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Job Description & Requirements Specialty: Cath Lab Technologist Discipline: Allied Health Professional Start Date: 04/22/2024 Duration: 16 weeks 36 hours per week Shift: 12 hours, days Employment Type: Travel American Traveler is offering a traveling Cardiac Cath Lab Tech assignment in Billings Montana.
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American Red Cross CPR /First Aid Instructor certification or other wilderness medical certification. American Red Cross CPR /First Aid/ AED certification or ability to complete within 30 days of hire.
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EDUCATION, EXPERIENCE AND QUALIFICATIONS · Minimum of Bachelor’s Degree in Exercise Science, Exercise Physiology and/or other related field · Basic Life Support (BLS) certification required from the American Red Cross or American Heart Association.
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LICENSES AND CERTIFICATIONS: American Red Cross Adult/Child/Infant CPR/AED/First Aid (or equivalent) is required within 60 days of hire; American Red Cross Water Safety Instructor (WSI) is preferred.
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Current BLS Certification through American Heart Association or American Red Cross to be obtained prior to first day of employment. Awards and Honors Rose is honored to be recognized by several national organizations, including being rated as one of the nation's Top 100 Hospitals by Truven Health Analytics, one of six hospitals recognized nationwide for Outstanding Nursing Quality by the American Nurses Association and being a Top Performer on Key Quality Measures by The Joint Commission.
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We unify strategy, design and technology with continuous growth-centric digital product engineering solutions for F500 companies and global brands, including Bell Telecom, Bausch Health (Previously Valeant Pharma), Honda Motors, AES Corp, Thomson Reuters Carswell, First American and Colliers International.
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Reynolds American is evolving at pace - truly like no other organization. Collaboration, diversity and teamwork underpin everything we do here at Reynolds American. Reynolds American Inc. and its affiliated companies is an Equal Opportunity / Affirmative Action Employer.
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Advanced Life Support (ALS) certification preferred from the American Red Cross or American Heart Association. · Basic Life Support (BLS) certification required from the American Red Cross or American Heart Association.
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Job Description & Requirements Specialty: Interventional Radiology Technologist Discipline: Allied Health Professional Start Date: 04/29/2024 Duration: 13 weeks 40 hours per week Shift: 8 hours, days Employment Type: Travel American Traveler is offering a traveling Cardiac Interventional Radiology Tech assignment in Chapel Hill North Carolina.
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American Red Cross or American Heart Association Advanced Life Support Course (ALS or ACLS) and Certification (45 day grace period) · American Red Cross or American Heart Association Basic Life Support Course (BLS or BCLS) and Certification required at hire.
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List any certifications or trainings you have that directly relate to outdoor recreation programming, i.e. rock wall belay certification, American Red Cross Lifeguard certification, challenge course facilitation, CPR, First Aid.
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Candidates must have completed an ACME-accredited program and have a national Certified Midwife Certification from the AMCB. A BLS, ACLS, and NRP from the American Heart Association or American Red Cross, and a Florida license must be obtained by date of hire.
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American Registry of Diagnostic Medical Sonographers (ARDMS), Registered Vascular Technologist (RVT), and Basic Life Support (BLS) certification, course accredited by the American Heart Association (AHA) or American Red Cross (ARC) by first day of employment is required.
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Cross Country Allied is seeking a travel Vascular Sonographer for a travel job in Hilo, Hawaii. Cross Country Allied Job ID #896162. About Cross Country Allied. Posted job title: RAD - ULTRA VT Vascular Sonographer.
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AHA BLS for Healthcare Providers Certification Preferred; American Red Cross BLS Certification Accepted. Educational Alliance with Purdue University Global-Reduced tuition rates for CMD Team Members & their families.
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american cross jobs Title: engineering manager
FEATURED BLOG POSTS
Virtual Reality Job Interviews
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.
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).