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Category:Healthcare, Keywords:Occupational Therapist Assistant, Location:Carpinteria, C93013. You know that being an Occupational Therapy Assistant means putting patients first; ensuring patients and their families receive the highest quality of service in a caring and compassionate atmosphere.
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A nursing assistant responsible for providing routine nursing care in accordance with established policies and procedures and as may be directed by the Charge Nurse, RN Supervisor, Director of Nurses or Administrator, to assure that the highest degree of quality resident care can be maintained at all times.
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Job Description & Requirements Specialty: Physical Therapy Assistant Discipline: Therapy Duration: Ongoing Employment Type: Per Diem Join us in Bringing Loving Care to Health Care. Here at Healthy Living, our PTAs provide incredible care to help our home health patients to restore their functional status.
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Effective 1/1/2024) What are salon owners looking for in a great Assistant Salon Manager? If this sounds like you, then you may have what it takes to be an assistant salon manager at a Great Clips salon.
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The candidate will work from the Carpinteria office when their Executive is in the office (~3 days per week) and reports into the Manager, Administrative Assistant Enablement & Operations. We are looking for a Senior Executive Assistant to support our Chief Product Officer.
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Responsibilities Position Overview: Under the direction of the Lead Radiology Technician, performs various patient care activities and related services necessary in caring for the needs and comfort of patients.
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As our Assistant Controller, you will have the vital role of supporting management of all internal operations of the Finance Department, as well as assist the CFO/Controller with management of financial operations for the entire company.
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Education: High school diploma or GED required; Associate degree in business or secretarial science (two-year program) or bachelor's degree in business or liberal arts or science-related field desirable.
$40,000 - $66,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday
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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.
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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.
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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
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