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This Repair Technician will service Customers in the St. Louis area! We are committed to equal employment opportunity and the use of affirmative action programs to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law.
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AlliedTravelCareers is working with Cynet Health to find a qualified Medical Lab Technician in Brattleboro, Vermont, 05301! About The Position Summary : Cynet Health Clinical Laboratory Scientist, also called Medical Technologist provides laboratory information and services needed for the diagnosis and treatment of disease.
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Serves as a Medical Supply Technician (Sterile Processing) in the Sterile Processing Services (SPS) Section at the Mann-Grandstaff VA Medical Center (MGVAMC) in Spokane, Washington.
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COVID-19 Vaccine (Facility Guideline): Required - Medical/Religious Exemptions and Declinations AllowedFlu Vaccine (Facility Guideline): Unknown. Epic EMR. GE CT and PACS. Canon x-ray room and Shimadzu Rad/Fluoro room.
ExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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If Associate's degree in chemical or biological science, Medical Laboratory Technician (ASCP) or MLT (AMT) Board of Certification (BOC) required. ● If Associate's degree in Clinical Laboratory Science, Medical Laboratory Technician, then must be ASCP or AMT Board of Certification eligible and must receive BOC within a year.
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The Medical Lab Technician (MLT) prepares specimens for analysis by accessioning orders via LIS (CIS), verifying specimen acceptability and performing established pre-analytical procedures in accordance with laboratory policy in an accurate, safe and timely manner.
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Inova Health System is seeking a Float Medical Lab Technician Assistant for a job in Burke, Virginia. Specialty: Medical Lab Technician. The Laboratory Technician Assistant for the Patient Service Center (PSC) Float Pool manages specimen accessioning and processing accurately/efficiently to provide quality specimens for Laboratory testing.
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Eligible to take the ASCP Board of Review exam for Medical Laboratory Technician, American Society of Clinical Pathology, (MLT-ASCP) Certification. MINIMUM QUALIFICATION(S): Associates degree for Medical Laboratory Technician or bachelor's degree in a chemical, physical, or biological science required.
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The Medical Lab Technician conducts routine and complex laboratory tests in toxicology, chemistry, hematology, immunology, and/or microbiology for use in patient diagnosis and treatment of disease.
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MLT:Certification as a Medical Laboratory Technician American Society of Clinical Pathology (ASCP) or equivalent certification, is required within one year from the date of hire. MLS:Certification as a Medical Laboratory Scientist American Society of Clinical Pathology (ASCP), is required within one year from the date of hire.
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Registered Medical Assistant (RMA) through American Medical Technologist (AMT) Understands necessary computer functions in the office setting: MAPS, MCIR Practice Management, Electronic Medical Records, LIS, Emageon, dictation systems, and any other necessary programs to assist providers and staff.
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A.A./A.S. degree requiredState of Florida Medical Laboratory Technician license requiredNational Laboratory Certification requiredBLS certification preferredEXPERIENCE: Minimum of one (1) year of experience in a clinical laboratory setting.
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The Medical Laboratory Scientist (MLS)/Medical Laboratory Technician (MLT) is responsible for the performance, evaluation and correlation of test procedures and assists in the selection and evaluation of test methods.
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The Medical Laboratory Technician II performs complex clinical testing in assigned section/s such as general laboratory, Blood Bank, and Microbiology sections, with all duties necessary for accurate and timely results including quality control, performance improvement, proficiency testing, and preventative maintenance of equipment.
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Within the last ten years as a certified Medical Laboratory Technician by the American Society for Clinical Pathology Board of Certification (ASCP-BOC), American Society of Clinical Pathology Board of Registry (ASCP-BOR) or American Medical Technologists (AMT.
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Title: medical technician Company: United States Military Entrance Processing Command
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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.
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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?
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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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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.