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Learning and Development: We invest in your development and provide the tools and training you need to have a fulfilling career in a group home or clinic. DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide.
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Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living – Group Home – Human Services. Experience: Six months of experience in human services, direct care, or care coordination preferred.
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Conduct in-home design appointments alongside customers and match our premium collection of custom shades, drapes, blinds and shutters to customers’ style preferences and functional needs.
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We are looking for motivated, passionate and resourceful In-Home Designers who can leverage their eye for style to enrich the way that people feel in their home using our custom shades, blinds and drapes.
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In-home or outside sales experience preferably in custom products/services. Experience in a retail environment, preferably in home furnishings and décor. A consistent flow of qualified leads comprised of consumers who are in the market for custom window treatments and have asked to have a Smith & Noble designer visit their home.
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An In Home Caregiver - Housekeeper with Visiting Angels Anniston supports the seniors they serve with a wide range of responsibilities from light housekeeping tasks and meal preparation to one-on-one mobility assistance and providing transportation.
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An In Home Caregiver - Housekeeper with Visiting Angels Denton supports the seniors they serve with a wide range of responsibilities from light housekeeping tasks and meal preparation to one-on-one mobility assistance and providing transportation.
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Candidates with in-home sales experience from other industries (windows, siding, roofing, etc.) Conn's In-Home flooring sales consultants can average between $45 to $75K in commission sales the first year with potential to exceed $100,000.
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With more than 160 stores across 15 states and online at Conns.com, our over 4,500 employees strive to help all customers create a home they love through access to high-quality products, next-day delivery and personalized financing, including flexible, in-house credit options.
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Job DescriptionJob description The In-Home Sales Consultant will be responsible for making product presentations in customers' homes, negotiating, and closing the sale for the flooring purchase.
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An In-Home Caregiver - Housekeeper with Visiting Angels Lawton supports the seniors they serve with a wide range of responsibilities from light housekeeping tasks and meal preparation to one-on-one mobility assistance and providing transportation.
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An In Home Caregiver - Housekeeper with Visiting Angels Kansas City supports the seniors they serve with a wide range of responsibilities from light housekeeping tasks and meal preparation to one-on-one mobility assistance and providing transportation.
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Proven experience in in-home sales, preferably within industries such as windows, siding, roofing, or related fields. Candidates with in-home sales experience from other industries, such as windows, siding, roofing, etc., will also be considered.
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Alameda County In-Home Stabilization offers short-term, intensive home-based therapeutic services for youth, ages 3 to 20 and their families. By providing immediate treatment and ongoing support, including individual and family counseling, case management and 24-7 crisis call availability for up to six months, the program aims to prevent the need for placement of youth in group homes or higher-level facilities, preserving the family and home environment.
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We are hiring Caregivers/HHA/PCAs to work one-on-one with our in-home patients in Akron, OH and the surrounding area. Six months experience in home care preferred. The Home and Community Bases Services Aide is a person who provides support, assistance with personal hygiene and household functions for an individual to be able to remain in their own home.
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Title: in home Company: Homecare Of Mid Missouri
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.