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Schedule: Part-Time Night shift (7:00 pm - 7:30 am) / Every other weekend & rotating holidays. He/she gives direct patient care and maintains clinical records reflecting the patient’s condition, medication, treatment, examination, and progress according to the Delaware Nursing Practice Act and St. Francis Hospital’s policies and procedures.
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In addition, there is a $1/hour bonus for working an off-shift schedule. This is for a 2nd shift position. Examples are the following types of equipment: mechanical, electro-mechanical, machine motion control systems, electronic, micro-electronics, optical, magnetic, nuclear measurement, radiography, and ultrasonic, etc.
$40.98 an hourFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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From replacing parts and sanding, to cleaning and waxing, we bring out the best in every vehicle.
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Always Best Care is currently hiring for a part-time Personal Care Assistant (PCA) to provide in-home care to seniors and assist with all aspects of personal care and daily tasks in order to help them maintain their independence in the Wilmington & Leland, NC area.
$16 an hourFull-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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Shift Leaders lead our teams in providing our guests with the most exceptional experience in Southern Hospitality. Telemedicina ilimitada y programas virtuales de salud mental gratuitos. Ofrecemos horarios FLEXIBLES que se adaptan a tu agenda: mañanas, tardes, fines de semana – Tiempo completo y medio tiempo.
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SOME OUR SWEET SHIFT LEADER PERKS:•Flexible part-time work schedules•Excellent training & mentorship•Pet insurance for your furry loves ones•Job stability with a rapidly growing and reputable company•Achievable growth/promotion opportunities•You get to work in a fun, exciting team environment•FREE cookies with every shift.
$11 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Full-Time Night shift (7:00 pm - 7:30 am) / Every other weekend & rotating holidays. Saint Francis Hospital, a member of Trinity Health Mid-Atlantic, is looking for experienced Registered Nurses to join the team on our CVU floor with the possibility to cross-train in the ICU.
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As a Custom Protection Officer, you will serve and safeguard clients in a range of industries such as Commercial Real Estate, Healthcare, Education, Government and more.
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Job Description Summary Perform a variety of physical and chemical inspections including; macro etch, chemical clean, fluorescent penetrant, white light (visual), and magnified inspections on all types of parts, assemblies and tools.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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Perform a variety of physical and chemical inspections including; macro etch, chemical clean, fluorescent penetrant, white light (visual), and magnified inspections on all types of parts, assemblies and tools.
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National Peening in Wilmington, NC is part of the Sinto America Group of companies, the North American subsidiary of Sintokogio, Ltd., a worldwide family of companies with a global reputation for excellence in the manufacturing industry.
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Should the Shift Leader or Manager fail to pass the certification requirements after two attempts, he or she will be not be qualified to continue to perform in a Shift Leader or Management capacity.
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Perform specific cleaning and custodial tasks in the general upkeep, sanitation and cleanliness of the hospital.
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Medical, dental, vision, life insurance vacation & 401(k) with match available
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Fill in for Shift Supervisor as needed. Willing to act as a motivator and role model for the shift. Familiar with 2D/3D CAD modeling software. Health and well-being benefits include medical, dental, vision, paid parental leave, mental health/substance use, fitness, and disease management programs.
$63,584 a yearFull-timeExpandApply NowActive JobUpdated 22 days ago
Title: shift Company: The Hotel Salem in Leland, NC
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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.
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.
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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?
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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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.