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This position is based out of Ames, IA and is not a remote position! Assist Corporate Safety and Site Superintendent in ensuring compliance and training of safety policies and procedures in compliance with local, state, and federal rules and regulations, including Occupational Safety and Health Administration (OSHA), Mine Safety and Health Administration (MSHA), and Department of Transportation (DOT.
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CoolSculpting experience is a plus but not required. Prior medical spa experience is a plus but not required. Experience with Lasers for hair removal a plus but not required. Familiar with PRP Hair Restoration injections.
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Black Seal or Blue Seal or Red Seal or Gold Seal at SOMC, RMC and BMC (If incumbent has a Blue Seal or Red Seal or a Gold Seal, a Black Seal is not required.) Blue Seal or Red Seal or Gold Seal at JSUMC and OUMC (If incumbent has a Red Seal or a Gold Seal, a Blue Seal is not required.
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Familiarity with Risk Management Framework (RMF) process and security assessment technologies (such as, not required, not exclusive list: Fortify, SonarQube, ACAS) Government or customer site-specific requirements may include, but are not limited to, proof of full COVID-19 vaccination status, except in circumstances where a candidate is legally entitled to an accommodation.
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Examples include but are not limited to the following subject areas are: robotics, coding, video game design, graphic arts, painting, pottery/ceramics, introduction to medicine/medical careers, and 3D design and construction.
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DO NOT apply for Police Officer Lateral if you do not meet this requirement. Distant Vision (Acceptable for Driving): Not less than 20/40 in each eye without correction or must correct to 20/40 in each eye and wear corrective lenses whenever driving.
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The Assembler II may also be responsible for other processes related to the manufacture of electronic assemblies including, but not limited to: encapsulation (potting), conformal coating, SMT operations, and painting.
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On this unit you will see all intensive care patients that have not undergoing surgery to include but not limited to: Gi Bleed, renal failure, balloon pump, ETOH withdrawal, Drug Overdose, sepsis, COPD, Post Cardiac Arrest.
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Ultrasound Tech/Sonography Certification required from ARRT or ARDMS*2 years experience required*Could care for Covid patients*Epic experience neededDo not submit local candidates to these travel positions.
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We value and honor diversity in all forms, including but not limited to race, gender, sexuality, ethnicity, nationality, spirituality, Veterans, people with disabilities, and members of the LGBTQ+ community.
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If not already registered as a QMHA through the Mental Health & Addiction Certification Board of Oregon (MHACBO), we will assist you in registering within 30 days of hire. If you have experience working as a Direct Support Professional (DSP), Qualified Mental Health Associate (QMHA), Residential Assistant (RA), Residential Counselor, Skills Trainer, or Caregiving for a client with behavioral health needs, then this position may be a great fit for you.
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Officially we title this job a BOM or Business Office Manager, but in other centers it may be called a Medicare / Medicaid Biller or Accounts Receivable Coordinator or even a Financial Services Rep. This is NOT a remote / 'work from home' position.
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Graduate of an accredited program in cardiac ultrasound (echocardiography) preferred but not required. graduate of bachelors program in health science (including, but not limited to, cardiovascular technology, ultrasound, radiologic technology, respiratory therapy, or nursing.
Up to $59.41 an hourFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Orientation: 1st week of the contract, not to exceed 40 total hours, and includes EPIC training. Time off requested after the acceptance date will not be approved. Computed Tomography Technologist, CT tech, CT technologist, computed tomography tech, CT, radiology, radiologic technologist, radiologic, allied health, healthcare, health care, allied, medical, hospital, patient care, ct, computed tomography.
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Employee may not concurrently function as an RNFA, RN circulator or RN scrub. The Registered Nurse First Assistant does not concurrently function as a scrub nurse. Although not an exhaustive list, under the direction of the surgeon, handles tissue; appropriately uses instruments and equipment; provides hemostasis by clamping, coagulating, and/or ligating vessels; performs wound closure; places and secures drains; and assists with cannulation.
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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).