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Coordinates care of transplant patients through collaboration with inpatient and outpatient multidisciplinary teams, pharmacies, community providers while following regulatory guidelines set forth by regulatory agencies.
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Have basic English speaking, reading, and writing abilities (Bilingual or multilingual individuals are encouraged to apply) We encourage our Care Professionals to foster genuine relationships with the seniors in our community while providing compassionate care to help keep clients healthy, safe, and happy at home.
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You should be a great storyteller with an engaging personality, someone possessing unique, dynamic thoughts & opinions about local news and current events who possesses great range as an interviewer, and the ability to be a Good Neighbor for/in the community.
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GBFB Team Members will support the Mission to End Hunger Here. They will live our Team Member Values of Team Member Wellbeing, Teamwork, Diversity Equity and Inclusion, Respect, Trust and Our Eastern Massachusetts Community.
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At Maxor we show the same amount of dignity and respect to all individuals whether they are the LGBT community, individuals dealing with HIV/AIDS, or anyone else we serve. Bilingual Spanish speaking skills required.
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Training provided within the first year of employment includes: De-escalation & Safety; Public Speaking; Mental Health First Aid; Substance Abuse & Mental Health; Human Trafficking; Trauma Informed Care; and many more.
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Must have a minimum of 6 months of paid professional caregiving experience (non-family) OR be a CNA, HHA, LVN/LPN, or RN. 1-on-1 assistance with hands-on, non-medical activities of daily living, including bathing, toileting, and dressing.
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Bilingual Spanish speaking applicants encouraged to apply. You're making an impact; a splash in the lives of the children in your community. To us, these values are more than just words - they're embraced with purpose in our everyday lives, and what allows us to make a splash in our community, and in the lives of our members and our team.
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The Mission Neighborhood Health Center (MNHC) is a non-profit, multi-site community health organization offering comprehensive health services in the Mission and Excelsior Districts of San Francisco.
$22.07 an hourFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Under the supervision of a Board Certified Behavior Analyst (BCBA), Paraprofessionals provide one-to-one instruction for children with Autism and related developmental disabilities, in their home or community.
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Located near Naples' vibrant main street, you will have a hand in bringing affordable, accessible, and inclusive skincare to the Naples community. Bi-lingual Spanish speaking is a plus. Current Florida Facial Specialist/Esthetician License students is a plus.
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At Signature Health, our purpose is to provide integrated healthcare for our community specializing in patients with mental illness and/or addiction because we want people to realize their highest potential.
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Fluent in French(Francais), German(Deutsch), Japanese(日本語) or Mandarin(普通话) to include but not limited to speaking, writing and reading with a deep understanding of the culture and business practices within country of fluency.
$80,600 - $175,400 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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If you’re ready to work somewhere you can be yourself while making an impact on your community, creating life-long relationships, and serving the best coffee around, join our herd Apply today and be part of the ‘Bou Crew Position Overview: The Shift Leader is responsible for the overall leadership and direction of the store in partnership with the General Manager or the Assistant General Manager.
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This position is based mainly in our offices at the Latino Civic Alliance building in Burien, WA. Catholic Community Services, Family Behavioral Health is looking for a Clinician to join our team who work with Spanish-speaking families in the South King County community.
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FEATURED BLOG POSTS
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.