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The Clinical Assistant (CA) position serves: as a Receptionist, Chiropractic/Acupuncture equivalent of an MA and oversee the Integrative Care Clinic schedules. The Clinical Assistant duties will support and help to develop the professional relationship between the Chiropractor/Acupuncture, other providers and staff in the clinic that directly affects the patient satisfaction and long-term clinical outcomes.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Under direct supervision and within established scope of practice, Emergency Medical Technician/Medical (EMT-UCT) Assistant II Urgent Care Tech (MAII-UTC) will support the Urgent Care clinic by performing designated medical procedures as directed, and in accordance with San Ysidro Health policies and procedures.
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The EMT/MAII-UTC should be able to demonstrate the knowledge and skills necessary to provide individualized care in a manner conducive to comfort, safety, and welfare of patients Additional for Medical Assistant II Urgent Care Tech Assists in resolving and/or responding to non-clinical related patient complaints and inquires.
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Clinical support by checking patient vitals, rooming patients, stocking exam rooms, point of care duties, immunizations, covid swabbing, and providing patient education. Why HealthExpress/Same Day Clinic.
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Operate and manipulate automated systems such as CHCS, AHLTA, ADS,Essentris, MHS Genesis and Clinical Information System (CIS), participate in clinical staff Performance Improvement (PI) and Risk Management (RM) functions, as prescribed by the Commander.
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Under the supervision of the Clinic Supervisor the Administrative Assistant performs the duties related to patient administrative services. Clinical services are provided at the Shiley Eye Center, Ratner Eye Center, UCSD Health Sciences (UCSDHS) Hillcrest ambulatory center and the Veterans Administration (VA) Hospital.
$16.24 - $33.55 an hourFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Our physicians care for patients at multiple clinical sites and programs including the UCSD DBP Consultation Clinic, the San Diego Regional Center (Early Intervention and program for children and adults with developmental disabilities), the High-Risk Infant Follow-Up Clinic, the Down Syndrome Clinic and KidSTART program at Rady Children's Hospital-San Diego, and the DBP Clinic at the San Ysidro Health Center (a federally-qualified health center on the US-Mexico border.
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Catalent San Diego focuses on bringing client drug compounds from discovery to the clinic with services that include analytical development, preformulation testing, formulation development, GMP manufacturing and stability storage and testing.
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Naval Medical Center San Diego- Miramar Marine Corps Medical Clinic. Education: Be a graduate from a medical assistant training program accredited by Commission on Accreditation of Allied Health Education Programs (CAAHEP), OR the Accrediting Bureau of Health Education Schools (ABHES) of the American Medical Technologists, OR a formal medical services training program of the United States Armed Forces, or graduate from a medical assistant program approved for certification by the California Certifying Board for Medical Assistants.
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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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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.
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