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At Houston Methodist, the Sr Sterile Processing Technician position is responsible for maintaining high standards for decontamination, assembly, inspecting, wrapping, and sterilization of surgical instruments and medical equipment for Surgical Services and all ancillary departments, which includes working in conjunction with the Operating Room (OR) staff to provide timely sterile products, trays and case carts where applicable.
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It is an accredited chest pain center and acute stroke-ready designated through DNV. Houston Methodist Clear Lake offers advanced inpatient and outpatient services, including state-of-the-art imaging; childbirth center with a level II neonatal intensive care unit; minimally invasive surgery; cancer center; neurology and spine care; heart and vascular care; bariatric and digestive care; emergency care; primary care; rehabilitation services; and comprehensive orthopedics and sports medicine.
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At Houston Methodist, the Manager Clinical Education position is responsible for collaboratively working with the Center for Nursing Research to support the advancement of nursing knowledge and practice.
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High School diploma or equivalent education (examples include: GED, verification of homeschool equivalency, partial or full completion of post-secondary education, etc.) Equal employment opportunity is a sound and just concept to which Houston Methodist is firmly bound.
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Houston Methodist Education Institute coordinates our primary academic affiliation with Weill Cornell Medicine and other joint programs, including the Engineering Medicine Program at Texas A&M University Intercollegiate School of Engineering Medicine.
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At Houston Methodist, the Registered Nurse (RN) PRN position is a licensed staff nurse, an experienced clinician, functions at the Competent to Proficient stage of Benner's model of clinical practice.
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The RN PRN position provides professional nursing care to a diverse patient population, conducts nursing assessments, assists with exams and treatment, patient education, and maintenance of medical records.
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Houston Methodist Willowbrook Hospital is a Magnet-recognized, not-for-profit, faith-based hospital that serves the growing Northwest Houston community. With 358 licensed beds, Houston Methodist Willowbrook is committed to providing quality, cost-effective health care in a compassionate environment for a full range of services, including emergency care, cardiology, orthopedics and sports medicine, comprehensive women’s services, neurology and neurosurgery, oncology, and primary and general medicine.
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Job Description: Core Faculty – OBGYN Houston Methodist Specialty Physician Group is seeking a Board-Certified OB/GYN physician to join the core faculty of our Obstetrics and Gynecology Residency program.
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Houston Methodist Hospital is affiliated with the Weill Medical College of Cornell University and New York-Presbyterian Hospital, one of the nation's leading centers for medical education and research.
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On Call No TRAVEL Travel specifications may vary by department May require travel within the Houston Metropolitan area Yes May require travel outside Houston Metropolitan area No Company Profile: Houston Methodist Willowbrook Hospital is a Magnet-recognized, not-for-profit, faith-based hospital that serves the growing Northwest Houston community.
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At Houston Methodist, nurses develop their skills through a wide range of educational programs, collaborate with physicians to provide the best care and build upon a world-class reputation for excellence in patient care, education and research.
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FEATURED BLOG POSTS
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.
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.