Our client is currently seeking a Nurse Scheduler. This is a full time, temporary to possible permanent position. The hours are 8:00 am-4:30 pm or 10:30 am-7:00 pm Monday-Friday. Salary will be up to $22/hour based on qualifications.
Responsibilities of the Nurse Scheduler:
- Creates, maintains & manages all Daily and Master schedules for Nursing Department, including Nurses and CNAs.
- Receives Director of Nursing (DON) review and approval for posting.
- Posts daily nurse staffing form as required and adjust as necessary.
- Keeps organized and accurate records of all daily staffing reports/records
- Serves as liaison to Staff with respect to work schedules & collaborates with other Departments.
- Notifies Facility Leadership appropriately regarding call-outs and assists with securing coverage.
- Balances Facility’s Staffing needs and the Staff schedule preferences.
Qualifications and requirements:
- 2-3 years of demonstrated, current experience scheduling/staffing in a 24/7 long-term care facility strongly preferred but not required
- Proficient with computers and software applications necessary to perform job such as Microsoft Office
- Ability to analyze as well as evaluate reports and report trends to leadership team.
- Excellent communication skills, both oral and written, and organizational skills.
- Excellent interpersonal and customer service skills.
Benefits: Health Insurance, Vacation Pay.
Our client is currently seeking an experienced Shipping Clerk. This is a full time, temporary to permanent position. The hours are 11:00 am -7:00 pm Monday-Friday. The starting pay rate is $13/hour.
Duties for the Shipping include:
- Answering incoming calls
- Performing data entry
- Clerical work such as filing, making copies and miscellaneous tasks
Qualifications for the Shipping Clerk:
- Good computer skills including MS Office knowledge
- Previous office/ clerical experience
- Ability to pass a pre-employment background check
Benefits: Health Insurance and Vacation Pay
Our client is currently seeking a Box Truck Driver/ Installation Technician. This is a temporary to permanent opportunity. The hours can vary but the approximate start time is 7:00 am - Finish. There is also some evening and weekend work. The pay rate is $16/hour.
Responsibilities of Box Truck Driver/ Installation Technician :
- Unloading / loading trucks
- Opening & removing products from packaging
- Drive truck to location
- Furniture installation
Qualifications of Box Truck Driver/ Installation Technician:
- Must have a gooddriving record
- A valid DOT card is required as well
- Ability to lift 60 lbs
- Good customer service skills
- Ability to pass a pre-employment drug screen and background check
Organizations used to be able to cook up a successful sales team with a few basic ingredients: a quality product, a compelling compensation plan, a simple training program and effective sales tracking. Not so anymore. Millennials have changed the recipe.
Originally published by: Marc Wayshak
Millennials are the youngest generation in today's workforce. They also differ vastly from those in the generations before them -- and that's especially true when it comes to sales. Millennial salespeople are confident, self-expressive, liberal, upbeat and open to change. They came of age immersed in technology and instant communication. Their expectations, for work and personal life, are sky-high.
It should come as no surprise then that this unique generation has tremendous potential for great results in sales -- but millennials require a new style of management to foster that success.
Here are seven essential tips for effectively managing millennial salespeople:
1. Figure out what really drives them. Millennials are idealists, often focusing more on social impact or personal fulfillment than how much money they make. They also tend to live at home with their parents longer than those of previous generations and put off marriage and child-rearing. As a result, some millennials are less driven by the need for financial stability than the quest for work-life balance or community contribution. Figure out what really drives your millennial staffers so that you can motivate them effectively.
2. Help them see the clients' perspective. Because millennial salespeople sometimes sell to older clients, they'll need to understand and connect with them. Teach your millennial sales team that 55-year-old prospects won't have the same outlooks or aspirations as 27-year-olds. The baby boomer client might be highly motivated by financial security, say, while a millennial one could be driven by convenience and flexibility. If millennial salespeople fail to understand the perspectives of those from other generations, they will struggle to maintain relationships with some clients and close sales with many prospects.
3. Train, train, train -- and then train some more. Millennials might be overeducated for their entry-level jobs, but you should still provide them with extensive training. Baby boomer parents have instilled millennials with an appreciation for continued education. By offering comprehensive training to new hires, you'll draw top young talent to your organization. Plus, millennials are typically enthusiastic learners who will implement the strategies and techniques they are taught. The more training you provide, the more effective they will be.
4. Focus on what they do -- not when. The idea of a 9-to-5 workday is not just foreign to most millennials; it’s abhorrent. If left to their own devices, these young salespeople might head off to the gym at noon, but that doesn't mean they're not hardworking. They'll likely to stay late at work to finish what they have to do.
Many organizations struggle to manage their millennial salespeople by requiring that they work certain hours. This is unnecessary and harmful to productivity. Millennials are famous for demanding work-life balance. If they sense that their employer lacks an appreciation for work-life equilibrium, their morale may plummet and they might consider other job options.
