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Prime Roots grows and uses a fungi super protein to make delicious and ultra-sustainable food products. About PRIME ROOTS: Prime Roots is a pioneering force in the food industry, introducing an exciting range of plant-based deli meats that are revolutionizing the way people experience protein alternatives.
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As a Float Pool RN you will float to General Med/Surg, Orthopedic Med/Surg, the Acute Rehab Center and Transitional Care Unit. The Adult Med/Surg Float Pool RN will provide care to medical surgical adult patients with medical conditions that require close observation, monitoring, and interventions.
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Help to advance the practice of nursing and improve positive outcomes for your patients as a (an) RN Pediatric Med Surg. We want your knowledge and expertise Job Summary and Qualifications PEDIATRIC MEDICAL SURGICAL UNIT REGISTERED NURSE Our Peds Med Surg RNs raise the bar by providing clinical expertise and the highest quality care in the most compassionate way.
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Medical surgery nurse, medical surgery RN, med surg nurse, med surg RN, patient care, nurse, nursing, RN, R.N., registered nurse, healthcare, health care, hospital.
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Job Description & Requirements Specialty: Med Surg Discipline: RN Start Date: 06/03/2024 Duration: 13 weeks 36 hours per week Shift: 12 hours Employment Type: Travel Client in WA seeking Med/Surg RN to work 12hr nights.
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Client in PA seeking WSH - Travel: RN - Med/Surg (RN) to work Weekends, Days, Nights. TravelNurseSource is working with Core Medical Group to find a qualified Med/Surg RN in Ephrata, Pennsylvania, 17522.
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At AMN Healthcare, we strive to be recognized as the most trusted, innovative, and influential force in helping healthcare organizations provide quality patient care that continually evolves to make healthcare more human, more effective, and more achievable.
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Experience Strongly Preferred: Minimum of 2 years in Med Surg. Roper St. Francis Healthcare is an equal opportunity employer. Experience Strongly Preferred: Minimum of 2 years in Med Surg. Roper St. Francis Healthcare is an equal opportunity employer.
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AWARDS & RECOGNITION: Magnet Designated Hospital DNV Accredited Site Designated NYS Stroke Center Baby Friendly USA Blue Distinction Maternity Gold & Silver-Level Beacon Award Winning Units STATUS: Full Time LOCATION: United Memorial Medical Center DEPARTMENT: Marian Ransom Unit (Second floor) or Third floor (Med/Surg with Ortho focus) SCHEDULE: Evening/Night, rotating weekends and holidays ATTRIBUTES Graduate from an accredited School of Practical Nursing or equivalent required.
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The Float Pool Nurse will support West Chester Hospital's Med Surg Units and Level III Trauma Center, delivering high-quality care to patients based on assessed needs, established standards of care and according to policy and procedures.
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Dr. Thomas Frist, Sr. HCA Healthcare Co-Founder Be a part of an organization that leverages our size to make a real impact in our industry Our Talent Acquisition team is reviewing applications for our Med Surg Transplant Licensed Vocational Nurse opening.
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MS RN's can expect to enhance their professional experience while providing top notch patient care to those most needing it. This unit sees a wide variety of conditions including endocrine, wound care, neurology and gerontology as well as patients undergoing basic recovery care.
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Eighteen months of recent experience in an Acute Care Med/Surg setting. Med-Surg Nurses (RN) provide care for primarily adult patients before and after surgical procedures; they also attend to those who are being treated with pharmaceuticals to manage illness.
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TravelNurseSource is working with VieMed Healthcare Staffing to find a qualified Med/Surg RN in Danville, Illinois, 61832! The contract nursing staff shall function to meet community living center patient care.
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Dr. Thomas Frist, Sr. HCA Healthcare Co-Founder If this opportunity is your next step in your career path, we encourage you to apply for our Registered Nurse PRN Trauma Spine Med Surg opening.
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roots med surg jobs Title: patient care technician
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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.
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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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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.