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Ensures programs of oversight meet standards set by governing bodies, including Dept of Mental Health & Addiction Services (DMHAS), Psychiatric Security Review Board (PSRB), Dept Children & Families (DCF), Dept Public Health (DPH), and Joint Commission.
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Here, you are part of an organization on the cutting edge helping to bring new technologies, breakthrough treatments and community education to countless men, women and children. Through the passion of our specialists, we continue to treat every patient with care, compassion and respect, while providing affordable and accessible services.
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The Division of Pediatric Anesthesiology provides care for over 8,500 children in a variety of clinical settings: including Children’s Hospital OR’s, MRI, CT scan, interventional cardiology/radiology, radiation oncology and pain management.
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We are seeking a passionate PNP who is committed to providing high quality, patient-centered, evidence-based care to the children of Fairfield County, CT. Our four offices provide a collegial work environment with an amazing team of doctors, NP’s and a PA, lactation consultants, subspecialists, and support staff all committed to providing the highest quality care to our patients while helping each other to achieve an optimal work-life balance.
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It includes a 473-bed community teaching hospital, a 76-bed inpatient psychiatric facility in Westport, a large multispecialty provider group, and special needs services for adults and children.
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For many of these children and families, Hole in the Wall provides multiple Camp experiences throughout the year at the facility in Ashford, Conn, in dozens of hospitals and clinics, directly in camper homes and communities and through other outreach activities across the Northeast and Mid-Atlantic.
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Certified Registered Nurse Anesthetist (CRNA) Well-established pediatric group practice is seeking a Pediatric Nurse Practitioner to join our Group Practice. Please include Pediatric Nurse Practitioner in the subject line of your email.
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Founded in 1988 by Paul Newman, The Hole in the Wall Gang Camp provides “a different kind of healing” to thousands of children with serious illnesses and their families annually – all completely free of charge.
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Develop collaboratively and teach in a new initiative in choral music education with the intent of preparing students for part-time service with children and youth in New Haven church and school choral music.
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Supervise children backstage during theatrical productions. The Theater Teaching Associate should be an energetic and flexible person who enjoys children, works well in collaboration with others, takes initiative and shows follow through, has some experience in education or theatrical production, and is considering a career in teaching in the performing arts.
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Description The Department of Anesthesiology at Yale University School of Medicine is recruiting full time, fellowship trained Pediatric Anesthesiologists at the Assistant or Associate Professor rank.
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Qualifications High School Diploma or GED State/FBI Criminal History Clearance Department of Children and Families Child Abuse and Neglect Registry Record Clearance Education Employment Verification - Act 16-67 For frequently asked questions, click here.
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Scientists, Stay-at-home Moms of school-aged children, Horse farm owners, Retirees, Freelancers, Pilots, Dog Trainers, Vet Techs, College Students, Nannies & more! Scientists, Stay-at-home Moms of school-aged children, Horse farm owners, Retirees, Freelancers, Pilots, Dog Trainers, Vet Techs, College Students, Nannies & more.
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Reporting to the Manager, Office of Development, the Development Specialist (Children's Hospital Fundraising Manager) plans, organizes and executes the annual fundraising programs and other stewardship and cultivation activities for Yale New Haven Children.
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Under the direction of the Manager, a Prior Authorization Specialist performs all clerical duties required to obtain insurance prior authorizations for all in office procedures, medications, and any surgical services in a timely manner.
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compassion children jobs in New Haven, CT
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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.