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As a Licensed Practical Nurse, you will provide professional patient care to long-term and post-acute care residents. Attached to Clifton Springs Hospital, Clifton Springs Nursing Home offers a uniquely holistic approach to long-term care.
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Per Nuclear site requirements, selected candidates will be required to successfully complete the following: Requisites to obtain unescorted access to the power plant, which include psychological examination, drug screen and security background check.
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Clinical Staffing Resources is currently seeking per diem LTC Licensed Practical Nurses (LPN) to work in one of our long term care facilities. Must have current experience in Nursing Home / Long Term Care.
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Conduct routine or on-demand health checks of IT Systems including PCs, printers, copiers, fax machines, scanners, and video equipment. Work Place Flexibility: Onsite Legal Entity: Entergy Services, Inc.-ESI (OLD) *This position may be filled by a Field Services Tech I, II, or Sr. based on qualifications and experience of the selected candidate.
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Provide assistance with activities during assigned shift at the Supervised Living Home. Provide one-on one or group assistance to individuals that live at the Supervised Living Home. Complete Daily Van checklist when driving the van at the Supervised Living Home. Complete data collection sheets and submit to Site Manager in a timely manner.
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The Physical Therapist (PT, DPT, RPT) in Home Health is responsible for the assessment and evaluation of patient care needs related to functional status/mobility, endurance/stamina, pain and other medical conditions.
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The Registered Nurse, or RN, is responsible for working with other healthcare professionals to help treat patients with various injuries, illnesses, or disabilities. There are Registered Nurse (RN) job openings in your area.
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Some studies such as clinical trial in-person focus groups pay as high as $500 per study. - Compensation various per difficulty and length of study. Compensation varies per study.
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Compensation: Varies per assignment. Up to $500 per week. This opportunity is for completing market research opportunities with independent brands via online or phone. Any costs are incurred by the independent market research companies looking to partner with our applicants.
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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.
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.
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.