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Administers, delegates, and monitors direct resident services to assure quality of care for all residents in accordance with the privileges and limitations of the Nurse Practice Act. Promotes and implements rehabilitation and restorative measures.
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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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Assumes a leadership role and is responsible to direct staff performance on assigned shift. Implements health care measures and delivers direct resident care to meet resident needs. Hours of a Registered Nurse (RN): Non-Exempt/As Scheduled, 8 or 12-hour shifts available.
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Our Houston office is looking to hire an experienced Bilingual Receptionist with a desire to develop a career within the legal industry. Direct all office visitors. The Legal Receptionist reports directly to the Office Manager.
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Follow company work processes to receive, open and unpack cartons and totes; store merchandise in stock room or move directly to sales floor. Perform other duties as necessary to maximize profitability, customer satisfaction, and teamwork, while protecting company assets.
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Optional enrollment in Dental, Vision, Life, 401K w/ company match, pet care discounts and more!) Current DEA License/USDA Accreditation or obtained upon hire. PTO, parental leave, and company holiday package.
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Now's your chance to choose your hours and workload while earning supplemental income from a national insurance services company. JMI Reports has an immediate demand for field reporters nationwide to complete residential and commercial property insurance surveys as needed.
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An independently-owned, nationally-recognized and amazingly awesome staffing firm ready to work. You are eligible to enroll 1st of the month following hire date. Lifestyle & Fitness Management, Working Smarter.
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The PIV Maintenance Technician will provide preventive maintenance in support of department and company goals. Power Industrial Vehicle (PIV) Maintenance Technician - 3rd shift. The PIV Maintenance Technician will provide preventive maintenance in support of department and company goals.
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GrapeTree Medical Staffing LTC is seeking a travel nurse RN Long Term Care for a travel nursing job in Houston, Minnesota. GrapeTree takes pride in staffing high-quality, experienced CNAs, STNAs, LPNs, and RNs in 8-13 week travel contracts in nursing homes, assisted living, skilled nursing and memory care facilities across the midwestern US.
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We are looking for strong team players to join our company and help us grow to meet growing customer demand. If you are even considering a career change and have experience as a technician in any machinery field we would like to talk to you.
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The Stock Agent plays a vital role in maintaining the inventory of the company. EOS report to the Inventory Supervisor. This individual is responsible for overseeing stock levels, coordinating, and reporting to the Inventory Supervisor, and optimizing Newrest programming to ensure the efficient flow of raw materials.
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Please provide interview times and a good phone number for the center to call the nurse. Charge Nurse: $3.5. Nurse to Patient Ration - about 24-26:1 on average. Covid & Flu Policy: Required - Medical/Religious Exemptions and Declinations Allowed (COVID is required or exemption allowed.
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FEATURED BLOG POSTS
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.
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.
How to Navigate Hiring Out of State
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.
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.