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Helping patients regain hope and independence, Encompass Health is a national leader in post-acute care. Enhance the impact of your abilities with national post-acute care leader Encompass Health.
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The MSW assists in post-acute care placement on all discharges, primarily with those patients identified with post-discharge behavioral health and patient assistance/resource needs.
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If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our Acute Care Speech Language Pathologist PRN opening. Do you want to work as a(an) Acute Care Speech Language Pathologist PRN where your passion for creating positive patient interactions are valued.
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Dedicated to graduate medical education programs to train residents in diagnostic radiology, family medicine, internal medicine, obstetrics and gynecology, pediatrics, surgery and fellowships in surgical critical care and sports medicine.
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HCA Healthcare Intensivist Services (formerly ICC) is looking for a critical care fellowship trained physician to join HCA Memorial Health University Medical Center in Savannah, GA. The success of the ICC intensivist program relies on strong team building strategies within the ICU, the hardwiring of best practice evidence base protocols and streamlining the delivery of hospital wide critical care services.
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Join our Team as an Acute Care RN and access programs to assist with every stage of your career. Our 600+ bed hospital is one of the region's leading acute care facilities that serves 35 counties across southeast Georgia and southern South Carolina.
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The Tidewater Group is an equal-opportunity employer. As a Lawn Care Spray Tech, you will provide excellent customer service to residential or commercial customers by making timely lawn/landscape applications, diagnosing and correcting lawn/landscaping problems through service calls and other customer communications, and selling/up-selling services to new and/or existing customers, resulting in the growth of the customer base.
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AAP/EEO Statement: PSA Airlines is an equal opportunity employer; qualified applicants are considered for and treated during employment without regard to. Access to 24-hour virtual urgent care services.
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The Post Release Services (PRS), Case Manager is primarily responsible for Post Release Services (PRS) for Unaccompanied Children (UC) and families. Bachelor’s degree in Human Services, Social Work or related field of study from an accredited college with at least two (2) years of case management experience in child and family services or at least three (3) years of case management experience in child and family services, family preservation, kinship care, or refugee and immigration fields in lieu of education.
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Gerber Collision & Glass is proud to be an equal opportunity employer committed to an inclusive and diverse workplace. The Production Manager is committed to being a dedicated Brand Ambassador of Gerber Collision at all times.
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Ben E. Keith is an equal employment opportunity, affirmative action employer. For more than a century, Ben E. Keith Company has been a leader in fine food and premium beverage distribution, and we strive to consistently exceed our customers’ expectations.
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Here at Ben E. Keith, we recognize that our workforce reflects the increasingly diverse nature of our society, and we want to do all we can to take advantage of that diversity with both our external and internal customers.
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WillScot Mobile Mini embraces diversity and is committed to equal opportunity in all aspects of employment, including recruiting, hiring, promotion, termination, leaves of absence, compensation, and training.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff RN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry or travel nursing.
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We are also thrilled to recognize our very own SLP, Dr. Kelly Byrd as the American Staffing Association 2024 National Staffing Employee of the Year and Health Care Sector All-Star. We’re honored to connect Dr. Byrd to employment, share her incredible story, and support her family literacy nonprofit.
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equal opportunity post acute care jobs in Savannah, GA
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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.
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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 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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.