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Registered Nurse - Night Supervisor: Competitive Compensation: starting at $80,000 per year, earn more with experience. The In House Administrator is sensitive to the needs of those in palliative care.
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Specific Accountabilities: The In House Administrator believes in and supports the mission, vision and values and supports its philosophy of care. The In House Administrator maintains organizational and client confidentiality at all times.
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Duties and Responsibilities: Receives report prior to the beginning of the shift on current status of residents and relevant safety or family issues, new or pending orders, any issues that require follow up, current staffing and potential staffing issues, caregiver concerns or specific instruction needsPrepare to give a brief report to oncoming In House Administrator or designee.
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Registered Nurse - RequiredLeadership Care Plans Position Summary: Need someone with good communication and problem solving skills. Explore a world of art, theater, music, photography, history, nature and play in Rochester, New York. From standing in the parlor where Susan B. Anthony was arrested to listening to great jazz on the streets.
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A “house parent” who takes care of the houses. Ensures that at the time of death, reverence and respect for the deceased resident and family is provided according to the customs and traditions of care of the body, the room; leading and including the family in the final prayers, if they so choose.
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Registered Nurse (RN) Supervisor Onondaga Center for Rehabilitation and Nursing is actively seeking Registered Nurse (RN) Supervisor for the Evening Shift for skilled nursing facility in Minoa, NY DUTIES: Handle all supervisory duties for the assigned unit.
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Bishop Rehabilitation & Nursing Center is looking for a Registered Nurse (RN) Supervisor to work the Evening shift in our facility in Syracuse, NY. As a Registered Nurse (RN) supervisor, complete resident care requirements by scheduling and assigning nursing staff.
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Meda Health is seeking an experienced House Supervisor Registered Nurse for an exciting Travel Nursing job in Rochester, NY. Shift: 3xFlex Shift Start Date: 08/12/2024 Duration: 13 weeks Pay: $3026 / Week.
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FEATURED BLOG POSTS
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.
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.