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Carbon Health also focuses on value-based care and other value-add services to employers, health plans, health systems and other ecosystem partners. Assist with procedures such as incision and drainage, lacerations and wound care.
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Curana Health is a provider of value-based primary care services for the senior living industry, including skilled nursing facilities, assisted & independent living communities, Memory Care units, and affordable senior housing sites.
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Our value-based care model is designed for both our patients and our providers. At ChenMed, it isn’t just Primary Care, it’s Transformative Care™. Our value-based care model is designed for both our patients and our providers.
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The Associate Account Executive is the go-to person for established accounts with minimal volume and/or designated Primary Care or Value Based Care focusing on protect and grow activities.
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Experience with value-based care models preferred. Build and maintain relationship efforts with value based partners, physician groups and more. Supporting development of and driving operationalization of care models.
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Successful physical therapist operates at the top of their license, appropriately leveraging and delegating care amongst the clinic care team, driving toward consistent and predictably positive outcomes for our patients.
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AWS enables academic medical centers in their tripartite mission of delivering tertiary care, providing clinical education, and conducting clinical research, by offering cloud-based IT alternatives that are private, secure, reliable, and cost optimized.
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Promote the value of Total Body Care by educating clients on new and expanded services, selling the Massage Envy Wellness Program, booking clients for future services, and encouraging homecare retail purchases based on service provider recommendations.
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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 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.
Hiring Transparency
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