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Meet all monthly sales activity standards including follow up calls, professional sales calls, event planning and monthly lead bank mailings. The objective of the Senior Living Sales & Marketing Director is to support prospective residents and their family members as they evaluate senior care options and to help them to understand that Navion is the best senior housing option for them.
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Our wave of success began in 2004 in the small town of Thomaston, GA, which is where Tidal Wave Headquarters calls home. A Tidal Wave Car Wash Attendant assists with the responsibilities of the site's facility and its operations.
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Conduct calls and face-to-face meetings with customers daily. The ideal candidate will generate new business as well as perform cold-calls in the field to generate new permanent sales while supporting existing clients.
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Answers inquiry calls about facility services and availability, performs pre-registration, verifies insurance eligibility, and coordinates with the insurance company. Screens calls from referrals and sets up transportation for admission.
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Ensures chart is current on: All ordered scans, all lab work, any corresponding physician notes, last provider note, recent hospital admit and discharge summaries as indicated + Monitor incoming phone calls: All incoming calls as they arrive are to be answered and addressed.
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Drive salon growth – calling existing and new customers, scheduling appointments, follow-up phone calls and reminders to customers, attending community events, holding in-store events, working with rescue groups and more.
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Submit professional weekly executive summaries and call reports to Sales Management and Inside Sales through email and the CRM system by Monday 12:00 EST listing activities from previous weeks calls as well as the following week's itinerary.
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Occasional pressure due to multiple phone calls and patient scheduling. The incumbent will perform triage with patient phone calls to identify emergent and non-emergent situations. All voicemail calls are to be addressed/resolved before leaving clinic at the end of each day.
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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?
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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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