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We offer the opportunity to work in independent living, assisted living, memory care, short-term rehabilitative care, hospital, and long-term skilled nursing care. Hiring for FT, PT, and PRN, 8 hr shifts, All shifts St. Thomas Outpatient Imaging Murfreesboro, part of Ascension is looking for caring and compassionate Certified Nursing Assistants (CNAs) to join our team.
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AHC–American Health Communities is a network of 29 skilled nursing and rehab facilities. Observing and recording residents’ condition—food and liquid intake, vital signs, activities of daily living—and reporting changes to the nursing staff in a timely manner.
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Certified nursing assistant (CNA) provide personalized healthcare to residents under the direction of our nursing staff. Join our Community as a Certified Nursing Assistant (CNA.
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The home health Occupational Therapist will make intermittent home-visits to our skilled nursing patients in a particular area. Guide the Rehabilitation Specialist/Certified Nursing Assistant in fulfillment of the plan.
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Design community reintegration activities to assist the person served in physical and cognitive reconditioning and coordinate the plan with members of the interdisciplinary team. Use appropriate methods and tools in all teaching and training activities, including teaching in preparation for discharge.
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Adjust treatment as needed to achieve maximum resultsDesign community reintegration activities to assist the person served in physical and cognitive reconditioning and coordinate the plan with members of the interdisciplinary team.
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We are seeking Physical Therapists (PT) to work in skilled nursing facilities in and around Murfreesboro, TN. Both travel and local therapists are encouraged to apply! -Supervising the activities of physical therapy assistants.
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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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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.