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Competitive Pay & Weekly Paychecks. Maxim Healthcare in Harrodsburg is hiring for a Licensed Vocational Nurse (LVN)/Licensed Practical Nurse (LPN) to work with Pediatric patients in their own homes.
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Springfield Nursing and Rehabilitation Center - Same day pay available. Current State of Registered Nurse (RN) or Licensed Practical Nurse (LPN / LVN) licensure. Registered Nurse (RN) / Licensed Practical Nurse (LPN / LVN.
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Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more. It's like being paid to go the gymAt Walmart, we offer competitive pay as well as performance-based incentive awards and other great benefits for a happier mind, body, and wallet.
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Maxim Healthcare in Danville is hiring for a Licensed Vocational Nurse (LVN)/Licensed Practical Nurse (LPN) to work with Pediatric patients in their own homes. We offer private duty nursing, skilled nursing, physical rehabilitation, companion care, respite care and behavioral care for individuals with chronic and acute illnesses and disabilities.
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At Walmart, we offer competitive pay as well as performance-based incentive awards and other great benefits for a happier mind, body, and wallet. Paid time off benefits include parental leave, family care leave, bereavement, jury duty, and voting.
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We offer on the job training, weekly pay, overtime, and raises for time earned! Must work 90 days) Become a certified Traffic Control Flagger. Be physically capable to perform all flagging duties.
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Key benefits include : Health, dental and vision insurance are available upon hire date Paid Time Off - accruals at 7.08 hours per pay period Matching Retirement Savings Plan with up to an 8% match Tuition reimbursement for hard to fill positions Student loan repayment for certain positions Cafeteria discount averaging 25% $10,000 Sign on bonus subject to eligibility requirements Location: Ephraim McDowell Regional Medical Center · 51 McDowell Place of Danville Schedule: Full-Time, Days, 6a-6p.
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Competitive Hourly pay + housing + travel + A rated malpractice insurance with tail coverage included. 8hr shift Schedule: 3 weeks on, 1 week off Support staff: working w/ 3 other Rad docs Amount of coverage needed per month: Patients per day: 120-200 avg between 4 docs (avg day: Xray:65, CT:55, UST: 15, MRI: 12, NUC:3) 60-70 reads per doc Patient population/age: 18+ Department description: PACS System: AGFA Enterprise; Equipment: All Siemens EMR: Meditech Hospital bed size: 222, occupy about 100-130 Skills required: General Rad, no mammography.
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Attend weekly meetings with external affairs team and provide detailed updates on outreach and internal events. · Weekly payday. Isaiah House is a faith-based, nonprofit with a competitive edge, delivering one of the most effective substance use disorder treatment facilities in the state of KY.
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Daily pay - work today, get paid tomorrow (easy access to a portion of earned wages after completed shifts) Whether you've worked as a retail sales associate, a gas station attendant or if this is your first job, apply today.
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The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
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Weekly Pay with direct deposit. Pay package is based on 12 hour shifts and 36 hours per week (subject to confirmation) with tax-free stipend amount to be determined. Our Services include Travel Nursing, Allied Professionals, Per Diem Nurse Staffing, Locum Tenens Staffing and Physician Placement.
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Genie provides travel RN’s flexibility, support, top pay scale, housing and the #1 rated, multi-state health insurance coverage. The management team has 20 years of experience in workforce solutions and staffing in medical and non-medical fields, roles ranging from Clerical job to Cardiologist to software developer to CEO.
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We offer DAILY PAY for all hourly employees! We are proud to provide competitive benefits and pay. Employee Assistance Program (ComPsych) We established the Unity Care Fund, a charity funded by Manna and its employees to provide aid to employees in times of crisis.
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Boost Your Earnings: With Upfront Pay you can view the fare for a ride before you accept it, giving you more control of your earnings. Drivers can cash out any time with Express Pay. Drivers enjoy flexibility with no hourly requirement.
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weekly pay busser jobs in Danville, KY
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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.