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PRN Healthcare is seeking a travel nurse RN OB/GYN for a travel nursing job in Paterson, New Jersey. Benefits Weekly pay Guaranteed Hours Continuing Education 401k retirement plan Referral bonus Employee assistance programs Company provided housing options Medical benefits Dental benefits Vision benefits Life insurance.
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PRN Healthcare is seeking a travel nurse RN OB/GYN for a travel nursing job in Portage, Wisconsin. Over the years Nurses PRN grew and evolved as a nationwide healthcare staffing company, and therefore wanted to be more inclusive to all valued healthcare professionals: nurses, allied health, locum tenens, CNAs, and more.
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PRN Healthcare is seeking a travel nurse RN OB/GYN for a travel nursing job in Nome, Alaska. Our company culture is strongly backed by faith-based values and activities, to remind us that our success provides us the opportunity to serve and give back to our communities.
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PRN Healthcare is seeking a travel nurse RN OB/GYN for a travel nursing job in Wytheville, Virginia. As a result, he started Nurses PRN in 1995 to become a model for the healthcare staffing industry – being competitive in the marketplace, yet still maintaining a compassionate heart.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Windsor, Vermont. Our mission to create authentic, meaningful relationships with our healthcare professionals helps us set them up for success in their dream assignment, whether that be a travel contract, local contract, or per diem shift.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Tulsa, Oklahoma. Pay package is based on 12 hour shifts and 36 hours per week (subject to confirmation) with tax-free stipend amount to be determined.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Johnson City, Tennessee. Pay package is based on 8 hour shifts and 40 hours per week (subject to confirmation) with tax-free stipend amount to be determined.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Glenwood Springs, Colorado. Job Description & Requirements Specialty: PACU - Post Anesthesia Care Discipline: RN Start Date: 08/13/2024 Duration: 13 weeks 36 hours per week Shift: 12 hours, nights Employment Type: Travel PRN Healthcare Job ID #1269845.
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PRN Healthcare is seeking a travel nurse RN Cardiac Cath Lab for a travel nursing job in Mission Hills, California. Job Description & Requirements Specialty: Cardiac Cath Lab Discipline: RN Start Date: 08/19/2024 Duration: 13 weeks 36 hours per week Shift: 12 hours, days Employment Type: Travel PRN Healthcare Job ID #1271518.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Phoenix, Arizona. He loved caring for his patients, but felt that staffing agencies were exchanging compassion for competitiveness.
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PRN Healthcare is seeking a travel nurse RN Telemetry for a travel nursing job in Austin, Texas. Pete was diligently working in eastern Wisconsin with a variety of staffing agencies, but something was missing.
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PRN Healthcare is seeking a travel nurse RN Oncology for a travel nursing job in Bowling Green, Kentucky. This lead to the introduction of PRN Healthcare, which is inclusive of Nurses PRN and all of our other healthcare divisions.
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PRN Healthcare is seeking a travel nurse RN NICU - Neonatal Intensive Care for a travel nursing job in Washington, District of Columbia. This is PRN Healthcare.
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PRN Healthcare is seeking a travel nurse RN NICU - Neonatal Intensive Care for a travel nursing job in Portland, Oregon. PRN Healthcare is seeking a travel nurse RN NICU - Neonatal Intensive Care for a travel nursing job in Portland, Oregon.
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PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Robbinsdale, Minnesota. PRN Healthcare is seeking a travel nurse RN PACU - Post Anesthesia Care for a travel nursing job in Robbinsdale, Minnesota.
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FEATURED BLOG POSTS
How do Employers Verify Education?
At any stage in your professional journey, you may come across an employer or a recruiter who asks to verify your educational credentials. This shouldn’t come as a surprise as 30% of candidates admitted to lying on their resumes, yet 79% of them never get caught. In fact, 85% of employers in the US who conduct background checks find that candidates have lied on their resumes or job applications.
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.