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Medical, Dental, Vision, 401(K), Life, AD&D, EAP, Identity Theft, & Pre-paid Legal. McKinley is looking to add an Executive Assistant to their team! This key position will provide support to the Chief Executive Officer and Chief Financial Officer of the Weiser Family Office, as well as WFO Board Members as needed.
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The College of Literature, Science, and the Arts (LSA) at the University of Michigan seeks outstanding scholars for new tenure-track assistant professor faculty positions as part of the Michigan Program for Advancing Cultural Transformation (M-PACT) Program.
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Education & Licensure: Registered Behavior Technician License Soliant offers Licensing Assistance if you are not yet certified: School experience is preferred, but not required We Offer: Competitive hourly rates Weekly pay Full Benefits (Medical, Dental, Vision) For more information on our openings, please contact Alex Butler at (770)-325-0553 or alex.butler@soliant.com.
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SummaryThe Cardiology Hub and Spoke Network Physician Assistant (PA) assesses, plans, implements, collaborates, and evaluates the needs and care of patients with cardiovascular disease within the Cardiology Hub and Spoke Network.
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Dental Dynamic Staffing is looking for a Registered Dental Hygienist to join our growing. The ideal hygienist must have a passion for dental hygiene and educating the public at large about the importance of Dental Health.
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Health care experience a plus including: BONENT Certified, Certified Hemodialysis Technician (CHT), Certified Nursing Assistant (CNA), Certified Medical Assistant (CMA), or Phlebotomy certification.
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Many options for best in class medical and dental plans to fit your needs; a wellness plan that includes biometric screening and health risk assessment for you and your spouse and incentives for healthy living.
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Benefits Vision benefits Weekly pay Guaranteed Hours 401k retirement plan Referral bonus Medical benefits Dental benefits. Benefits available and includes medical, dental, and vision. Job Description & Requirements Specialty: CT Technologist Discipline: Allied Health Professional Start Date: 08/26/2024 Duration: 13 weeks 36 hours per week Shift: 12 hours, nights Employment Type: Travel Minimum 2 years experience REQUIRED. BLS (AHA), ARRT(CT) - Required.
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With Sherwin-Williams’ promote-from-within philosophy, you will have the opportunity to progress into an Assistant Store Manager position upon successful completion of the initial 6-8-week training.
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These fields are usually administrative, general office, clerical, or customer service in nature, such as clerk, mail distribution clerk, mail processing clerk, window clerk, bookkeeper, office assistant, etc.
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The Assistant General Manager (AGM) will provide consistent support to their team and must have the ability to manage, lead and train multiple employees, drive to achieve major KPI’s, manage daily production, and focus on the guest experience.
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Health benefits include: Medical and prescription drug insurance, dental insurance, vision insurance, critical illness insurance, accident insurance, hospital indemnity insurance, personalized healthcare support, wellbeing program and tobacco cessation program.
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Health, dental and vision insurance Flexible Spending Accounts Company-paid life insurance Various voluntary programs and insurances 401(k) savings plan Paid vacation, holiday, and sick time Employee Assistance Program (EAP) Plus, various perks.
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Registered Dental Hygienist (Required) Dental Hygienist needed for our family owned practice. Registered Dental Hygienist (Required) Dental Hygienist needed for our family owned practice.
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Kelly offers eligible employees voluntary benefit plans including medical, dental, vision, telemedicine, term life, whole life, accident insurance, critical illness, a legal plan, and short-term disability.
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dental assistant jobs Title: assistant Company: Gentle Dental Care in Ann Arbor, MI
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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.