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We need someone who can provide attentive care to our newborn, keep our toddler engaged with age-appropriate activities, and assist our primary school-aged child with after-school routines.
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Looking for after school care for my 4 year old daughter Monday - Friday. After school care would include snack, play, maybe some school work, and occasional dinner.
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Our family is in need of a trustworthy and experienced caregiver to look after our primary school-aged children. If you are interested in joining our family as a part-time nanny, please message us with your availability and relevant experience.
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The role will involve providing attentive care to our newborn and toddler, engaging in age-appropriate activities, and assisting with the primary school child's after-school routine.
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Key Words: Swim; Swimming; Trainer; Counselor; C Nanny; Babysitting; Entry Level; High School; College; Coach; Children; Kids; Pool; Safety; Swim Lessons; Instructor; Summer Job; After School; Lifeguard; Ellis; Red Cross; Front Desk; Teaching; Teacher; Side Gig; Babysitter; Child Care; Flexible Hours; Part-time; Part Time.
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Extended hours, including weekday help with after school activities, also available. Additionally, the nanny will be responsible for picking up after kids, and helping with decluttering kid rooms and play areas.
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From homelessness prevention in Staten Island to supportive housing in the Bronx; from employment training in Manhattan to after school programs and college access in Brooklyn; from family shelter and support in Queens to increasing affordable housing across the city, CAMBA provides holistic services to help struggling New Yorkers stabilize their lives and become self-sufficient.
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REQUIREMENTS TO BE A CHILDCARE PROGRAM LEAD:21 years of age or olderCurrent state approved first aid certificationCurrent CPR certification Minimum two years experience working with childrenKnowledge and experience in childwatch or babysitting including a demonstrated ability to provide age-appropriate activities to children, ages 5 years to 11 years.
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School age caregiving experience (babysitting, daycare, after-school program, CNA, etc.) Transportation from school or home and to activities as needed. High school diploma or GED.
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Perks for Weekend Work : Home with your children after school Attend your Children's After School Activities Home for weeknight dinners Save on your Babysitting Fund Are you working Full time during the week - Earn extra money working the weekend Do you go to College/School during the week.
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Currently we are looking for before and after school care for our kids in Milton. Currently we are looking for before and after school care for our kids in Milton. Two kids 6 and 9 yo are attending shool nearby place we live.
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Goldfish Swim School follows all CDC and WHO safety standards along with following any local guidelines. Education/Experience: High school diploma or GED. Some college education is preferred.
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Examples of unpaid experience may include, but are not be limited to: camp counselor; after school care; caring for a child or children with special needs regardless of their relation to the candidate; babysitting or providing daycare for a child or children regardless of their relationship to the candidate; foster parenting of a child or children under the age of 18; volunteer coaching for a sports team; leading community programs, such as Girls Scouts & Boy Scouts.
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Stocks and rotates food supplies for summer youth camp and after-school programs; One (1) year of experience working with children (i.e., teaching, coaching, volunteering in clubs or organizations focused on group activities for boys and girls, babysitting.
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Schedule: Monday, Tuesday, Thursday 8:30am - 3:00pm. A can-do attitude and passion for working with kids. Bi-Weekly, direct deposit paycheck. Jovie of Rochester is a unique, locally-owned franchise that strives to make a positive impact on our community by Building Stronger Families.
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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?
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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 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.