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BLS (American Heart Association)Oncology Nursing Society Chemotherapy and Biotherapy Provider Card (ONS/ONCC) or obtained with 30-days of hire. Starting wage dependent upon experience, education, and skill set4% pay difference for RN-ADN, BSN, MSN BENEFITSComprehensive benefit package that supports our employees' physical, emotional and financial health.
$80,000 - $110,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Exciting opportunity for a Oncology RN to come join our team working in our Cancer Center! Paid Relocation + 15K Signing Bonus + Full Benefits + Shift DifferentialWe are looking for a full time RN to join our Medical Oncology Clinic.
$80,000 - $110,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Walk out the door of the Cancer Center and go play in the mountains! We are an Independent Community Based Hospital that works to provide services, including State of the Art Cancer Care to our Community.
$80,000 - $110,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Oncology Nursing Society Chemotherapy and Biotherapy Provider Card (ONS/ONCC) or obtained with 30-days of hire. 4% pay difference for RN-ADN, BSN, MSN. An RN that is passionate about Cancer Care and wants to offer patients the opportunity to stay in their community to receive the best care possible.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Maintain and achieve measurable goals, including units per transaction (UPT), average dollar per transaction (ADT), item add-ons and customer information capture rates. They embody Boot Barn's Mission, Vision and Values in their words and actions while demonstrating selling and service expertise, product knowledge, visual merchandising presentation skills and strong point-of-sale proficiency.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Oncology Nursing Society Chemotherapy and Biotherapy Provider Card (ONS/ONCC) required within 30 days of hire. We are seeking a compassionate and skilled Registered Nurse (RN) to join our Medical Oncology Clinic team.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Experience in acute care, specific patient populations and diseases and use of ECOG and Performance Status scale. SKILLS AND CERTIFICATIONS Current Colorado RN license or eligibility to obtainOCN certificationOncology experience for a physician practice Qualifications:Education: Current Colorado RN License or ability to obtain.
$80,000 - $110,000 a yearFull-timeExpandUpdated 5 days ago - UpvoteDownvoteShare Job
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Paid Relocation + We are looking for a full time RN to join our Medical Oncology Clinic. 15K Signing Bonus. 3 years Acute Care/Med-Surg experience. Current BLS obtained through the American Heart Association.
$80,000 - $110,000Full-timeExpandApply NowActive JobUpdated Today
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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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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.
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.