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DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide. Sevita is a leading provider of home and community-based specialized health care.
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Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living – Group Home – Human Services. Learning and Development: We invest in your development and provide the tools and training you need to have a fulfilling career in a group home or clinic.
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Experience: Six months of experience in human services, direct care, or care coordination preferred. Sevita is committed to providing equal opportunities to all employees and applicants for employment.
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And today, our 40,000 team members continue to innovate and enhance care for the 50,000 individuals we serve all over the U.S. We have a variety of assisted living environments, including nursing home facilities.
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Join us as a Licensed Nursing Home Administrator and lead the charge in orchestrating our facility's operations to deliver outstanding care and services to our residents. Valid, unrestricted Nursing Home Administrator’s license in the state.
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The Infection Preventionist (IP) is responsible for the nursing center's Infection Prevention and Control Program (IPCP) and functions as a practitioner, resource, consultant, educator and facilitator for staff in multiple locations focusing on the following areas: Infection Prevention & Control Activities, Outcome & Process Surveillance, Outbreak Management, and Employee Health.
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SHC has also earned The Joint Commission’s Gold Seal of Approval and is named among the Largest Health Care Staffing companies in the United States by Staffing Industry Analysts.
$1,183 a weekPart-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Be the next key member of our Rail Switching Team as the PSC Group is now hiring! This is a regular full-time position so if you are looking for a stable, long-term career in a booming industry, then consider joining the PSC Group family.
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Genesis Rehab Services is a leading provider of Physical, Occupational, Speech and Respiratory Therapy for older adults in skilled nursing facilities, independent and assisted living communities, CCRCs, Transitional Care Units, patients' homes, hospitals, adult day care programs and outpatient clinics throughout the US.
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The Mom Project is excited to partner with Orrick in their search for a Project Assistant. This compensation and benefits information is based on the Orrick’s estimate as of the date of publication and may be modified in the future.
$45,000 - $57,000 a yearFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Minimum of two (2) years college education in the field of health care administration, business management, and/or marketing or public relations preferred. Genesis is one of the nations' leading provider of healthcare services from short-term to long-term care and a wide variety of living options and professional clinical services.
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Ensure routine maintenance plan in place and minimize down time on all assigned equipment. A Field Service Technician (FST) is responsible for maintenance and service of USA Compression equipment reporting to the Area Service Manager (ASM.
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Supervising and directing the Licensed Practical Nurse (LPN) and/or the Home Health Aide in implementing the patient care plan. Creating and modifying the Home Health Aide care plan and supervising them via patient feedback and onsite interactions.
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Minimum of one year of experience in home health care or related healthcare field. Maintain current knowledge of nursing practices and trends in home health care.
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If you are a motivated and compassionate RN with a passion for home health care, we encourage you to apply for this exciting opportunity to make a difference in the lives of our patients.
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home care in health aide is hiring jobs Title: all shifts in Hannibal, OH
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Virtual Reality Job Interviews
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A Potential TikTok Ban?!
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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.