we are a regional campus for WVU School of Medicine and WV School of Osteopathic Medicine.
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Executive Secretary Personnel employed as a secretary to the county school superintendent or as a secretary who is assigned to a position characterized by significant administrative duties. The Clay County School System is an equal opportunity employer.
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Education •High School Diploma or GED (Required) •Formalized Training (Required) Experience: 80 clinical hours with a minimum performance of 100 successful unaided blood collections to include venipunctures and skin punctures; orientation in a full service laboratory; 40 clock hours of didactic training including anatomy and physiology of the circulatory system; specimen collection, processing, and handling; and laboratory operations, (e.g. safety, quality control, etc.
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A Level II Neonatal Intensive Care Unit (NICU) is staffed by dedicated Neonatologists to support high risk deliveries and the recruitment of maternal fetal medicine physicians is a priority of the institution.
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CenterWell™ Home Health, is one of the nation's leading providers of home care, with an incredible team of compassionate clinicians who deliver high-quality, specialty care to patients. Associate VP, HR Business Partner.
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high school diploma jobs Title: counsel Company: Twilio in Charleston, WV
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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.