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Funeral assistants are under the immediate and direct supervision of the funeral director in charge and/or the funeral home location manager. The Funeral Assistant position performs a variety of funeral service related tasks before, during and after funeral/memorial services, viewing/visitation services, committal services and other related but unspecified services under the supervision of the funeral director in charge of the services.
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The service members of the Purchasing, Supply & Logistics community make sure America’s Navy has what it needs, when it needs it.
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From basic companion care (which includes, but is not limited to light housekeeping, sitter care, transportation, meal preparation, etc.) HIRING FOR FULL-TIME, PART-TIME AND PRN POSITIONS Always Best Care is seeking compassionate caregivers in the Texas Hill Country (Boerne, Kerrville, Fredericksburg, Bandera, Comfort and other areas.
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Weekly pay (daily pay options available) with direct deposit. Our Caregivers are the keystone of our business, providing much needed service to seniors and their families struggling to keep their independence on a daily basis.
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Tap into existing client base and work closely with sales team (Verticals/DTS) to develop potential businesses based on customer fit to lead to qualification.
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The Case Manager II - Inpatient Services performs onsite review or telephonic clinical review of inpatient admissions in an acute hospital, rehabilitation facility, LTAC or skilled nursing facility.
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This can include personal care assistance, preparing of meals, assist with grocery and personal shopping, assist with personal care, running errands, and performing light housekeeping. This can include personal care assistance, preparing of meals, assist with grocery and personal shopping, assist with personal care, running errands, and performing light housekeeping.
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The Practice Manager is responsible for the supervision and coordination of day-to-day clinic operations; monitors the activities of all direct patient care office operations components to ensure clinical objectives are met.
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Job Details GENERAL SUMMARY: Function as a Cashier and/or Stocker and act in a lead capacity in the absence of the Store Manager or Assistant Store Manager. Order zones and drop shipment categories, following prescribed ordering practices, as assigned by the Store Manager.
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Manager training to grow your team and the salon Incentives and recognition for a job well done An immediate customer base Ongoing training for career growth Sounds good, right? If this sounds like you, then you may have what it takes to be an assistant salon manager at a Great Clips salon.
$17 - $30 an hourExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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What are salon owners looking for in a great Assistant Salon Manager? Manager training to grow your team and the salon. We are interviewing and hoping to hire an experienced and licensed Texas cosmo or barbers for this position.
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We’re seeking a Human Resource Coordinator/Business Office Manager to join our growing team! A minimum of 2 years of Human Resource, office manager, and or payroll experience. We’re seeking a Human Resource Coordinator/Business Office Manager to join our growing team.
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Additional requirements include:At least one year of experience working with seniors in a home settingEnglish proficiency and excellent communication skillsTwo references requiredProof of a TB test taken within the last year showing clear resultsMust be able to pass background checkCNA, HHA, and BLS/CPR training a plus.
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Change bed linen and maintain appropriate grooming supplies in the resident room. We're seeking a Certified Nursing Assistant (CNA) to join our growing team! Ancillary policies include AD&D, STD, Cardiac, Cancer, Critical Illness, Hospital Confinement.
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ResponsibilitiesFounded in 2012, ByteDance's mission is to inspire creativity and enrich life.
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housekeeper laundry linen housekeeping manager jobs Company: Hilton Garden Inn Hershey in Bandera, TX
FEATURED BLOG POSTS
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.