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Medicare home health or hospice experience is preferred. If so, now is the time to find your calling at Enhabit Home Health & Hospice. Enhabit Home Health & Hospice is an equal opportunity employer.
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AlabamaLicensure required to be titled "social worker" or practice social work; LBSW, LMSW, LCSW, or LICSW.ArizonaIf independent counseling needed, license required but not mandatory for hospice.
$24.19 - $40.32 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a caregiver, you will play a crucial role in helping us provide compassionate care to our clients in the comfort of their homes.
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If employment with the hospice branch of Enhabit Home Health & Hospice began prior to December 2, 2008, may not require supervision by a licensed master of social work. LOUISIANA - Must be an LMSW.MARYLAND - An LBSW must work under a licensed clinical social worker; a masters level LCSW is preferred.
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We are hiring now, so come join our team!
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We are hiring now, so come join our team!
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We are hiring now, so come join our team!
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Shodair is excited to announce our new Mental Health Aide position! MHA's have the option of working, 12 hour, 9 hour, 8 hour, or 4 hour shifts, which is a great fit for college students or someone looking for a flexible second job.
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We are hiring now, so come join our team!
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If you answer yes to the questions below, consider becoming a member of our Addus HomeCare team and learn more about the other great benefits we offer.
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FEATURED BLOG POSTS
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.
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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.
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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.