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Job Summary: The Floating Safety Monitor flexibly meets short-term needs due to the absence of regular staff and/or unexpected occurrences, promoting a safe and inclusive environment. Bay Cove pursues this mission by providing individualized and compassionate services to people facing the challenges associated with developmental disabilities, mental illness, substance use disorders, and homelessness at more than 175 program sites throughout Greater Boston and Southeastern Massachusetts.
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A special education cab monitor is responsible for being at work on time every day, establishing positive relationships with students and parents. Job Overview: SPED Cab Monitors are assigned to monitor and assist students with special needs while they are being transported to and from school.
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We are a qualifying employer for the Public Service Loan Forgiveness Program!
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The Clinical Trials Monitor (CTM) monitors and audits the investigator-initiated clinical research studies across all disease groups in the Cancer Clinical Trials Office. Reviews clinical trial and non-human primate data ensuring integrity, privacy, consistency and compliance for multiple trials at a time.
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As a Behavior Monitor, you will implement behavior reduction strategies as outlined in the behavior support plan. Services are based on principles of applied behavior analysis (ABA) and behavioral parent training.
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Perform medical monitoring work with a larger portion as a global/program level medical monitor. Set up/support drug safety monitoring boards (DSMB), adjudication committees. Expertise in complex study designs, wide range of therapeutic indications and ability to assess scientific data.
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The Summer Food Monitor reports to the Program Manager of Sponsored Meals. The Summer Food Monitor is responsible for building relationships with community partners, monitoring sites, and supporting partners to maintain compliance for our Summer Food Service Program.
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Liason between family and Behavior Consultant. A Functional Behavior Assessment (FBA) for the youth. An individualized Behavior Support Plan (BSP) Demonstrated knowledge of Applied Behavior Analysis. Previous experience with social/emotional disabilities preferred.
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FEATURED BLOG POSTS
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?
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).