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Emory Healthcare/Emory University. This position will work primarily from Grady Hospital, and may occasionally have meetings or other activities at the from Emory Main Campus.
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Here at Loyola Medicine, we are seeking a Chaplain Registry for our Gottlieb campus in Melrose Park! This is a part time, registry-based position. Board Certified Chaplain (BCC) strongly preferred via one of the following licensing groups: APC, CASC, NACC, and NAJC, which includes completion of a master's degree as required by one of the certifying agencies from a Council for Higher Education Accreditation (CHEA) academic institution with completion of 4 units (1600 hours) of ACPE accredited Spiritual Care education, and faith-based endorsement as recognized by one of the certifying agencies.
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Medical Sonographer (RDMS) registration with OB/GYN issued by the American Registry of Diagnostic Med Sonography (ARDMS) needs to be obtained within 12 months unless department leader has determined it is not required, and.
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Do you understand that this is a registry intended to collect eligible applicants for future vacancies for the Basic Peace Officer Academy? This is a Registry intended to collect eligible applications for future vacancies.
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Current certification as a Certified Tumor Registrar (CTR) issued by the National Cancer Registrar's Association (NCRA) and one year of professional experience in a cancer registry program to include reviewing, coding and abstracting cancer data and conducting quality assurance audits and performing cancer registry program training; OR an equivalent combination of education and experience as described above.
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Registry physical therapist to support core team of PTs. On Site Fitness Center (Gottlieb Memorial Hospital & LUMC) Our Commitment to Diversity and Inclusion: Trinity Health is one of the largest not-for-profit, faith-based health care systems in the nation.
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Banner Staffing Services (BSS) offers Registry/Per Diem opportunities within Banner Health. Banner Registry and Travel physician practice positions require a minimum of one year experience as a Registered Nurse in a physician practice or an acute care setting.
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We are recruiting for a RN Trauma Registrar, Trauma Registry to join our team! (20%) Collect and enter data points into the trauma registry to support the trauma programs performance improvement activities.
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Acquires and maintains working knowledge of SEER*ABS, the registry's primary data collection tool, as well as cancer registry/medical records software at each assigned reporting facility, in order to conduct routine case-finding, data collection, follow-up and quality control activities.
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Reporting Relationships Reports to the Director, Accreditation, Cancer Registry and Clinical Research Qualifications Bachelor’s degree required. Responsible for the day to day operations of the Cancer Registry and administrative activities with regard to Quality Assurance, Regulatory and Database Management, Cancer Committee meetings, Tumor Board, and Breast Conference.
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Join UChicago Medicine, as an Endoscopy Technician in our GI Procedures Department.
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Registry Eligible Diagnostic Cardiac Sonographer with RDCS required within 12 months of hire. Registry Eligible Diagnostic Cardiac Sonographer with RDCS required within 12 months of hire. Registered Diagnostic Cardiac Sonographer (RDCS) preferred.
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Ensure Registry documentation and Trial Master File (TMF) are in an audit-ready stateProvide input. POSITION SUMMARY:The Senior Registry Specialist will lead and manage the daily activities for one or more AtriCure sponsored Registries and Registry projects in support of strategic real-world evidence (RWE) initiatives to meet company goals.
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Operates various types of trucks including tandem axle equipped with dump body to transport and dump loose materials such as sand, crushed pavement, or vegetation debris if assigned.
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Internal Candidates (currently working in Lutheran General Hospital Emergency Department): FNE/SANE Registry requirement 0.0 on-call hours; However, will be utilized to cover forensic cases while staffed in the ED.Internal Candidates (working in other Lutheran General hospital unit): FNE/SANE registry requirement is 24 on-call hours per schedule period.
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Title: registry Company: Emory Healthcare Emory University
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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?
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.
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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.