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Performs laboratory tests/ waived laboratory tests (which may include but not limited to: Occult and Gastric Blood tests, Urine PH and Urine volume determination). Clinical Laboratory Science students enrolled in their final year of a 4 year accredited program may work as Clinical Laboratory Tech II/non-certified Phlebotomist and perform moderate complexity testing under the supervision of an experienced Medical Laboratory Technician/Clinical Laboratory Scientist.
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Patient care functions include but is not limited, to the following: physical examination preparation, personal history/medications/allergies recording in the EMR, vital signs, phlebotomy, heights, weights, finger sticks, electrocardiograms, head circumference measurements, vision and hearing screening, set up oxygen and suction, pulse oximetry, peak flow testing, Provide PHQ-9 (mental state questionnaire), urine dipstick (exclude interpretation), and urine pregnancy (exclude interpretation.
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The Clinic Nurse-RN will schedule X-rays and other tests for the provider, will perform phlebotomy duties for blood work, urine dip, hem occult, urine pregnancy test, etc., and will complete the proper paperwork, logging all tests performed in the proper book and charting all the lab results on patient charts/records.
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Admissions, Discharge and Transfer ResponsibilitiesEnsures complete room set up for new admission (bedpan, urine container, tissue paper, basin, fresh water, etc. Under supervision, performs at least one higher level competency from the following:- EKG- Lift Team/Mobilization- Integrative Therapy- OB Tech- Mother/baby dyad care- Orthopedic Tech- Other specialized skill such as surgical support/arterial lines/sterilization processesRequired QualificationsLess Than 1 Year Six months of related clinical experience.
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Empties other drains as designated by the RN. SPECIMEN COLLECTION: Collects and labels sputum, urine, and stool specimens for laboratory testing; testing urine for sugar, acetone, blood or pH; straining urine for kidney stones; and using the glucometer to test blood glucose levels.
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Duties require screening urine samples for presence of drugs using immunoassay methodology on a benchtop analyzer (Easy RA). Immediate opening for a Clinical Laboratory Scientist/Medical Technologist for a (COLA) Toxicology Laboratory in Washington, D.C.
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Perform injections, vaccinations, finger-sticks, urinalysis, urine pregnancy testing urine drug screens as directed by provider. This role is designated as part of the Heritage Health PCMH Care Team.
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Our interview process typically includes a phone interview, an in-person interview, mechanic or technician assessment, lifetime background check, physical, functional capacity exam, and a drug screen (hair and urine.
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This position usually carries an appointment of 65-80% diagnostic service, including all routine services provided by the clinical pathology lab, such as interpretation of cytology, hematology, chemistry, and urine samples, and consultation with clinicians, house officers, and veterinary students.
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Knight Transportation We are urgently hiring a Trailer Mechanic-Technician with 3 to 5 years or more experience for our Olive Branch location! Freightliner, International, Volvo, Kenworth, Cummins, and Detroit) Uniforms provided with laundry service.
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Under direct supervision, Phlebotomist/Lab Assistant is responsible for drawing and collecting blood, urine and tissue samples from patients, verifies records and prepares specimens for laboratory analysis.
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Must be able to pass background/urine drug screening. Zack Group is seeking a travel Interventional Radiology Technologist for a travel job in Charlottesville, Virginia. Specialty: Interventional Radiology Technologist.
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Knight Transportation We are urgently hiring Diesel Mechanics-Technicians with 3 to 5 years or more experience for our Salt lake City location! Come and Join Our Team, we are a fleet-oriented company that provides hands on OEM on-the-job training with manufacturers such as Freightliner, International, Volvo, Kenworth, Cummins, and Detroit.
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Knight Transportation We are urgently hiring experienced Diesel Mechanics-Technicians with 3 to 5 yrs or more experience for our Charlotte location! As a diesel/fleet mechanic/technician, you will be in a critical front-line role helping to provide rapid and proper repairs to our retail customers.
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Practice offers the following: Dental X-ray Cloud based practice management software Digital X-ray Idexx in house blood and urine analyzers Companion cold laser Experienced RVT'S What is offered to you.
$90,000 - $130,000 a yearExpandApply NowActive JobUpdated Today
urine job
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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?!
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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).
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.