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Flight Paramedic Certification (FP-C) Paramedic specializing in Critical Care credentialed from the International Board of Specialty Certification obtained within 24 Months (2 years) of hire date or job transfer date.
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Required Licensure/Certification: Lamaze Certified Childbirth Educator (LCCE) or certification from the International Childbirth Education Association (ICEA) or certification of Childbirth Education from the International Doula.
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Must obtain BLS certification within 90 days of hire We Offer Great Benefits: Day-one comprehensive health, vision and dental coverage, PTO, tuition reimbursement and employer-matched retirement funds are just a few of the great benefits offered to eligible co-workers, including those working 48 hours or more per pay period What Makes You a Good Match for Mercy.
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Southern Nevada Health District EMT Basic or Advanced EMT (Preferred) Certification OR National Registry of Emergency Medical Technicians EMT Basic or Advanced EMT Certification (preferred.
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Basic Life Support (BLS) - Certification - American Heart Association (AHA) RQI, Certified Patient Care Technician/Assistant (CPCT/A) - Certification - National Healthcareer Association (NHA.
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American Heart Association ACLS and BLS Certification or American Red Cross ALS and BLS Certification upon hire or within 14 days. American Heart Association ACLS and BLS Certification or Amercian Red Cross ALS and BLS Certification upon hire or within 14 days.
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Must have successfully completed a Radiologic Technology Program; must be ARRT or RCIS registered and have BLS certification. ARRT Registered Radiologic Technologist (RT) - Other/National, Basic Life Support (BLS) - Other/National, Registered Cardiovascular Invasive Specialist (RCIS) - Other/National.
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American Heart Association BLS/ACLS Instructor in good standing and affiliated with a Training Center (in one or all courses). Adjunct Instructor jobs entail creativity and the ability to follow standard AHA BLS (Basic Life Support) and ACLS (Advanced Cardiac Life Support) curriculum.
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Critical Care Paramedic Certification awarded by the State of WI within one year of hire Flight Paramedic Certification (FP-C) or Critical Care Paramedic Certification (CCP) awarded by the International Board of Specialty Certification (IBSC) within two years of hire Basic Life Support (BLS) certification awarded by the American Heart Association (AHA) within three months of hire.
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Current licensure in the State of Colorado as a Registered Nurse, or current active multistate nursing licensure, or current registration as Registered Radiology Technologist (RTR), or current certification as Registered Cardiovascular Invasive Specialist (RCIS); current BLS certification and current ACLS certification through AHA or ARC.
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BLS certification from approved American Heart Association or American Red Cross training center required upon hire. Licenses: Surgical First Assistant or Surgical Assistant Certification - Required.
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Certifications: American Heart Association Basic Life Support (BLS) and Certification through the Board of Registered Polysomnographic Technology as aRegistered Polysomonography Technologist (RPSGT) required.
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Education assistance (tuition, student loan, certification support, dependent scholarships) Do you have the career opportunities as a(an) Cardiovascular Specialist Cath Lab Technologist you want with your current employer.
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Certification : BLS from the AHA; ARDMS with RDCS Certification, or CCI with RCS Certification for Echo. Cardiovascular Sonographer 2 / Echocardiographer. Inova Fairfax Medical Campus is hiring a full time Cardiovascular Sonographer 2 to join our Adult Echo Lab.
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Required License/Certification: Current North Carolina License to practice Speech Therapy, ASHA certification, and BLS Healthcare Provider and Certificate of Clinical Competence (CCC-SLP) or CFY.
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bls certification jobs Company: Regional West Medical Center
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.
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.