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Working in collaboration with the federal Office of Refugee Resettlement, our HS/PRS program provides support and assistance to families in need of Home Study Services, and families in need of Post Release Services (PRS.
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This position manages quality assurance and compliance activities within the Unaccompanied Children’s (UC) programming, including Home Study/Post Release Services (HS/PRS) and Transitional Foster Care (TFC.
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Certified Ophthalmic Technician (COT) preferred or Certified Ophthalmic Assistant (COA) with two years ophthalmic assisting experience; LPN with completion of home study course within first 6 months of employment.
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The Home Study and Post Release Worker (HSPRW) is responsible for conducting home studies of prospective sponsors and providing post release services to youth who have been released from ORR’s custody to a sponsor in the United States.
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Teaches reading, language arts, social studies, mathematics, science,art, health, physical education, and music to pupils in a classroom, utilizing the San Bernardino County Course of Study for Elementary Schools, and other appropriate learning activities and materials.
$56,282 - $117,849 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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As a leader in the Smart Home industry, we boast one of the largest IoT install bases, with innovative products consisting of cameras, locks, card readers, garage door openers, gates and more, all powered by ourmyQdigital ecosystem.
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255 WVUH Specialty Pharmacy Home Infusion Medications. Associates degree OR Post high school education in a science field of study OR graduate of a pharmacy technician training program. Identifies all patients requiring pre-certification or pre-authorization at the time services are requested or when notified by another hospital or clinic department.
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Associates degree in Early Childhood or related field with a plan of study leading to a New York State Children's Program Administrator Credential and two years full-time teaching experience in a child day care center family or group family day care home, or other early childhood program AND two years of experience supervising staff.
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Comprised of Tufts Medical Center, Lowell General Hospital, MelroseWakefield Hospital, Lawrence Memorial Hospital of Medford, Care at Home - an expansive home care network, and large integrated physician network.
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Study materials, exam scheduling, and exam testing are also coordinated and paid for by Willis Towers Watson. Work from home requirements: Equipment provided! Willis Towers Watson maintains a diverse working environment of dedicated associates, in an open call center layout.
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High School or equivalent, Computer meat program, Hy-Vee food safety training, Cornell Home Study food safety course (Effective 03/07/96), Dale Carnegie is encouraged. Accountable and Reports to: District Store Director; Assistant Managers Operations; Perishables; Health Wellness Home, Meat Department Manager.
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Job Title: Assistant Meat Department Manager. At Hy-Vee our people are our strength. Power ban saw, Grinder, Tenderizer, Slicer, Bone duster (where applicable), Knives, Tumblers, Automatic patty machine (where applicable), Automatic stuffer, Wrapping system, Rotisserie, Pallet jack, box cutter, Computer, and C.A.R.S. reordering system.
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Familiar with standard procedural protocols including NPSG, CPAP, BiPAP, ASV, MSLT, MWT, and home sleep study. Attention to detail is critical since the quality of the data from the sleep study is solely the responsibility of the technician.
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Adhere to the study conduct requirements, statistical analysis principles, industry standards, and Eisai's. Hybrid Workplace- a 2/3 work from home and on-site or 3/2 Home vs on-site work.
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The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Health Integrated Practice, Duke Primary Care, Duke Home Care and Hospice, Duke Health and Wellness, and multiple affiliations.
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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.