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Sick leavePaid Parental LeaveAdoption ReimbursementDisability Benefits (short term and long term)Life and Accidental Death InsuranceSupplemental benefit programs: critical illness, accident hospital indemnity/group legalEmployee Assistance Programs (EAP)Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phoneReady to take your career on the road to success.
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It is the policy of AT&T to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law.
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Wesley Healthcare at Home, offers a total rewards package that supports the health, life, career and retirement of our colleagues. We are dedicated to providing patients with quality care during their recovery at home.
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At least 6 company designated holidays and additional PTO (based on bargaining group to which you are hired. With our amazing salary opportunities, our average starting salary begins at $51,064.00 per year.
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Dietary Aide starting at $15/hr. A commitment to growing our leaders, with at least 50% of our leadership positions being filled internally. Part Time Evening (4pm - 7pm including every other weekend.
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If so, we have an exciting opportunity for you to join our team as a Dietary Aide at The Sharon at SouthPark in the heart of Charlotte, NC. In this role, you will have the chance to work directly with our residents, helping to enhance their dining experience and overall well-being.
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Frankfort Regional Healthcare at Home, offers a total rewards package that supports the health, life, career and retirement of our colleagues. At Frankfort Regional Healthcare at Home, our nurses play a vital part.
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Will be required to travel to other facility locations/ surgical centers that surgeon operates at. Maintains continuity of care among physical therapy, internal medicine, occupational therapy, home health care, etc.
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Must be at least 18 years of age. Masonic Villages of Pennsylvania - Elizabethtown Campus - is immediately hiring a Part Time Evening PCA: Personal Care Aide to work 1:45pm - 10:00pm including every other weekend and every other holiday.
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Requirements for a CMA: Certified Medication Aide: High School Diploma or GED At least one (1) year experience working directly with people who suffer from dementia and/or Alzheimer's Disease (preferred.
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By joining this AMAZING team, you will have the unique opportunity to improve the quality of life for those you serve by working at Right at Home, an in-home care and assistance company and one of the fastest-growing international home care companies with over 25 years of experience.
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Please feel free to reach out to us at your convenience to discuss your qualifications. Village at the Greene is familiar to the Beavercreek and Dayton Community. We'll do our best to provide flexible options that work with your scheduleEducation/Learning - Free certifications and courses will be at your fingertips every day to help you grow in your position and gain professional experience for future opportunities.
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Under the direction of the Dining Room Manager or Director, Food Service, this position is responsible for the quality of service delivery during meal service, compliance with special diets offered by the community, and for communicating with the management company on all appropriate matters.
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With our amazing salary opportunities, our average starting salary begins at $51,064 per year. In addition, AT&T will provide reasonable accommodations for qualified individuals with disabilities.
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Reduced Hectic Pace. While healthcare in senior living is important, it often operates at a more relaxed pace compared to a bustling hospital. Working as a nurse at a Stellar Senior Living community offers a unique set of advantages.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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.
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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?
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.