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DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide. We have a variety of assisted living environments, including nursing home facilities.
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Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living – Group Home – Human Services. Apply today and explore Caregiver Direct Support Professional DSP careers, well-lived at Sevita.
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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. Network of Support: Supervisors who care deeply about the participants and your wellbeing at clinic and group homes.
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Time Off: Paid time off plus holiday pay to recharge so you can be your best at work. Sevita is a leading provider of home and community-based specialized health care. Job Security: A stable job at an established, growing company.
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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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Use independent nursing judgment and discretion to address, resolve, and process problems impeding the diagnostic or treatment progress, including medication set-up, blood pressure checks, pulse, temperature, and weight checks to support the home program.
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The Nursing Home Administrator (NHA) is strategic driver of business excellence, staff excellence, clinical excellence, and customer excellence at the nursing center. Nursing Student Loan Debt Repayment and Tuition Assistance.
$95,000 - $105,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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BALANCING - Maintaining body equilibrium to prevent falling when walking, standing, crouching, on unprotected elevated surfaces using fall protection equipment; or maintaining body equilibrium when performing scaffold construction at elevations using fall protection equipment.
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The RN will provide comprehensive nursing care to patients in their homes in Martinsville, WV. The ideal candidate must have at least one year of experience as an RN in a home health setting or related healthcare field.
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You will see clients in-home, at school, in office, or online via our HIPAA secure platform, telehealth. BCBS Health Insurance (part-time employees who work at least 30 hours a week are eligible for health insurance.
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At Home provides quality rehabilitation services to home care, adult day cares, assisted and independent living facilities (*settings available vary by position and location). OT holds a current license and/or registration as an Occupational Therapist in-state as applicable.
$53 - $55 an hourPart-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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From our home health, hospice, and community-based services to inpatient care at our clinics and hospitals, our mission is to reach more patients and families with effective and efficient healthcare.
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Select Water Solutions’ Well Testing CDL Driver is responsible for safely operating a truck with a capacity of at least 26,000 pounds Gross Vehicle Weight. Perform load-outs of equipment at the yard.
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We at Litman Excavating are looking for any level of diesel, equipment, or lube technician. Any level Diesel or Equipment Technician, Mechanic, Lube Tech. We at Litman Excavating are looking for any level of diesel, equipment, or lube technician.
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You're equally adept at addressing the whole patient and seeing them as an individual. You know that being a Physical Therapist means you're a teacher who can train patients and caregivers on the skills they need to promote independence and productivity.
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nursing home at jobs Title: occupational therapist Company: Assured Nursing in Hannibal, OH
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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?!
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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.
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.