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Geriatric care center is now accepting applications for an experienced PTA / Physical Therapist Assistant or new grad PTA / Physical Therapist Assistant to provide services within a multidisciplinary department.
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SUN welcomes candidates of diverse backgrounds and experience to apply, including people of color, women, LGBTQ+, people with disabilities, veterans, and those with a non-traditional education.
$80,000 - $90,000RemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We offer bi-weekly, competitive pay, along with paid time off, and floating holidays for those who qualify. Ex: Psychology, Education/Special Education, Sociology, Applied Behavior Analysis, Social Work.
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The Associate Director reports to and under the general direction of the Child Welfare Education Partnership Program Director, this position is responsible to provide professional development advising and corresponding training for Department of Children Youth and Families.
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Additional Benefits: Safety, Maintenance, ELD and Dispatch support NO FORCE DISPATCH EFS Fuel card with discounts (Love's $0.29, Pilot, Flying J, Petro & TA average $0.50), can track all on app on phone Weekly Pay Every Friday Detention Pay Cash advance up to $200 weekly Clean Inspection Bonus Plate Program Available Expedited and Dedicated Loads Available 1 month after employment Home Time: Can be home weekly or bi-weekly.
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Benefits 401k retirement plan Discount program Sick pay Employee assistance programs Vision benefits Bereavement Health Care FSA Weekly pay Continuing Education Holiday Pay Wellness and fitness programs Dental benefits Medical benefits Dependent Care FSA.
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Continuing Education Reimbursement Programs. Coordinates administrative responsibilities for EMS Education programs, including but not limited to the following: EMT, AEMT, Paramedic, ACLS, PALS, ITLS, and refresher training programs.
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Education: Minimum Bachelor's Degree from a Christian or Bible College (Masters or Seminary level not required) Weekly staff meetings, visitation in homes, nursing facilities, hospitals.
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You know that being a Physical Therapist Assistant means putting patients first; ensuring patients and their families receive the highest quality of service in a caring and compassionate atmosphere.
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EDUCATION/CERTIFICATION This position requires a Master’s degree and be one of the following: Licensed Clinical Social Worker (LCSW), Licensed Alcohol and Drug Counselor (LADC), Licensed Professional Counselor (LPC), or Licensed Marriage and Family Therapist (LMFT) in the State of Connecticut.
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Parent Aide/Educators assist families by providing 1:1 parenting coaching and supportive counseling, health and safety education, basic parenting education and assisting with resource/coordination of services to facilitate change.
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Here, you are part of an organization on the cutting edge – helping to bring new technologies, breakthrough treatments and community education to countless men, women and children. Ability to obtain a Public Service License "A" Endorsement within 90 days of hire, which requires ability to pass pre-hire drug screen and DOT physical exam.
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Key liaison between our System Integrator partner and Sylvania team, always conceptualizing and addressing site improvements, ensuring timely and accurate solutions, continuing momentum on all projects utilizing Jira, Monday.com, Salesforce Marketing and Commerce Clouds, and holding agile weekly meetings.
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Education: Graduate from a one (1) or two (2) year accredited respiratory care program and passed CRTT or RRT exam. Provides documentation of all visits, phone interactions, and orders to VNA in the form of a weekly invoice.
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Attends training and completes PPLs requested by Manager and acquires continuing education credits. Through completion of the Walgreens pharmacy technician apprenticeship program, experience qualifies for eight (8) college credit hours as recognized by the American Council on Education (ACE.
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weekly pay continuing education physical therapist jobs in Manchester, Vienna, West Virginia
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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 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.
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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.