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Paid New Hire Orientation with lunch included · Immediate placement in schedule (provided all paperwork is complete) · Paid monthly virtual staff meetings for our caregivers · Paid in-person and online trainings We offer English coaching lessons run by the a Resident and you get paid for participating.
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All new hires are required to come to a designated Legacy Health office location in Portland, Oregon prior to their start date for a new hire health assessment and to complete new hire paperwork.
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HERE’S WHY YOU’LL LOVE WORKING FOR US: Competitive pay, paid orientation, trainings, and sick time Quick and easy hiring process- Virtual interview, virtual orientation, digital new hire paperwork Flexible scheduling - various shifts ranging from 4 to 12 hours COVID-19 training and PPE Rated 5/5 stars on Google Care To Stay Home was voted Fortune Magazine’s 2019 and 2020 #1 “Great Places To Work in Aging Services.
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Full Time (40 hours per week) M-F Days primarily 8:30am to 5:00pm for Pediatric Primary Care Float Pool, Primarily in the Mahoning Valley region (Drive Time and Milage Paid) The float RN is essential for all new Pediatric Primary Care offices and acquisitions as they organize all clinical patient processes, paperwork, order supplies, set up patient flow process specific to the office layout, orient and sign off all competencies for all new staff, and nurse triage.
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The HR Assistant will organize and execute annual onsite flu clinic for employees, accurately process HR/Fiscal documents and emails, including but not limited to: employee status change forms, emails to enable or disable computer logins, bills, PRFs, all new hire paperwork, etc.
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Assists new hires with the onboarding process, ensuring background checks, I-9s, Everify, and all new hire paperwork has been completed prior to training. Collaborates with department managers to assign new hire training schedules.
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Completes required paperwork utilizing fleet maintenance software program associated with repairing vehicles, documenting parts usage, and accounting for repair times. Estimates time and material costs on vehicle repairs and requisitions new parts.
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Upon acceptance of offer, we will coordinate new hire paperwork and pre-employment substance abuse screening (Drug Free Employer). We are seeking a reliable individual for a position as a Class A or B CDL Triaxle Driver - Hartford, Vermont to join a dedicated and hard-working team in Non-Office Laborer Personnel In The Field At Various Locations.
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At Waste Management, each eligible employee receives a competitive total compensation package including Medical, Dental, Vision, Life Insurance and Short Term Disability. Performs inspection, diagnosis and repair of electrical, hydraulic, suspension, brake and air systems on vehicles and equipment.
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New Hire Bonus: $5,000. Our Mechanics are trained to provide superior maintenance on both diesel equipment and, at some locations, on our growing fleet of CNG trucks. Reviews, completes or assigns repairs identified on Driver Vehicle Inspection Reports.
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Assist with the onboarding process, which includes new hire paperwork and I-9. An affordable total rewards plan that offers health, dental, vision, higher education assistance, and more.
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Assist with adding apprentice information in Baker Tilly database Assist with new hire paperwork and ensure accuracy and completion prior to sending to payroll. Assist with verifying time entered into jobsite badging system and advise on corrections as needed.
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Performs regular administrative tasks including: new hire paperwork, all actions related to payroll (terminations, leave of absence, transfers, vacations, etc.) Performs regular administrative tasks including: new hire paperwork, all actions related to payroll (terminations, leave of absence, transfers, vacations, etc.
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I.e. new hire packets, reference checks, communication forms etc.) Recruit, hire, train, motivate, develop, discipline and terminate cashier/sales associate staff using appropriate documentation.
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Track status of background investigations, escalate any issues to the Director of HR, and send new hire paperwork to applicants. Conduct new hire orientation, review and disposition onboarding paperwork, and track and ensure all requisite training is completed.
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paperwork new hire jobs
FEATURED BLOG POSTS
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The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.