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Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living – Group Home – Human Services. Key Words: Direct Support Professional, Caregiver, daily pay, CNA, Pay on Demand.
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If you have experience working as a Qualified Mental Health Associate (QMHA), Direct Support Professional (DSP), Residential Assistant (RA), Residential Counselor, Skills Trainer, or Caregiving for a client with behavioral health needs, then this position may be a great fit for you.
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If not already registered as a QMHA through the Mental Health & Addiction Certification Board of Oregon (MHACBO), we will assist you in registering within 30 days of hire. Residential Associates work as members of a direct care team serving adults with serious mental illness.
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Psychologist License (Oregon) within 6 months of hire OR Professional Counselor License (Oregon) within 6 months of hire OR Licensed Marriage and Family Therapist (Oregon) within 6 months of hire OR Licensed Clinical Social Worker (Oregon) within 6 months of hire.
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As an In-Store Shopper, youll work on the Store Support team supporting Prime Now customer orders, preparing them for delivery and/or pickup. As mandated by New York City any New Member hired or Team Member transferring into NYC locations must be prepared to upload proof of having received at least one dose of a COVID-19 vaccine to Workday on their hire date.
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Foundation, the Company contributed more than $200 million in food and financial support, including more than $40 million through our Nourishing Neighbors Program to ensure those living in our communities and those impacted by disasters have enough to eat.
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Offer clinical support to CADC’s and CRM’s (and QMHP’s/QMHA’s where qualified) in the SUDS, primary care and mental health service lines, as well as minimally within SUDS and housing as needed.
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Our sales and store support teams, also known as clerks in the grocery world, play an important part in ensuring our stores are clean, organized, and shoppable so that our customers can find exactly what they need to keep their families healthy and fed.
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We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. Preferred skills: NLP, Text mining, Tableau, PowerBI, Databricks, Tensorflow. Knowledge of Statistics, Gen AI, LLM, Python, Computer Vision, data visualization tools.
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Rite-Hite sells the best, and we hire the best. Arbon Equipment – A Rite-Hite Company is the global leader in the manufacture and distribution of industrial loading dock and door equipment. Rite-Hite is an Equal Opportunity/Affirmative Action employer offering a drug free workplace for our customers and employees.
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As a minority-owned and JCAHO certified company, we are a healthcare staffing agency that offers flexible staffing solutions such as: per diem, local contract, travel nursing, contract-to-hire, and direct placement.
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Certification: 40 hours Domestic Violence Advocate Certification completion within 10 working days of hire. Must complete the 40-hour State of Oregon Domestic Violence and Advocacy training, with additional relevant training on topics specific to survivors of human trafficking within 10 days of hire.
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See policy for additional information Upon hire: Driving record consistent with GOP Safe Driving Policy 330 Incident Point Matrix at time of hire Upon hire: In compliance with the Providence St. Joseph Health - OR, criminal background check 1 year experience in nursing; long term care, acute care, ambulatory care or home health and hospice care This position requires that you obtain an NPI number within 30 days of starting in the position.
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Our deep expertise in human capital management has fueled our expansion into direct hire placements, temporary staffing, contract placements, and additional staffing and consulting services that propel our clients businesses forward.
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The Direct Support Worker implements care plans developed by the Oregon Department of Human Services, providing in-home support and skills including cooking, cleaning, scheduling, shopping, housing, budgeting, and skill development outlined in the individual's ISP. Documentation of progress notes are required daily.
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analyst support direct hire jobs in Portland, OR
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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?!
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.