So instead of setting a rigid work schedule, give your millennial sales team specific daily or weekly sales-activity goals: a certain number of calls, meetings to arrange or events to attend. Then let them work according to the schedule that enables them to be the most productive.
5. Give them lots of feedback. There's a reason why millennials are called Trophy Kids! This generation wants glowing recognition -- and lots of it. Remember that this generation grew up receiving awards and trophies for nearly every endeavor, whether it's taking last place at a Little League tournament or fifth place at a science fair. Capitalize upon this by giving lots of feedback. Knowing that their manager thinks they're doing a great job can be a terrific motivator. Millennials aim high when it comes to work achievement and are exceptionally open to constructive criticism if it will translate to more success, faster.
6. Set their expectations for success. Millennials grew up with instant gratification -- fast food, instant messaging and 24-hour news cycle. As a result, this generation looks for fast results and is likely to get bored quickly. In the workplace this translates into what's known as job-hopping: Millennials might stay at each job for only a few months to a year, leaving for greener pastures if their expectations aren't met in a timely manner. Instead of viewing this negatively, consider that this mind-set can be an asset to your business. Millennial salespeople start every new job with enthusiasm and high hopes. If you can help shape their expectations for the job, you can more consistently retain millennial talent. Set realistic expectations early on for millennial salespeople, and you will lessen the likelihood that they'll leave in the near future.
7. Ask for their help. One of the best qualities of members of the millennial generation is that they are collaborative, team-oriented workers. This means they're likely to want to help others in the workplace. Once they have shown superior skills in particular areas, invite them to train others. Millennials will likely be strong with technologies such as your customer relationship management system. Let them help veteran salespeople master a technology if they struggle with it.
About the Author:
Marc Wayshak is president of Game Plan Selling. As a sales strategist, he created a system aimed at revolutionizing the way companies approach selling, based upon his experiences as an entrepreneur, All-American athlete and years of research and training. A graduate of the University of Oxford's MBA program and Harvard University, he is the author of Game Plan Selling and Breaking All Barriers.
In one sense, your company’s hire strategy is complex and meticulous. You draft a comprehensive job description, thoroughly analyze resumes, and conduct in-depth interviews to ensure you hire the right person for the position. On the other hand, some aspects of the hiring process are so simple that a child could provide some insight.
Originally published by: EmployeeScreenIQ Blog by Lauren Conners
Surprisingly, you may have learned more in kindergarten than you knew that can be applicable to the employment background screening process. Take a look at how you can apply these eight lessons from kindergarten to your screening program.
1. Share with others.
In general, employment background checks reveal information about a person’s past employment history and education. They can confirm details presented on a resume, such as dates of employment for a particular employer or when they graduated from college. Any major discrepancies could raise a red flag in respect to a job candidate’s character. Of course, a thorough criminal background check can reveal details about criminal convictions as well.
2. Go to the principal’s office.
Almost everyone got in trouble for something when they were younger. Except when you broke the rules as a kid, it meant a trip to the principal’s office; as an adult, this might mean time in court or serving time. Conducting a comprehensive criminal background check is crucial to the hiring process, especially to determine if your candidate is the right fit for your company.
3. No running in the halls.
How many times did you hear this phrase when you were in school? It wasn’t because teachers didn’t want you to have fun (although it probably seemed that way at the time). It was for safety’s sake. The same goes for those driving just a little too fast or breaking the rules of the road. Checking a job candidate’s motor vehicle record isn’t vital for every employer, but for companies with employees required to drive, this service is key to ensuring not only the safety of employees but others as well.
4. Other classmates can tell you a lot about a person.
Kindergarteners are often willing to tell you everything about a person, and employment background screening procedures can as well (well, almost everything). You’re not likely to uncover everything about a candidate’s past job experience, but a previous employer or maybe even a reference can reveal valuable information before you make a hiring decision.
5. People sometimes fib.
Just as kids can see right through little white lies, a resume verification can tell you whether a candidate is being fully honest about his or her past employment and education. Some information might simply be embellished, such as a job title or salary range. Other job seekers will go all out with lies about working for companies that never existed, misrepresentation about a degree earned, or even graduating from a school they never attended.
6. The past can predict the future.
When kids misbehave, this can be an indicator for future behavior. In the case of discrepancies discovered through background checks, you can confront the candidate for an explanation. If you’re satisfied with the answer, you might still consider him or her for the job. However, problems with a candidate’s past employer can sometimes reveal credibility issues. It’s up to you to decide whether this past blunder is indicative of how the employee will perform in the future.
7. Get to know a person before you trust them.
Kids are taught to avoid strangers and know that they can only trust a person who gets their parents’ OK. Employment background checks are similar in the sense that you need to dig deep into a candidate’s education, employment, and potential criminal past before you’re sure they’re right for a position.
