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The Licensed Practical Nurse (LPN) provides professional nursing care for residents of all ages in long term care, under the supervision of a registered nurse, advanced practice provider, or physician.
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Oconee County is an equal opportunity/affirmative action employer committed to achieving excellence and strength through diversity. Must possess within one year after employment South Carolina Criminal Justice Academy basic law enforcement certification as a Class 2-LCO (Local Correctional Officer.
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Dollar General Corporation is an equal opportunity employer. Bail cardboard and take out trash; dust and mop store floors; clean restroom and stockroom. by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations.
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Check us out on Instagram @LifeAtSHP, Facebook @SouthernHealthPartners and Twitter @SHPJailMedical. Equal Opportunity Employer. The Medical Team is driven by each of our local Nurse Administrators who coordinate the patient needs and plans of care in a secure controlled environment.
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What we offer: Driveline offers competitive compensation, very flexible scheduling, on-the-job training, strong support, payroll advance program, and the opportunity to advance your career with our strong internal promotion program.
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This opportunity is for completing market research opportunities with independent brands via online or phone. Some studies such as clinical trial in-person focus groups pay as high as $500 per study.
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It's an opportunity to meet interesting people, treat our guests to a great dining experience and to start an exciting career in the food-service industry. If you like flexible hours and good pay where you can see and meet new friends, then this is the job for you.
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Join our team as a Team Member where you will have the opportunity to showcase your skills in a fast-paced and rewarding environment. Join our team as a Team Member where you will have the opportunity to showcase your skills in a fast-paced and rewarding environment.
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As a registered nurse at Agape Care Group, you ll be a voice for your patients, all while communicating with everyone involved in the plan of care-the patient, the patient s family, and the hospice care team.
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Location: Remote (USA)Company: ProductReviewJobsThank you for your interest in becoming a Paid Product Tester. Any costs are incurred by the independent market research companies looking to partner with our applicants.
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Maybe youre a stylist who wants more responsibility, or youre looking for a new opportunity? Requirements: Cosmetology and/or barber license (licensing requirements vary by state/province) If this sounds like you, then you may have what it takes to be an assistant salon manager at a Great Clips salon.
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Controlled Environment and Other Safety Practices dopermit employees to forego COVID Vaccine requirements which may bein place elsewhere. We have availability in our safe, securecorrectional medical unit to pick up shifts, helping our medicalstaff with duties of limited services such as Sick Call Triage,H&Ps, Med Pass. Use your medical knowledge and heartsdesire to care for the underserved, without the back-breakingpatient lifting you find in home health and nursing homecare.
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This position offers the opportunity to work remotely from home where your contributions will directly impact the success of our future client products. For a complete understanding of this opportunity, and what will be required to be a successful applicant, read on.
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Here are the job details: Job Description & Requirements: - School year: 2024-2025 - Previous school experience preferred, but not required - Active or pending state SLP license needed - ASHA certification is a plus - Enjoy guaranteed hours for both direct and indirect services - Access top-notch benefits including Health, Dental, Vision, and Matching 401(k) If you're interested, apply soon to secure your opportunity.
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FEATURED BLOG POSTS
How do Employers Verify Education?
At any stage in your professional journey, you may come across an employer or a recruiter who asks to verify your educational credentials. This shouldn’t come as a surprise as 30% of candidates admitted to lying on their resumes, yet 79% of them never get caught. In fact, 85% of employers in the US who conduct background checks find that candidates have lied on their resumes or job applications.
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.
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.