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You will provide non-medical care for older adults and seniors to help them stay independent and in their own home. WHO WE AREVisiting Angels is the fastest growing, most reputable, non-medical home care service in the state.
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Assist with quality assurance to ensure patient satisfaction with Patient Care Center (PCC) services as necessary. With 160 years of clinical excellence and innovation, Hanger's vision is to lead the orthotic and prosthetic markets by providing superior patient care, outcomes, services and value.
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Shifts will vary in each unit): Cardiovascular LabEndoscopyEmergency/Emergency ObservationFloat PoolLabor & Delivery and OB TriageICUMaternal Newborn and Well BabyMed SurgOperating Room/Pre-op/RecoveryProgressive CareRehabilitationABOUT THE JOBAs a RN at MU Health Care, you will have the opportunity to make a meaningful impact on patients' lives every day.
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The Patient Care Technician (PCT) provides care to patients with end-stage renal disease, supporting clinical staff throughout the dialysis treatment process to deliver prescribed treatments.
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This unit interacts with multiple agencies including managed care health plan staff, the program’s actuary, The Centers for Medicare & Medicaid Services, our external quality review organization, as well as numerous DSS and MO HealthNet team members.
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PRN Healthcare is seeking a travel nurse RN ICU - Intensive Care Unit for a travel nursing job in Jefferson City, Missouri. This is all driven by the simple idea that better care for our healthcare workers, leads to better patient care– and this is all supported by a dedicated internal staff.
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Those who meet service or hours requirements are also eligible for: 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long term disability; paid parental leave; paid holidays/vacation/sick; auto/home insurance discounts; scholarship program; adoption assistance.
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Responsibilities The Home Health Patient Care Manager Assistant (Licensed Practical Nurse, LPN) is responsible for assisting the Patient Care Manager in coordinating a team of staff to assure the continuity of high-quality care to home health patients assigned to the team's area.
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A leading hospice, palliative, and pediatric comfort care provider, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care.
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Discover Different means that we want you to bring your whole self and your sense of style to work with you every day - just as Associates do throughout the entire TJX family, which includes Marshalls, HomeGoods, Sierra, and Homesense.
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The Nurse Practitioner works under the supervision of a physician in a correctional environment and is responsible for assisting in the delivery of health care and patient care management.
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Accepts responsibility for the care, custody, and use of company equipment, material, tools, and other assets as assigned by the WTI Commercial Foreman. Job Requirements: Masons & Tuckpointers Concrete Restorations, Caulking Waterproofing Parking Garage Restoration Cold Applied Waterproofing Reliable form of transportation Acceptable background check per company standards Ability to pass a pre-employment drug screen and physical The hourly rate for applicants in this position generally ranges between $21 and $38.
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Overview: WiredPeople invites applicants to join our growing team as a Community Dental Health Coordinator to assist with Missouri's statewide program aimed at improving dental care for individuals with substance use disorders (SUD.
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Our clinical offerings currently span the entire continuum of care, from emergency and hospital-based medicine to telemedicine, intensive care, ambulatory, and in-home clinical care.
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From designers straight off the runway to statement jewelry, we offer exciting surprises that make the everyday a little more fun. Contact your TJX representative for more information. Discover Different also means we embrace each other’s differences and unique perspectives.
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palliative care jobs in Jefferson City, MO
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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.
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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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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.