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At Spectrum Retirement Communities we believe in living without limits, in aging fearlessly, and in sharing great stories.
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Implementing resident-centered dementia care.
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Trapper's Sushi is looking to grow our team by adding a new Sushi Chef to our team!
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SERVPRO of Northwest Phoenix/Anthem is hiring a Restoration Project Manager ! SERVPRO of Northwest Phoenix/Anthem is hiring a Restoration Project Manager ! As the Restoration Project Manager , you will oversee all aspects of assigned restoration projects and assigned restoration crews.
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North Valley Family Dentist is currently hiring for a full-time or part-time Dental Clinic Care Coordinator to help our patients plan for and receive the dentistry services they need in the Phoenix, AZ area.
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Dental Care of Anthem Crossroads is looking for a "Part Time" General Dentist to join our team. About Dental Care of Anthem Crossroads , like each Heartland Dental supported office, is unique to the community and the patients they serve.
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With support of a practice manager and a highly trained team on site, coupled with a vast network of experts across the nation, youll be completely connected to all the resources and support of Heartland Dental.
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Anthem, Inc. has been named as a Fortune 100 Best Companies to Work For, is ranked as one of the 2020 Worlds Most Admired Companies among health insurers by Fortune magazine, and a 2020 Americas Best Employers for Diversity by Forbes.
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Working virtually is defined as working from home daily with some periodic requests to meet at a local Anthem office for specific training, team engagement, equipment pick-up or support if associates have ongoing IT issues.
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The health of our associates and communities is a top priority for Anthem. If you are not vaccinated, your offer will be rescinded unless you provide - and Anthem approves - a valid religious or medical explanation as to why you are not able to get vaccinated that Anthem is able to reasonably accommodate.
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Anthem will also follow all relevant federal, state and local laws. antheminc.com. Anthem is an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.
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CDEO or CDIP certification strongly preferred. AAPC (American Academy of Professional Coders) or AHIMA (American Health Information Management Association) coding certification or equivalent certification required.
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Lead Risk Adjustment & Coding- Clinical Documentation Improvement Specialist STRONGLY PREFERRED. Leads Risk Adjustment operations including provider education, data analysis, audits and overseeing record request process.
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Anthem Engineering is an EEO employer. Experience with tools including git (preferably GitHub), CI/CD (preferably Jenkins), artifact management (preferably Nexus), ticketing (preferably Jira), and knowledge management (preferably Confluence.
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Anthem Memory Care is guided by a single purpose: To engage, protect, and love people living with memory loss. We are committed to sustaining a safe, active, and loving environment; to give our families peace of mind; to be patient, seeking to understand those living with memory loss; to provide each Anthem team member the opportunity for personal and professional growth, and to be respectful, trustworthy, and good stewards in all we do.
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Company: Anthem
FEATURED BLOG POSTS
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).
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.