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Represents the face of our company to patients who come to Quest Diagnostics, both as part of their health routine or for insights into life-defining health decisions. Committed to all Quest Diagnostics Policies & Procedures including Company dress code, Employee Health & Safety, and Quest Diagnostics Everyday Excellence Guiding Principles.
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Quest Diagnostics honors our service members and encourages veterans to apply. Assist supervisors with the implementation of SOPs and the distribution of technical information and communication to the workgroup in accordance with Quest Diagnostics guidelines.
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The PSR III - Site Lead will direct daily activity at a Patient Service Center (PSC) or In-Office Phlebotomy (IOP) and leads more than one PSR on site. The PSR III - Site Lead demonstrates Quest Leadership Behaviors while focusing on process excellence skills and sensitivity to confidentiality and accuracy to patient information.
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Must be able to make decisions based on established procedures and exercise good judgmentEDUCATION High School Diploma or Equivalent(Required)LICENSECERTIFICATIONS Phlebotomy certification (required in certain states, e.g. California, Nevada, Washington and Louisiana)Quest Diagnostics honors our service members and encourages veterans to apply.
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The PSR III - Site Lead must ensure that daily activities of the Patient Service Center/Mobile/Long Term Care/In-Office Phlebotomy are completed accurately and on time. The PSR III - Site Lead has direct contact with patients and creates an atmosphere of trust and confidence while explaining procedures to patients and drawing blood specimens in a skillful,safeand accurate manner.
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The PSR III - Site Lead may also focus on working with customers who have a high complexity and/or volume practice with a specialized focus requiring outstanding phlebotomy skills. The PSR III - Site Lead draws quality blood samples from patients and prepares those specimens for lab testing while following established practices and procedures.
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The PSR III - Site Lead can provide coverage at multiple locations for multiple roles. The PSR III - Site Lead must be capable of handling multiple priorities in ahigh-volumesetting. This includes, but not limitedto:drug screens, biometric screening, and insurance exams.
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Assist supervisors with the implementation of SOPs for phlebotomy services in accordance with Quest Diagnostics guidelines. The PSR II - Site Lead will demonstrate Quest Leadership Behaviors while focusing on process excellence skills and sensitivity to confidentiality and accuracy to patient information.
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The PSR II - Site Lead has direct contact with patients and creates an atmosphere of trust and confidence while explaining procedures to patients and drawing blood specimens in a skillful, safe and accurate manner.
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The general purpose of the Pricing Analyst position is to assist Sales with the development of a pricing strategy and execute the bid development process for hospital clients.
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In this position, you will work closely with other Immunization program team members, including the Provider Quality Assurance (PQA) nurses, Storage and Handling team, Ordering Specialists, and Provider Education Coordinator to support all aspects of federal vaccine program for participating providers.
$50,000 - $54,000 a yearFull-timeExpandUpdated 6 days ago - UpvoteDownvoteShare Job
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Clinical Lab Scientist II WD - Ventura, CA - Monday-Friday 12:00 PM to 8:30 PM
$51 - $56.75 an hourPart-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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This role will direct daily activity at a Patient Service Center (PSC) or In-Office Phlebotomy (IOP) and could also lead one or more PSR on site. The PSR II - Float will demonstrate Quest Leadership Behaviors while focusing on process excellence skills and sensitivity to confidentiality and accuracy to patient information.
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The PSR II - Float has direct contact with patients and creates an atmosphere of trust and confidence while explaining procedures to patients and drawing blood specimens in a skillful,safeand accurate manner.
$16.2 - $22.75 an hourExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Medical Laboratory Scientist II Blood Bank
Full-timeExpandApply NowActive JobUpdated 22 days ago
Title: immunization Company: Quest Diagnostics
FEATURED BLOG POSTS
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.
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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).