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When you come to the University of Maryland St. Joseph Medical Center, you’re coming to more than simply a beautiful 37-acre, 218-bed suburban Baltimore, Maryland campus. BSN or Specialty Certification required (C.E.N. Certified Emergency Nurse.
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The Lactation Consultant I provides clinical care support and education to breastfeeding mothers and their babies. The Lactation Consultant shall also provide consultative support and education to nursing medical staff and community breastfeeding support groups.
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Department: Southwest Mesa Clinic FTE: 0.05 Casual Pool (as needed) Shift: Days Position Summary: Perform a variety of front and back office clerical duties in support of assigned area to include but not limited to collecting patient data, obtaining patient medical history; performing treatment procedures, preparing instruments for sterilization; maintaining a sanitary work area; coordinating and scheduling appointments and verifying medical coverage.
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Maintains daily vein procedure and ultrasound logs Requirements: Registered Vascular Technologist (RVT) or Registered Vascular Specialist (RVS) Certified by the American Registry of Diagnostic Medical Sonographers (ARDMS) or Cardiovascular Credentialing International (CCI) Associate or Bachelor degree desirable Minimum of 2 years of clinical experience and ability to work independently.
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MediLodge offers U.S. Department of Labor approved apprenticeship programs to prepare non-certified staff to become CNAs and mentor nurses along their clinical career path to become Unit Managers, Assistant Directors of Nursing, and Directors of Nursing.
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Duke University Hospital Trauma Surgery Clinic 2B2C Outpatient Clinic seeks to hire an experienced Certified Medical Assistant who embrace our mission of Advancing Health Together $5,000.00 sign on bonus eligible position Department Profile: The trauma and critical care surgeons at this clinic provide care to people who experience complex abdominal problems, including medical emergencies such as appendicitis, bowel obstructions, or gallbladder flare ups.
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Clinical laboratory generalist - chemistry, hematology, urinalysis, coagulation, blood bank & micro. Medical Technologist or Medical Laboratory Technician - Must have ASCP certficiation.
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Have earned an Associate Degree in Laboratory Science of Biology or Chemistry or a Medical Laboratory Technician Program from as accredited institution. Be capable of identifying problems that may adversely affect test performance or reporting of test results and either must correct the problem or immediately notify the Lab Manager, Lead Lab Tech, Technical Supervisor, or Clinical Consultant.
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Preferred - Certified as a Medical Technologist, Clinical Laboratory Scientist, Medical Laboratory Scientist, or categorical certification by Board of Certification (ASCP) Certified as a Clinical Laboratory Scientist by National Credentialing Agency for Laboratory Personnel (NCA.
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Required Licensure, Certifications, Registrations : Must be certified through the American Medical Technologist (AMT) or American Association of Medical Assistants (AAMA) or National Health career Association (NHA) or MedCA as a Certified Clinical Medical Assistant (CCMA) or Certified Medical Assistant (CMA) or National Association for Health Professionals (NAHP.
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Previous clinical laboratory experience as a Medical Laboratory Technician, Medical Technology, Clinical Laboratory Scientist or Medical Laboratory Scientist within a clinical laboratory.
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Keywords: Medical Assistant, certified medical assistant, MA, CMA, radiation, oncology, hematology, cancer, chemo, proton therapy, medication, allergies, vital signs, weight, height, blood pressure, clinical, back office, clerical, administrative, insurance verification, appointments, rooming patients, faxing, filing, chart preparations, injections, blood draw, venipuncture, medication administration.
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You will also see unmatched support and collaboration from the executive leadership team at Sisters of Charity and will be able to impact clinical strategies and workflows that promote evidence-based practice, improved patient satisfaction, and maximized value-based healthcare delivery.
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Barnes-Jewish Hospital's staff is composed of full-time academic faculty and community physicians of Washington University School of Medicine, supported by a house staff of residents, interns, fellows and other medical professionals.
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Patients have orthopaedic, oncological, neurological, cardiac, COPD, and other medical disorders. Minimum of 2 years of clinical PT experience in home care, geriatrics, or rehabilitation settings preferred.
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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?
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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.