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Seeking Emergency Department/Urgent Care Center physician assistants and nurse practitioners.
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Salmon Creek 2: Part time (30 hours/week)Thursday, Friday, and Saturday, 6:30am to 5:30pm (3, 10-hour shifts)Salmon Creek 2: Part time (30 hours/week)Sunday, Monday, and Tuesday, 6:30am to 5:30pm (3, 10-hour shifts)Salmon Creek 2: Full time (40 hours/week) Wednesday through Saturday, 12:30pm to 11:30pm (4, 10-hour shifts)Pay range: starts at $21.18 with active Washington State Department of Health Medical Assistant-Certified credential, higher depending on evaluation of experience.
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Monitors and assists students in multiple classroom environments to complete tasks, supports their access to general education curriculum, implements teacher directed accommodations, modifications, and behavior support plans per the Individual Education Plan (IEP).
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Active national NP or PA certification or the ability to obtain national certification in state of assignment by start date (For NPs - Active ANCC or AANP national certification in Family, Geriatrics, Adult, Adult-Gerontology Primary Care, or Adult-Gerontology Acute Care certification OR for PAs - Physician Assistant national certification through NCCPA.
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ARBY'S - ASSISTANT MANAGER*Are you ready to elevate your career in the world of fast-food management? Ability to develop your leadership skills and seek General Manager and above store level opportunities with our internal leadership development program.
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Sonoran Sun Pediatric Therapy is seeking a highly motivated and passionate fully licensed and certified Occupational Therapist Assistant (COTA) in Arizona. This role is for a full-time Occupational Therapist Assistant.
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We are currently seeking a highly motivated and experienced Landscape Equipment and Fleet Mechanic Assistant. The Mechanic Assistant will repair and perform preventative maintenance on all company equipment.
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As an Instructional Assistant/Paraprofessional you will be working with students who have a need for emotional support, behavioral redirection and help with academic support. As an Instructional Assistant/Paraprofessional you will be working with students who have a need for emotional support, behavioral redirection and help with academic support.
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Jet Industries Inc. is a nationwide, family-owned, contractor that has thrived in business since 1977 by fostering an entrepreneurial culture that has led to our diversified construction trades.
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The Project Safety Manager supports the Project Teams in developing and sustaining an Incident and Injury Free Culture (IIFC) by developing and maintaining a Project Safety Roadmap and Site Safety Plan. This role has the important responsibility of ensuring compliance with federal, state, and local safety regulations.
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Responsible for entire store production, directly leading Assistant Store Manager(s), Production Team, and Donation Attendants. Ensures that the Assistant Store Manager effectively manages performance of Retail Store Associates.
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In this role, you will be the main conduit of information between the Project or Construction Manager and the team for cost, revenue, cash flow information; and therefore requires strong interpersonal and time management skills.
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The Occupational Therapist Assistant / Occupational Therapy Assistant / COTA will aid in the provision of rehabilitative services for people suffering from physical, emotional, mental or developmental impairments.
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Reporting to the Human Resources Manager, you'll lead your business partners in staffing, developing and inspiring the next generation of Supply Chain associates. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting.
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Helping our community’s mostvulnerable with solutions that permanently improve lives”Catholic Charities Community Servicesis currently seeking a passionate individual who has an engaging classroompresence to work in our Head Start program providing support to our staff andchildren.
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tj job Title: assistant store manager Company: Ross Stores Inc in Peoria, AZ
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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?!
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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?
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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.