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DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide. Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living – Group Home – Human Services.
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From one tiny Cincinnati grocery store more than a century ago, we've grown into what today is the nation's largest grocer with nearly 2,800 stores in 35 states operating under 28 different names.
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1+ years of successful experience in home construction, remodeling, and/or gutter installation. With more than 50% of consumers worried about the cost and effort of home maintenance, we focus on delivering remarkable, end-to-end experiences.
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Ensures Health and Safety is the number one goal by following policies, processes, and acting in a safe manner at all times; Language proficiency: understand English at a level to comprehend safety training and respond to instructions in emergency situations.
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Apria Healthcare's mission is to improve the quality of life for our patients at home. May instruct patients on basic use of respiratory therapy equipment, durable medical equipment, oxygen equipment, and other equipment/services in accordance with training received and approved by state licensure limitations.
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The USDA Rural Development WV RRT VISTA project will utilize community research, targeted engagement activities such as one-one-one conversations, roundtable discussions and surveys, and resource connections as well as ancillary activities to increase economic opportunity and healthy futures, thereby furthering the Rapid Response Teams efforts to increase community involvement, revitalize these target communities and reduce poverty.
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3+ years of supervisory experience in one or more of the construction trades. Knowledge of terminology, installation methods and best practices in the foundation repair, construction, and/or concrete restoration industry.
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Equity ownership in the nation's largest and fastest-growing foundation repair company. Basement Authority of West Virginia, A Groundworks Company, is seeking a talented Production Manager to join our tribe in Scott Depot, WV.
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Start your exciting path to a rewarding career today We are Optimum, a leader in the fast-paced world of connectivity, and we're on the hunt for enthusiastic professionals to join our team We understand that connectivity isn't just a luxury anymore - it's a necessity that empowers lives, fuels businesses, and drives innovation.
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Depending on the shift you work, your job could include moving inventory in the backroom, unloading trucks, or helping customers while stocking shelves. From unloading trucks in the summer to filling ice cream in the freezer, this fast-paced job can be physically demanding.
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Already an industry leader in healthcare services, we provide home respiratory services and select medical equipment to help our patients sleep better, breathe better, heal faster, and thrive longer.
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This position is eligible for a sign on bonus of $2,000 paid out in 2 installments (1st installment paid at: 6 months, 2nd paid at 1 year). Want to be on solid ground in your career.
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American Equipment Holdings is one the largest and fastest growing companies in our space with more than 800 dedicated team members that serve thousands of customers throughout the United States.
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As a company that has been one of DiversityInc's Top 50 Companies for Diversity and a member of The Billion Dollar Roundtable supporting minority and woman-owned suppliers for over 10 years, we are proud to be an equal opportunity employer that celebrates the diversity of the communities where we live and do business.
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The Nursing Home Administrator (NHA) is strategic driver of business excellence, staff excellence, clinical excellence, and customer excellence at the nursing center. We focus on improving the quality of care through creativity and innovation, honesty and integrity in all we do.
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in home at caregiver one on jobs Title: caregiver Company: Assisting Hands in Hometown, WV
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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?
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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.
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.