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Must either obtain or meet on of the following criteria with six months of hire Certified Peer Specialist; has received Connecticut Community for Addiction Recovery Coach Academy or equivalent training; or meet Family Partner as required by Community Service Agencies specifications, which are: Experience as a caregiver of a youth (or adult) with special needs; preferably a youth (or adult) with a psychiatric condition.
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Increasing young adult life-skills such as financial literacy, self-care, parenting skills, social-emotional development, and civic engagement, The Senior Director of Learning will lead a program designed on the values of young adult-centered goal setting, competency-based instruction and social justice.
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Columbia Care, now The Cannabist Company, is one of the original multi-state providers of cannabis in the U.S. and now delivers industry-leading products and services to both the medical and adult-use markets.
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Working collaboratively with a Physical Therapist, you will provide rehabilitative therapy to an adult and geriatric population in their homes i n Woburn, Wilmington, Wakefield , North Reading and surrounding towns.
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Job Details Description NFI Massachusetts Inc., a non-profit human services agency, is currently seeking a Direct Care Staff for our Adult Services program located in Chelmsford, MA. NFI's Wild Rose program serves three adult men diagnosed with traumatic brain injuries and various medical issues.
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The Adult Day Program Staff is responsible for providing daily activities within an adult day program for each individual to support and provide instruction for individual growth, a sense of community and instruction in independent living skills.
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Connecticut Institute for Communities, Inc. Description: CT Institute For Communities, Inc. / CIFC Health is seeking to hire CT licensed behavioral health clinicians (LCSW, LPC, LMFT) to provide community-based therapy to CIFC Health adult and pediatric patients.
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Candidates should be skilled in evidence-based treatment interventions for adults and/or children, adolescents struggling with trauma, anxiety, mood (depression, bipolar), chronic stress, impulse-control issues, grief/loss, adjustment-related disorders as well as behavioral, social, and emotional struggles.
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This role will involve conducting individual and group counseling sessions, performing intake coordination, and maintaining relationships with referring agencies to support adult males in a halfway house recovery setting.
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The Psychiatric Nurse Practitioner is an essential member of the Behavioral Health team committed to providing comprehensive and efficient patient care that provides the best possible experience and individualized care for the This position ensures the quality and safe delivery of care to patients of adult patients.
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The Pediatric Occupational Therapist performs the duties with competence in skills and professionalism treating a variety of ages including pediatrics, adolescent, adult, and geriatric clients.
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Hospital Specifics- Albany Medical Center Hospital is a Level 1 adult trauma center and Children's Hospital that serves not only our local community, but a great deal of upstate NY and parts of Vermont.
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We are seeking a Lead Case Manager - Young Adult Population to join CTI’s Youth Services team, located at the Youth Opportunity Center. The Case Manager will supervise and lead members of the Young Adult Population team.
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Adult-Use Massachusetts Retail cannabis industry experience preferred. Adult-Use Massachusetts Retail cannabis industry experience preferred. At our core we provide professional, compliant and socially responsible standards that raise the bar and will be the new definition for excellence in the Cannabis industry here in Massachusetts.
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Completion of the Minimum Data Set-Home Care (MDS-HC)· Facilitation of member and caregiver access to community resources relevant to the member’s needs, including referrals to Adult Day Health, Adult Foster Care and the Personal Care Attendant Program.
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adult job in North Billerica, MA
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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?!
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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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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.