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Basic Life Support (BLS) certification per St. Davids Healthcare policy. NIH Stroke Certification per St. Davids Healthcare policy within 60 days of hire. Advanced Cardiovascular Life Support (ACLS) OR Advanced Life Support (ALS) certification per St. Davids Healthcare policy.
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AND-successful completion of two years of post-certification clinical laboratory experience (e.g., blood banking, chemistry, hematology, microbiology, immunology, clinical microscopy, etc.
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Licenses/Certifications: American Heart Association (AHA) BLS Provider certification and hold a License in the State of Practice in one of the following:Licensed Professional Counselor (LPC), Licensed Masters Social Worker (LMSW) or Licensed Associate Marriage and Family Therapist (LAMFT), Licensed Clinical Professional Counselor (LCPC), Licensed Clinical Social Worker (LCSW) or Licensed Marriage and Family Therapist (LMFT.
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AALAS certification at the Laboratory Animal Technician level (ALAT) or above or successful achievement of ALAT certification within one (1) year required. Provide technical skills training to the research community in support of IACUC-approved research protocols, e.g. animal handling and restraint, weaning, tail snips, ear tagging, blood and other tissues sample collection, injections, treatments, surgical preparation, pre-, peri-, and post-operative observations, euthanasia, and assists with research procedures as directed.
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Current BLS and ACLS certifications from the American Heart Association or American Red Cross, required; PALS strongly preferred (ENPC certification from ENA may be substituted for PALS certification.
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This specific position will work in Omaha, NE.(also known as: MLS, Medical Lab Scientist)We partner with our physicians, nurses and other hospital staff to provide the best Serious Medicine and Extraordinary Care available in the region.
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Minimum Qualifications: Montana Licensure (Registered Respiratory Therapist) Registered Respiratory Therapist Certification (NBRC) American Heart Association BLS American Heart Association ACLS American Heart Association PALS Neonatal Resuscitation Program (NRP) Preferred: Certification in Neonatal-Pediatric Specialist (NBRC-NPS) and/or Adult Critical Care Specialist (NBRC-ACCS) Candidates must live at least 90 miles from facility to be considered for assignment.
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If APRN requires hospital inpatient medical staff privileges and does not have an acute care certification, refer to BHSF Policy 701 titled Educational and training requirements to be credentialed to work in an acute care setting for Advanced Practice Registered Nurse.
$107,208 - $142,587 a yearPart-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Preferred Qualifications: Associate or Bachelor’s degree in Health Care or Emergency Medical Services-related field from a regionally accredited institution of higher learning; AHA BLS instructor certification; ACLS, PALS, PHTLS, EPC, and AMLS-Instructor certifications.
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Internal Medicine, Hematologist Oncologist, Ho, Hematology Oncologist, Oncology, Oncologist, Blood, Blood Illness, Blood Cells, Physician, Healthcare, Health Care, Patient Care, Hospital, Medical, Doctor, Md.
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Examining residents to detect care, including open wounds, bruises, or blood in the urine. Free CNA training and certification sponsored by WisCaregiver Careers. As a CNA trainee, you will assist with day-to-day activities in providing support to residents, nursing assistants, housekeeping, culinary, and activities staff in order to provide high-quality care.
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Proficient Computer skills Licensure/Certification/Registration Required: Certification from a program recognized by Cox Health - CMA (AAMA American Association of Medical Assistants) OR RMA (AMT American Medical Technologist, or American Association of Medical Personnel) OR NCMA (NCCT - National Center for Competency Testing), CCMA (NHA - National Healthcareer Association), NRCMA (NAHP- National Association for Health Professionals ), OR LPN.
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O One of the following EKG Monitoring Certifications: Certified Cardiographic Technician (CCT), Certified EKG Technician (CET), CMT-BC, Nationally Registered Certified EKG Technician (NRCEKG), ECG-BC Board Certification (ECG-BC) or NTT through the National Telemetry Association, within one year of hire/transfer.
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POWER is seeking a full-time/permanent Cultural Resources Specialist to join the Environmental team working in the Mid-Atlantic Area. Although we maintain a Richmond, Virginia office, this position can be successfully executed from anywhere in the Mid-Atlantic United States.
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Traveling Registered Nurse, Travel, ICU, RN – ICU, Contract, Travel, Traveling Nursing, Assignment, Registered ICU, ICU Nurse, ICU RN, ICU Nurse, ICU Travel Nurse, Healthcare RN, ICU Nursing, Nurse RN, RN Nurse, Contract RN Job Requirements Requirements: 1 Year of Experience, 2 Preferred Valid MO RN License BLS (Basic Life Support) ACLS Eligible to work in the United States About Focus Staff About Focus Staff Focus Staff was founded in 2009, on a few simple principles.
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blood bls certification cultural best care jobs Company: Emory University
FEATURED BLOG POSTS
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.
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.