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Provide administrative/clerical tasks including answering telephones, scheduling appointments and providing support for front desk/receptionist. Law Firm seeks an experienced full-time, in-office, Trusts & Estates Paralegal to join a boutique law firm providing tax, succession, estate planning and trustadministration services to its clients.
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High school diploma and two years of medical receptionist/front desk experience required, to include knowledge of medical terminology/abbreviations and physician office operations required.
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Minimum of one (1) year experience working in a Medical Provider office as a receptionist or Medical Assistant with administrative responsibilities preferred. Inter-Relationships: MMA Administration, Provider(s), Office Staff, MMA Billing and Coding Departments, Patients, Internal and external customers.
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Serves as back-up front desk receptionist answering phones, greeting clients, partners, and visitors, which includes serving as evening receptionist one evening a week. Knowledge of office automation including email, fax, scanning, printing, and internet usage.
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Community Assistants are members of the Department of Residence Life and Housing who are to be compensated hourly for working at one of the Central Office receptionist desks or the Residential Education Office reception desk.
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Management of office functions including typing, proofreading, developing flyers and program materials, creating and working with databases, answering the phone, processing mailings, and appointment scheduling.
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An employer in the St. Louis, MO area is looking for a Front Office Specialist to assist a Fertility Clinic. Experience in OB/GYN or Infertility office. This person will be responsible for answering, handling, and screening incoming telephone calls, greeting and registering patients, filling and preparing charts.
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The Clinic Receptionist is also responsible for a variety of business related tasks including but not limited to answering phone calls, scheduling appointments, interviewing patients or their responsible party to obtain necessary information when completing the registration/scheduling process.
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Duties include variations of, receptionist duties-greeting patients, answering phones and directing calls, assisting patients/families; scheduling, registration, charge entry, payment posting, batch balancing, cash reconciliation/balancing, operating several types of basic office equipment, etc.
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1 year of experience in the hospitality industry as a hotel front desk agent, hotel receptionist, or guest service specialist preferred. Has experience answering telephone calls and troubleshooting stressful situations.
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Exhibits working knowledge of Microsoft Office and reservation management systems. We are searching for an enthusiastic, service-focused hotel front desk agent to join our guest services team. General bookkeeping: ensure all hotel guest account information is accurate and up-to-date.
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Works under the direction of the Clinical Supervisor, Office Supervisor and/or Office Coordinator. Duties include greeting patients, answering the telephone, maintaining physicians' schedules, admitting and discharging patients, collecting payments, entering patient charges and compiling various reports.
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The Unit Secretary is responsible for general office management, clerical and receptionist duties on the Nursing Unit. The Unit Secretary facilitates order entry and processing coordinates administrative support activities.
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RequirementsPost high school office procedures preferredMinimum one (1) year of clerical and/or receptionist experience; or six (6) months in a medical settingCustomer service experienceDegree or relevant Certificate (e.g., Medical Office Assistant, Medical Assistant, Health Unit Coordinator) may be substituted for experienceWhy Mary Bridge Children's.
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Responsible for daily activities including but not limited to message retrieval from answering service, voicemail, retrieval and distribution of faxes, filing, photocopying, opening and sorting mail.
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office receptionist answering jobs
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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.
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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.