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Additional options for dental and vision benefits, life and disability coverage, flexible spending accounts, supplemental health protection plans (accident, critical illness, hospital indemnity), auto and home insurance, identity theft protection, legal counseling, long-term care coverage, moving assistance, pet insurance and more.
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Portsmouth Regional Hospital is owned by HCA Healthcare, a respected healthcare provider that runs three hospitals, an ambulatory surgery center, two freestanding emergency rooms, an urgent care center, and 46 physician practices in New Hampshire.
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Communicates and collaborates with all disciplines in the home care setting on a regular basis or immediately if there are any critical needs or crisis interventions needed. Establishes realistic goals and develops plans of treatment in cooperation with the patient, family and members of the health care team.
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The Float Pool RN demonstrates independence in planning, organizing, administering, and evaluating patient care in accordance with the NH Nurse Practice Act, recognized nursing techniques, clinical and administrative policies.
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Matrix Medical Network offers a broad range of clinical services and proven expertise that give primary care providers and the at-risk health plan members we visit with every day the tools and knowledge to better manage their health at home.
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Filling critical needs in patient care, Jackson Nurse Professionals delivers cost-effective travel nurse staffing solutions to over 500 hospitals, outpatient clinics, and home health clients nationwide.
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Fusion started staffing therapists in 2009, and has since expanded to specialties within the nursing, long-term care, home health, cath lab, laboratory, cardiopulmonary, and radiology fields.
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The hospital is owned by HCA Healthcare, which also owns two emergency rooms, an ambulatory surgery center, an urgent care center, and 46 physician practices in New Hampshire. Referral services for child, elder and pet care, home and auto repair, event planning and more.
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Jackson Nurse Professionals is seeking a travel nurse RN ICU - Intensive Care Unit for a travel nursing job in Portsmouth, New Hampshire. 12 months MICU experience in an acute care setting within in the last 3 years.
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Working closely with our Chief Medical Officer (CMO), Director of Quality Improvement (QI) and Population Health, and Chief Operating Officer (COO), you will play a key role in improving patient access, clinical quality, and the overall health of our community.
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BAYADA Home Health Care is seeking a Registered Nurse (RN) Home Health for a nursing job in Hampton, New Hampshire. BAYADA Home Health Care, Inc., and its associated entities and joint venture partners, are Equal Opportunity Employers.
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Are you a recent graduate or an experienced nurse looking for an exciting opportunity in the field of home health care? As a Home Care RN, you will have the opportunity to demonstrate your expertise and skills in providing high-quality care to our diverse patient population.
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Optum Home & Community Care, part of the UnitedHealth Group family of businesses, is creating something new in health care. As a team member of our Senior Community Care (SCC) product, we work with a team to provide care to patients at home in a nursing home, assisted living for senior housing.
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BAYADA Home Health Care is currently seeking an experienced Physical Therapist, PT, for a full time opportunity performing home health visits for our senior living office, located in Seabrook, Hampton and Exeter NH. This office services adult and geriatric clients on a per visit basis in territories throughout the Seabrook, Hampton and Exeter area.
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Our relationships with numerous healthcare facilities - including hospitals, home health agencies, and long-term care facilities - enable us to offer the most current travel nurse, local staffing, rapid response and crisis nurse jobs nationwide.
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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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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.