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Right at Home – Southern Maryland In-Home Care & Assistance is hiring for Caregivers / Personal Care Aide (PCA) CNA LICENSE is NOT required! Right at Home – Southern Maryland In-Home Care & Assistance is hiring for Caregivers / Personal Care Aide (PCA) CNA LICENSE is NOT required.
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Chesapeake Shores Nursing Center - Join our wonderful team as a Geriatric Nurse Assistant (GNA) today! Chesapeake Shores Nursing Center is an exceptional team-oriented company hiring for Geriatric Nurse Assistant (GNA.
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Right at Home - Southern Maryland In-Home Care & Assistance is hiring for Caregivers / Personal Care Aide (PCA) TYPE: In-home one-on-one caregiver. Caregivers / Personal Care Aide (PCA) Benefits: Bi-weekly pay through direct deposit, Paid Time Off, Mileage Reimbursement, Paid Trainings, and many more.
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We at SAIC are on the quest for a valiant IT Security Analyst, whose expertise and foresight can fortify the bulwarks of our information systems. As an IT Security Analyst, you are the Gandalf at the gates, the sentinel who never sleeps.
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In addition, we offer a $300 bonus, paid immediately upon completion of U-Haul Equipment Inspection and Verification through our 1-2-3 Punch Certification Program at retail stores. Physical Demands:The work requires some physical exertion such as long periods of remaining stationary, moving around indoors and outdoors, positioning oneself to reach objects at varying heights and moving equipment weighing a minimum of 50 lbs.
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Discovery Senior Living is looking for a Memory Care Director to join our community Discovery Commons at Wildewood. Discovery Senior Living is looking for a Memory Care Director to join our community Discovery Commons at Wildewood.
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Most work will be conducted on-site at NAS Patuxent River, MD, however, some domestic and international travel will be required in support of logistics activities. Must be able to operate effectively at remote work sites without direct supervision.
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Work with NAVFAC to review available facilities at MCAS Cherry Point (VMUT-2) to establish the locations for operator simulators and maintenance trainers. MAG Aerospace is seeking a Program Analyst, Senior to support a PMA Training IPT in Lexington Park, MD. Support will be on-site at the PMA with the opportunity to telework.
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Active Secret with the ability to obtain and maintain a TS/SCI level security clearancePreferred Qualifications:Experience in at least one of the following areas: Software Architecture, DevOps/DevSecOps, Aegis Weapon System Experience leading small technical teams to deliver positive impact to a sponsor.
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With employee engagement and community impact at the forefront of our culture, we have been named a 2020 Top Workplace by nola.com and honored as one of the CityBusinesses’ Best Places to Work since 2008, including a 1st place award in 2020, at the height of a global pandemic.
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At V2X, we are making a difference by providing support to programs at NAVAIR. At least five (5) years of experience in Avionics Systems and/or Sensor Systems Engineering, and Aviation Systems engineering and requirements development processes.
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Manage other travel related tasks such as Government Travel Credit Card (GTCC) tracking and renewal of Official Passports, schedule Pentagon parking requests and workspace(s) at the Washington Liaison Office (WLO) during Pentagon meetings and process local vouchers for expedited reimbursement.
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At least 1 years of experience in Navy/Marine Corps ATC systems. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance.
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Lexington Park, MD – Hybrid with 3 days a week at the government facility at Pax River and 2 days a week split between the Nine 30 office in Lexington Park and Working From Home (WFH.
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Home Health Certified Nursing Assistant (CNA) Founded in 1966, Interim HealthCare is the nations first home care company and a leading employer of Certified Nursing Assistants (CNAs.
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nursing home at jobs Title: occupational Company: Assured Nursing in Lexington Park, MD
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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?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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.