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Viability values our employees and the talents that they bring with them every day. Must be fluent in American Sign Language (ASL) and have a working knowledge of Deaf culture required. The Program Supervisor is responsible for the development and effective operation of specific functions of the supported living program.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Viability is looking for an Employment Specialist to join our team supporting others with their employment goals. Thank you for exploring a career with Viability! You will work as an Employment Specialist to promote and expand employment opportunities for individuals who use DMHAS services who have mental health or co-occurring mental health and substance use disorders.
Full-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Viability Employment & Training Specialist 3 Bloomfield , Connecticut Apply Now Welcome! Fitness and Weight Loss program support. Viability Employment & Training Specialist 3 Bloomfield , Connecticut Apply Now Welcome.
$21.38 an hourFull-timeExpandUpdated 10 days ago - UpvoteDownvoteShare Job
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Responsibilities include collaborating with Viability programs; In Home Supports, Day, Employment, and Residential program, staff along with related professionals, to provide comprehensive AT solutions and services.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Jobs for Humanity is collaborating with Viability to build an inclusive and just employment ecosystem. Company Name: Viability. Participate in a progressive team approach working closely with State funding sources to include MassAbility and the Department of Developmental Services.
$19.55 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Main responsibilities of this position entail teaching and engaging students with self-advocacy, job exploration, workplace readiness skills, work-based learning experiences (internships) and post-secondary education.
$21.38 an hourExpandUpdated 10 days ago - UpvoteDownvoteShare Job
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Teach small groups in multiple locally assigned schools, helping an array of neurodiverse students ages 14-22 gain pre-employment transitional skills to better prepare them for the job world or post-secondary education.
Full-timeExpandUpdated 5 days ago - UpvoteDownvoteShare Job
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Additional responsibilities include vocational guidance, job development, job placement, onsite/remote training, employer education, and customer relations. Rate of Pay: $21.38 per hour; plus $40 bi-weekly stipend for second language.
$40 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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You will facilitate a prescribed program that includes assessments, classroom instruction, development of employment plans, assessing their interests in employment and education, placement in jobs and internships, and on-site job training and support.
$40 an hourFull-timeExpandUpdated 5 days ago - UpvoteDownvoteShare Job
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Rate of Pay: $17.25 per hour. We are willing to train the right candidate to do the job!” Experience in working with people with disabilities strongly preferred. Preferred ratings for home, renters’, pet, and auto insurance.
Part-timeExpandUpdated 5 days ago - UpvoteDownvoteShare Job
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Basic computer skills with a minimum knowledge of Word and Excel “Viability values our employees and the talents that they bring with them every day. Fosters positive relationships with all stakeholders through information, education, and advocacy.
Part-timeExpandUpdated 16 days ago
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.