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Performs other duties as assigned to include: working with patients/agencies, etc., establishing medical Decision maker/power of attorney, Palliative Care/Hospice referrals, transfers to other facilities including Ambulance transport, behavioural health referrals to include Emergency Detention and OPC, evaluatingand Identifying funding options and coordinating with RN case manager, as applicable, etc.
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Assists victims of DV and dating violence, their children and offer mental health therapy (based on a Trauma-Informed Care approach) to help them improve the quality of their lives.
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Provides crisis intervention expertise as necessary including utilization of high risk screening criteria for case findings and outreach activities which may include mental health and chemical and ETOH dependency itiates multidisciplinary team conferences regarding complex cases including advocacy for and protection of patient's dignity, confidentiality and right and access to care.
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Additional certification such as Geriatric Case Management, Hospice & Palliative Care, Gerontology, Clinical Social Work, Health Care, Nephrology, Mental Health, and/or Substance Abuse is preferred.
$17 - $20 an hourPart-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Additional certification such as Geriatric Case Management, Hospice & Palliative Care, Gerontology, Clinical Social Work, Health Care, Nephrology, Mental Health, and/or Substance Abuse preferred.
$23 - $26 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Provides crisis intervention, individual, couple and group therapy to patients and families for a diverse range of issues related to grief/loss, adjustment to illness, relationships/family dynamics, mental health, abuse, symptom/pain management, and spirituality.
$75,000 - $85,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Identify through communication with patients/residents, their family members/significant others, and nursing center staff, patient/resident's strengths, social, emotional, and mental health needs' and then provide, develop, and/or aide them in accessing services to meet their needs.
$17 - $20 an hourPart-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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You will accomplish this by collaborating with patients/residents, their family members/significant other and other nursing center staff to identify patient/resident strengths, social, emotional, and mental health needs and then provide, develop, and/or aide them in accessing those services.
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3-5 years of supervised social work experience in health care setting working directly with individuals preferred. Employee Assistance Program to support mental health.
$24 - $28 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Deliver therapeutic interventions to assist patients/residents in coping with their transition and adjustment to a long-term care facility including the social, emotional, and psychological needs.
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One to three years of supervised social work experience in a health care setting, working directly with individuals, is preferred. Enrich lives including your own as a nursing center Social Worker where you will provide services for our patients/residents, that render the highest practical level of physical, mental, and psychosocial well-being and quality of life.
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Participate in the development of a written, interdisciplinary plan of care for each patient/resident to address social service needs. Genesis HealthCare is a leading provider of healthcare services from short-term to long-term care and a wide variety of living options and professional clinical services.
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Guided by our Core Values, Code of Conduct and Ethics program, we foster a culture of care and compassion. Social Worker Position at Monroeville Nursing & Rehab! Must possess any certifications/licensures as required by the state of employment to practice in long-term care.
$22 - $24 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Social Worker Position at York South Nursing & Rehab! We focus on improving the quality of care through creativity and innovation, honesty and integrity in all we do. Health, Dental, Vision, Company-paid life insurance, 401K, Paid Time Off.
$24 - $26 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago
FEATURED BLOG POSTS
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?
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.
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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 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.