8. It’s wise to look beyond appearances.
“You shouldn’t judge a book by its cover” is a saying we learn at an early age. It’s just as applicable with background checks, as there may be negative information revealed during the process. Rather than rushing to make a judgment, you must look beyond the initial appearance. Give the person a chance to identify errors or explain. You may be willing to overlook certain minor issues.
Location in Lakeville, MA -
This dependable, experienced professional truly exemplifies an ideal administrative candidate. Srey has worked in a variety of Administrative, CSR, and Medical roles – her vast range of experience has allowed her to develop strong skills with data entry, reporting, scheduling, answering and screening calls, QuickBooks, Microsoft Office, and more! If you and your company are seeking a high-level administrator or office manager, take a closer look at Srey’s resume. Her proactive attitude and ability to handle multiple priorities would make her an asset to any team.
Location in Taunton, MA -
If your team is seeking an outstanding leader with almost 20 years of experience, look no further than our first candidate! Laurie’s continuous growth and success with her prior positions demonstrates her capabilities as both a manager and business professional. Her wealth of experience will make her an incomparable asset to any company, and her focus on providing excellent customer service has been a driving force throughout her career as a team leader and manager. Laurie is sure to exceed your expectations!
following 50 body language secrets will provide you with tips you can use in job interviews, boosting your career, enhancing your social life, learning how to read other people’s body language, and what you should not do when it comes to body language.
Our client, a distribution company located in Franklin, MA is looking to add several Warehouse Workers to their growing team. These are full time, long term positions. The hours are 5:00 AM - 1:30 PM Tuesday-Saturday. Hourly pay rate is $12/hour plus bonuses!
Duties for Warehouse Worker may include:
- Unloading truck and put away merchandise
- Product movement from the receiving dock to appropriate location
- Checking all outbound furniture pieces prior to delivery to ensure no damages to furniture and all parts included
- Assist drivers with load outs, assemblies when needed
- Utilize companies mission, vision and values to govern daily tasks
- Perform other warehouse duties as necessary
Requirements of the Warehouse Worker:
- Must be self motivated and ability to work independently
- Must demonstrate ability to work on a team
- Must have positive attitude and strong work ethic
- Ability to work under pressure and be a fast learner
- Must be reliable
- Ability to work as a team
- Ability to walk, bend, stand and climb throughout duration of shift
- Ability to lift 75 lbs
Benefits: Health Insurance, Vacation Pay.
Stephen went through quite the transformation through his time with The Alpha Group. From going from a part-time to full-time employee, to becoming a leader among other temporary employees, to ultimately being hired permanently with the client company, he exemplifies the ideal outcome we hope for with all of our employees.
This guide works when bad things happen. None of the below points can happen without you paying attention. Paying attention to others, paying attention to what you care about, and—most importantly—paying attention to yourself. You’re the one in charge of your life, so take charge of it already. That’s it. Nineteen difficult rallying points for mastering your own life.
The Massachusetts Department of Industrial Accidents (DIA) reduced the assessment that private employers pay to the state on workers’ compensation policies to 5.6 percent of the policy premium for the new fiscal year, down from 5.75 percent during the last fiscal year.
The new assessment rate is for policies that began on July 1.
Overwork is creating a vicious cycle that results in net losses.
During the recession organizations laid off a ton of employees. Many of them didn’t replace these people, but the amount of work remained. Nearly seven years since the recession began, individual American professionals are feeling the fatigue of doing the jobs of two or three former colleagues.
The Alpha Group, Inc. is excited to introduce our new Employee of the Month Program! Each month we will be selecting an employee who demonstrates excellent work ethic through productivity and diligence, is timely and loyal, and displays behavior that promotes the needs and goals of the client company while holding to a commitment of quality and professional growth.
I’ve read countless articles about what successful people do on their weekends. Do you want to know the secret? It’s the same thing that they do every other day. As Aristotle said, “We are what we repeatedly do. Excellence, then, is not an act, but a habit.”
Every entrepreneur and sales professional needs a little inspiration at times.
If the best sales organizations have great sales leaders, what separates high-performing sales leaders who exceed their quota from underperformers who miss their quota by more than 25%?
Calling All College Students!
We have immediate job opportunities available! These are temporary positions that will keep you busy throughout the summer!!
The Alpha Group has partnered with several local companies to hire:
- Warehouse Workers (Forklift/Pickers/Packers/Shipping/Receiving)
- Driver’s Helpers
- Office Assistant/Administrative Assistant
- And many more!
Positions are open throughout Southeastern Massachusetts and Rhode Island! Locations include: Norton, Attleboro, Mansfield, Bellingham, Franklin, Taunton, Bridgewater, Woburn, Watertown and More!
If you're hard working, reliable, dependable and ready to work today, we want to meet you!
Whether you’re writing to a client, to a manager or to a colleague, you can’t thank people enough in your emails. Everyone wants to feel appreciated, so thank your readers for what they have already done for you, and thank them for what you want them to do in the future! You’ll find that some kind words combined with sincere appreciation of their efforts will go a long way.