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Position Summary: The Hearing Screening Aide provides newborn hearing screening assessments to all inpatients and outpatients as directed by a licensed audiologist and acts in accordance with CCS guidelines and Department Policies and Procedures.
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The area is prominent for its numerous historical landmarks as well as the Rose Bowl Stadium and Tournament of Roses.
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One or more years of hospital experience as rehab aide preferred. Therapy Aide – Outpatient - Per Diem. Positions patients in parallel bars and prepares patients for standing with appropriate orthotic/prosthetic devices and equipment.
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St. Francis Medical Center, a member of Prime Healthcare, offers incredible opportunities to expand your horizons and be part of a community dedicated to making a difference.
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Two (2) years of experience as a Home Health Aide in Home Health Agency or new grad from a State Certified Home Health Aide Training Program with a minimum of one (1) year CNA experience.
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Certified Home Health Aide (CHHA) The role of the CHHA is to increase the level of comfort, maintain patient hygiene and dignity and provide temporary respite and relief from total care responsibilities for the primary caregiver.
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The Housekeeping Aide maintains the cleanliness of the hospital and office buildings in a safe, sanitary, orderly and attractive manner, free from offensive odors. As an acute care facility, we have physicians and specialists on staff for the following: cardiology, pulmonology, internal medicine, psychiatry, orthopedics, hematology, endocrinology, podiatry, cardiothoracic vascular surgery, urology, plastic surgery, and more.
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Job Description: The Diet Aide assists the Registered Dietitian in monitoring and maintaining the dietary program. The Diet Aide performs essential duties associated with the processing of meal plans, resident information related to meal patterns, compliancy, and safety pertaining to the nutritional care and food service of all residents.
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The Environmental Services Aide (Housekeeping) ensures a safe, clean, and attractive environment for patients, staff & visitors at all times. The fully integrated network is comprised of PIH Health Hospital - Whittier, PIH Health Hospital - Downey and PIH Health Good Samaritan Hospital, 27 outpatient medical locations, a multispecialty medical (physician) group, home healthcare services and hospice care, as well as heart, cancer, women's health, urgent care and emergency services.
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Ensures Infection Control procedures and HIPAA compliance. Performs daily cleaning of occupied patient areas, nursing stations, work area, halls, lounges, storage areas, laboratory, bathrooms, offices, and any other assigned areas, in accordance with standard procedures of the Environmental Services Department, and in accordance with the objectives of the facility.
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Founded in 1887 Dignity Health - California Hospital Medical Center is a 318-bed acute care nonprofit hospital located in downtown Los Angeles.
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Care America Homecare Services is seeking compassionate, caring and dedicated professionals to add to our existing team of caregivers.
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Must be able to lift a minimum of 50 pounds Requirements TB Test, and a nationwide background check California DSS-HCSB Home Care Aide registration Read, write, speak and understand English as needed for the job State-mandated Covid 19 Vaccinated & boosted High school graduate or G.E.D. certificate preferred.
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Assists maintenance and recreation personnel to deliver and set up chairs, tables, booths, props, amplifying systems, stages.
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Our team of more than 2,000 employees speak 22 languages and are dedicated to offering hope and unlocking the full potential of individuals and families through culturally responsive, trauma-informed, research-based services for individuals and families from birth to older adults.
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Title: aide Company: Newport Meadows in Los Angeles, CA
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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?!
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.
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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?
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.