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Recently awarded one of the 2022 Best Places to work in NY and Best HR teams by comparably, the leading workplace culture and brand reputation platform, A Place for Mom is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion.
$51,500 - $86,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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With hundreds of senior living experts nationwide, A Place for Mom helps hundreds of thousands of families each year simplify the process of finding the right senior care solution across home care, independent living, memory care, assisted living, and more.
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A Place for Mom uses E-Verify to confirm the employment eligibility of all newly hired employees. About A Place for Mom. Competitive by nature - a selling machine, self-starter motivated to win and hit your sales goals.
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Take inbound, pre-screened leads and help guide families from initial consultation, to touring of facilities, and ultimately moving into a senior living community. Work in a growing, fast-paced industry to help educate families on senior care options and find the right communities to meet their needs while working remotely from your home office.
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This includes reaching daily call benchmarks, scheduling tours at communities, and converting leads into move-ins resulting in achievement of a monthly quota. Passionate about learning and development - excitement to learn about our industry through extensive new hire training program as well as ongoing feedback to help you improve performance over time.
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Proficient in Digital - fluent and comfortable with Microsoft Office and digitally savvy in order to learn and use our internal CRM system. Flexible - to achieve targets, advisors need to be available to work evening, nights and weekends.
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Act as the liaison between families in need and the senior housing communities or care providers. Strong computer and typing skills necessary, including Word and Excel. Schedules are set based on business needs, and may include regularly scheduled evenings, weekends, and end of month, along with some holiday shifts during the year.
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Our services are offered at no cost to families as we're paid by the 14K+ communities and 3K+ providers in our network. Ability to multi-task; simultaneously talk on the phone and take notes on the computer.
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Advisors are measured and compensated based on their ability to meet business targets. Act with integrity and assume positive intent. Drive outcomes every day with passion and a sense of mission.
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Make the lives of our families and customers better, easier and more successful. To learn more about E-Verify , including your rights and responsibilities, please visit www. History of exceeding sales quota.
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You will work with your Regional Manager to establish a full-time, 40 hour work schedule on an hourly, non-exempt basis. As the nation’s most trusted senior advisory service, we are a mission-based organization that enables caregivers to make the best senior living decisions for their loved ones.
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We're the leading online platform connecting families searching for senior care with a team of experienced local advisors providing insight-driven, personalized solutions. All candidate information will be kept confidential in accordance with EEO guidelines.
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Realize the full potential in each team member. Base Salary: $51,500. On Target Earnings: $86,500+ (Uncapped) work as a single supportive team. Bachelor's degree preferred. Focus on excellence. What you will do.
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All your information will be kept confidential according to EEO guidelines. What will make you successful. 401(k) plus match.
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What will make you successful. 401(k) plus match.
$51,500 - $86,500 a yearFull-timeExpandApply NowActive JobUpdated Today
equity and inclusion jobs Title: sales representative Company: A Place For Mom in Morgan-city, Louisiana
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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.
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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 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.