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Posted job title: physical therapy assistant, home health About BAYADA Home Health Care Ever wonder why the team at Bayada “LOVE what we do”? BAYADA Home Health Care is seeking a per diem / prn Home Health Physical Therapy Assistant for a per diem / prn job in Great Falls, Virginia.
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HYBRID mode - providing flexibility to EAi Family members to mix and match with their team on working from home and collaborating in the office. Enjoy leading design and development of dynamic Enterprise Web and Mobile applications for a variety of clients like Verizon, Capital One, and Cardinal Health in small teams.
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The population of Fairfax County is very diverse where 38.7% of residents speak a language other than English at home ( Spanish, Asian/Pacific Islander, Indo-European, and others ) and we encourage candidates bilingual in English and a foreign language to apply to this opportunity.
$142,198 a yearFull-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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Minimum of one-year experience in an acute care facility, outpatient setting, community health service or Home Health agency in the past two years as an Occupational Therapist Assistant (COTA) preferred.
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RN's with Long Term Care, Rehab, Home Health, International and Outpatient office experience are welcome to applyInova’s mission is to provide world-class healthcare – every time, every touch – to each person in every community we have the privilege to serve.
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Our PRN Registered Nurse (RN) administers skilled care visits to clients requiring intermittent professional services and teaches the client, family, and other members of the health care team.
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The Senior Living Clinical Account Executive / Senior Living Program Manager will be a highly motivated, relationship-focused Registered Nurse, PT, OT, COTA, PTA or SLP who will guide a team of nurses and therapists dedicated to providing home health services in the senior living setting.
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We are putting a dent in the homecare universe through our commitment to providing affordable, personalized, patient and family-centered medical home healthcare, home hospice, private duty home care, and independent living support services delivered in a concierge-style, on-demand to create an exceptional patient experience.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Our team provides critical care to premature and sick newborns in our Level III NICU. A NICU RN will support the parents from an emotional support to advising parents how to take care of their infant when they return home.
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Communicates effectively and works cooperatively with surgical, radiation, radiology, laboratory, pharmacy, chemotherapy infusion, physical therapy, nutrition, home health, hospice, and psychosocial support departments as well as outside agencies such as the American Cancer Society, National Cancer Institute, genomics institutions, specialty pharmacies, and other cancer institutions for the care of the oncology patient.
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Our BT's are an essential part of the treatment team- providing 1-1 specialized treatment in partnership with our Board Certified Behavior Analysts to our clients in a home-based setting.
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Overview: We are seeking a dedicated and compassionate Physical Therapy Assistant (PTA) to join our home health care team. As a Home Health Physical Therapy Assistant, you will work under the supervision of a licensed Physical Therapist to provide rehabilitative services to patients in their homes.
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We are looking for an experienced Project Manager I to work with the Global Health Technical Assistance and Mission Support (GH-TAMS) project team in Washington, DC. GH-TAMS is a five-year USAID-funded contract.
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We are seeking an energetic and compassionate full-time, entry-level, Client Services Specialist to join our fantastic CS team, which is located at our headquarters in Fairfax, VA.
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Heartland Hospice is a member of the Gentiva family - an industry leader in hospice, palliative, home health, and personal home care. We are looking for a Social Worker (MSW) to join our team.
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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.
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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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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.