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About Fallon Health: Fallon Health is a mission-driven not-for-profit health care services organization based in Worcester, Massachusetts. Clinical Site Director New Elder Services Day Center (PACE Program) US-MDartmouth Job ID: 7501 Type: Full Time of Openings: 1 Category: Other Summit Eldercare - Dartmouth Overview COMING SOON: Fallon Health Opens New Summit Eldercare Site in Dartmouth, MA About Summit ElderCare: Fallon Health operates one of the largest Programs of All-Inclusive Care for the Elderly (PACE) in the country.
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Boston Medical Center HealthNet Plan (BMCHP) is a not-for-profit managed care organization which provides health insurance coverage to residents in Massachusetts and New Hampshire.
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Our client is a multi-disciplinary accounting, tax, and advisory firm serving the needs of closely held companies, family-owned businesses, not-for-profit entities, government, and high-net-worth individuals.
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We have been providing audit, accounting, tax, and consulting services to closely-held companies and not-for-profit clients in the Pacific Northwest and across the U.S. Tax Manager - Well established firm with incredible opportunities for growth.
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About First Place for Youth Were a leading non-profit organization dedicated to supporting foster youth in their transition to adulthood, with a focus on education, employment, and housing.
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As a leading not-for-profit health system, we're dedicated to providing top-notch care and creating a positive impact on communities across the nation. We're on the lookout for a talented Senior Reimbursement Analyst to be a key player in our rapidly growing and innovative organization.
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Established in 1946, with headquarters in Arlington, Virginia, AIR is a nonpartisan, not-for-profit institution that conducts behavioral and social science research and delivers technical assistance to solve some of the most urgent challenges in the U.S. and around the world.
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Join our not-for-profit organization that has provided over 100 years of housing and services to seniors with a commitment to quality care and service in a Christian environment. Considered a member of the nursing team and is expected to know, and will be held accountable for, following infection prevention and control policies and Personal Protective Equipment use.
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An independent and not-for-profit system since 1924, Childrens Minnesota is one system serving kids throughout the Upper Midwest at two free-standing hospitals, nine primary care clinics, multiple specialty clinics and seven rehabilitation sites.
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Maintain documentation for regulatory binder, adverse event reporting, and communications between sponsors and sites. Interact with patients and families for securing informed consent, scheduling research visits, and collection of data.
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A not-for-profit organization dedicated to promoting natural beauty, arts, culture, and community spirit seeks a news junkie and communicator to serve as a Media Monitoring Specialist.
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We carefully consider a wide range of factors including but not limited to market indicators for the specific role, the skills, education, training, credentials and experience of the candidate, and organizational needs.
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The not-for-profit hospital and health care system is Louisville's third largest employer, with more than 17,000 employees. Responsible for accurate assessment, analysis and summary of findings for coding validation.
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Sutter Health is a not-for-profit health care organization, providing operational and administrative support, including the latest technology, allowing physicians to focus on delivering exceptional patient care.
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Company Overview: In-Q-Tel (IQT) is a not-for-profit that serves and powers the national security interests of the U.S. and its allies, providing the most sophisticated source of strategic technical knowledge, insights, and capabilities.
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not for profit jobs in Prospect Hill, NC
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.Â
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.