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Senior Care Therapy is looking for full time and part time clinicians to further our mission of providing in-person psychotherapy services to the geriatric population in over 300 sub-acute, long-term care, and assisted living communities throughout NJ, NY, PA, and MD. Are you interested in building meaningful relationships with our residents, and providing quality patient-centered services to help residents navigate the challenges of aging.
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Have your MDS/OASIS certification, or be willing to obtain certificationBe experienced in wound care, quality improvement, MDS, Fall Management, Infection Control, and standards of LTC & Assisted Living/Memory Care/Home Health documentation guidelines preferred.
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Provides a continuum of Assessment, Planning, Implementation and Evaluation of outcome-based Treatment, Leisure Education and Recreation Participation interventions for patients as ordered by the physician and / or designated by the Manager.
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Renowned as the academic flagship of the University of Maryland Medical System, our Magnet®-designated facility is a nationally recognized, academic medical center with opportunities across the continuum of care.
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As a Respiratory Sales Specialist, you will develop deep customer insights, build and maintain strong professional relationships with Healthcare Practitioners (primarily Pulmonologists, Nurse Practitioners, and Physician Assistants), office staff and other health care providers in the patient care continuum.
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Applies the nursing process within the context of the organization's shared/collaborative decision-making framework; collaboratively manages the patient's transitions across the continuum of care to assist patients and populations in achieving or maintaining an optimal level of health and functioning.
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The mission of the Johns Hopkins University School of Medicine Enrollment Management organization is to recruit and enroll an outstanding community of diverse students who are committed to excellence and leadership in patient care, education, and research.
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Experience and Experience: Lead a care management team comprised of licensed registered nurses, social workers, community care team coordinators and community health workers.
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Department: Position Overview: The Executive Director of Procurement & Strategic Sourcing will lead and supervise a staff of six to provide comprehensive and enhanced procurement services to UMBC stakeholders, providing support in supplier selection, contract negotiation and vendor management.
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Perks of being a Chick-fil-A Team Member include flexible hours, competitive pay and a positive atmosphere! Chick-fil-A is an opportunity for people of all ages and backgrounds. Team members must be available a variety of weekdays and on both Friday and Saturday.
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Experience in care management and knowledge of the post-acute care continuum is preferred. Job SummaryThe Program Director, Post-Acute Care is responsible for developing and implementing strategies designed to enable the smooth and timely transition of patients from the hospital to lower levels of care.
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Ten years of progressively responsible student affairs leadership experience, adult education or higher education administration experience including seven (7) years of management oversight and supervisory experience required.
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Performs correctional work at the full performance level under supervision from a technical superior and is responsible for maintaining security and the custody and care of incarcerated persons in the Howard County Detention Center and Central Booking Facility.
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Preferred active Scientific Diver certification as defined by the American Academy of Underwater Sciences. Under the guidance of the Director of Dive Programs, helps develop field scientific diver training.
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Assists the Director of Dive Programs prepare and submit annual reports of Aquarium dive activities utilizing our web-based program, Dive Program in the Cloud (DPIC) and Microsoft Office.
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continuum of care jobs Title: social worker Company: Senior Care Therapy in Windsor Mill, MD
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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.
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.