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Team Select Home Care is looking for a Learning and Development Manager to join our Team Select family. Team Select Home Care will not discriminate against you on the basis of race, color, religion, national origin, sex, sexual preference, disability, political belief, veteran status, age or any other status protected by law.
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Team Select Home Care is looking for a Direct Care Worker to join our Team Select family. Team Select Home Care reserves the right to change the above job description and qualifications without notice.
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Team Select Home Care is looking for a Direct Care Worker in the Montgomery County Area to join our Team Select family. Team Select Home Care is an employment-at-will employer.
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Team Select Home Care is looking for a People Services Specialist to join our Team Select family. Maintains human resources information system records (ADP, Revver, HCHB/Cubhub, iCIMS, Relias, and Docusign), and compiles reports as needed/assigned.
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With more than 3 5 locations across eleven states nationwide, Team Select Home Care aims to provide exceptional in-home patient care with new methods of reducing re-hospitalizations and driving clinical outcomes.
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Team Select Home Care will not discriminate against the candidate on the basis of race, color, religion, national origin, sex, sexual preference, disability, political belief, veteran status, age or any other status protected by law.
$14 - $18 an hourExpandUpdated 19 days ago - UpvoteDownvoteShare Job
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Team Select Home Care is looking for Licensed Practical Nurses to join our Team Select family. You administer their medications, chart their progress, communicate with their additional care providers, and most of all, continue building a bond founded in quality at-home care.
$28ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Team Select Home Care is looking for a Registered Nurse Director of Patient Care Services (DPCS) to join our Team Select Home Care family. Team Select Home Care is looking for a Registered Nurse Director of Patient Care Services (DPCS) to join our Team Select Home Care family.
$100,000 a yearExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Day shift, evening shift, overnight shift. When working as a home health nurse with Team Select, your day is spent caring for your patient in the comfort of their home and ensuring they are well taken care of.
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You choose to work today. Working with pediatric /adult patients with g-tube, trach, and/or ventilator. Join the Team Select Family in providing quality home health care to our valued patients and their loved ones.
$34 - $44 an hourExpandUpdated 18 days ago - UpvoteDownvoteShare Job
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Tuition Assistance Programs and Continuing Education opportunities. For added ease, in-depth information on your patient is available on our dedicated EMR platform. Life as a Team Select Hero. Y ou start your day by touching base with your care team.
$22 an hourExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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You choose to make the difference in the life of a special person Because at Team Select, we’re more than just a provider. Throughout the day you will utilize your skills independently to provide 1:1 care to your patient.
Starting at $30 an hourExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Choose your own hours. Registered Nurse (RN) Private Duty* Each day will take you on a new adventure as a Team Select nurse. It will be extremely rewarding as you realize how much of a positive impact you are having not only on the patient, but their loved ones too.
Full-timeExpandApply NowActive JobUpdated 6 days ago
FEATURED BLOG POSTS
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.
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.