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Our services include LIFE (Living Independence for the Elderly); skilled nursing, home health; personal care; adoption & foster care; assisted living; adult day services; memory care; hospice; palliative care; residential living; affordable housing; home safety monitoring; Meals on Wheels; rehabilitation services and private duty.
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Lutheran SeniorLife provides a comprehensive array of community based health and social service programs throughout western Pennsylvania. FT/PT Weekend and Week Day Positions, 3-12 Shifts and Casual Positions offered.
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We are hiring full-time and part-time Team Members for a variety of positions and departments, including: Front End: Cashier, Lot Attendant, Customer Service, Eagles Nest Attendant. Prepared & Gourmet Food: Sales Clerk.
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From our Warehouses to our GetGo’s, our grocery Stores through our Corporate home office, we are working together to put food on shoppers' tables and smiles on their faces. At Giant Eagle Inc., we’re more than just food, fuel and convenience.
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Customer Service Specialists work closely with wholesale and retail customers to determine their needs, answer their questions about Sherwin-Williams products, and recommend the right solutions.
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Join our team as an Apartment Trash Collector (Service Valet) and enjoy the convenience of flexible evening hours in your local area. Valet Living is an Equal Opportunity Employer that values the strength diversity brings to the workplace.
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Dal-Tile is a proud supporter of our U.S. military, veterans and their families - Thank You for Your Service! Basic math skills, organization skills, customer service skills, fluency in English, detail oriented, and safety conscious.
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We’re a national T-Mobile Preferred Retailer with 300+ retail stores across the U.S. Since ‘93, we’ve been providing superior service and quality wireless products featuring the latest in technology.
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Support all areas of the beverage and food service as necessary including washing dishes by hand and/or placing them in a dishwashing machine restocking dishes glassware utensils pots and pans or other necessary equipment sweeping and mopping floors washing work tables walls refrigerators and meat blocks moving trash and garbage to designated areas.
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Must maintain current BLS/CPR certification if employed at a skilled nursing center or as required by the state of practice if an assisted living facility. Genesis HealthCare is a leading provider of healthcare services from senior living, short-term to long-term care, a wide variety of living options and professional clinical services.
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Restrictions apply based on collective bargaining agreements, applicable state law and factors such as pay classification, job grade, location, and length of service. Tuition, Travel, and Wireless Service Discounts.
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The Monro family of brands includes some the most recognizable names in the industry—Monro Auto Service and Tire Centers, Mr. Tire, Tire Choice, amongst many more regional chains. The General Service Technician is responsible for performing basic routine vehicle repair and maintenance services in accordance with company standards and manufacturer specifications.
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Call/Service Center experience. One previous year of related experience, preferably within a medical setting, financial services setting, and/or a demanding customer service environment. Obtains limited clinical data based on service required.
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The Long Term Care LPN assumes responsibility andaccountability for the delivery of care for patients in a Long TermCare/Assisted Living Facility. Utilizes the nursing process to assess, plan, implement andevaluate patient care in a Long Term Care/Assisted Living Facility.
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Assist the Director in lesson planning, implementation, and evaluation of the After School Program. Report to Director with any problem which may occur with the children. Two years' experience working with children Pre K-5th grade in a home or center setting.
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food service assisted living director jobs Title: chef in Mars, PA
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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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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.