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Title: Medical Assistant/Secretary - NHMP Danbury Cardiology - Danbury, CT. Full Time/40 Hours per week, variable 8 hour shifts between 8:00am - 5:00pm, Monday - Friday. Non-acute care is offered through various affiliates, including the Thompson House for rehabilitation and skilled nursing services, and the Home Care organizations.
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This position provides opportunities for full time Monday through Friday - Days. All new graduate RNs will be automatically enrolled in a one-year NEW Nurse Residency Program that is designed to support the transition from academia to professional nursing practice.
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THIS ROLE WILL BE ONSITE MONDAY-THURSDAY, REMOTE ON FRIDAY. NO SPONSORSHIP OR RELOCATION AVAILABLE. The Information Security Analyst is a pivotal, hands-on role at Company’s Danbury facility.
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4-day work week with flexible days (between Monday – Friday); specific days can be selected during on-boarding. Opportunity to earn a minimum of 30 CEUs through the company at no cost.
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This position provides opportunities for full time Monday through Friday - Days All new graduate RNs will be automatically enrolled in a one-year NEW Nurse Residency Program that is designed to support the transition from academia to professional nursing practice.
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Monday-Friday 9:00 am - 5:30 pm full-time shiftAnnual allowances for boots and prescription safety glassesState-of-the-art training programsDiscounts on cell phone plans, cars, and more through the Perk Spot program.
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In addition, as a federally qualified healthcare center (FQHC), this position is eligible to apply for a Loan Repayment Program through HRSA (Health Resources and Service Administration.
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Through completion of the Walgreens pharmacy technician apprenticeship program, experience qualifies for eight (8) college credit hours as recognized by the American Council on Education (ACE.
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Walk-in Interviews Welcome Monday to Friday between 10:30 am and 4 pm! Join our team as a Licensed Practical Nurse (LPN) and have a direct and positive impact on the lives of our residents at our facility.
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The CHW-Patient Advocate will work as an extension of the clinical care team, specifically under the guidance of RN Care Manager and act as an advocate guiding them through their care needs. Support NP and RNCM care team members through facilitating in home telehealth visits with patients.
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Work / life balance: A Monday through Friday schedule with no required on-call after hours. Additional compensation opportunities through voluntary weekend moonlighting if desired.
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Program supports are offered through a team of service area specialists including areas of specialty include early childhood education, social services, behavioral health, disabilities, and health.
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Through our relationships with both employees and customers, Prime HealthCare Staffing has built a reputation of integrity and honesty. Prime`s team of experienced health care professionals are here to guide you through the process 24/7.
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Works closely with the Patient Support Solutions team to ensure pull-through of experience design into solutions to meet the patient and customer's needs. Collaborates with Customer and Patient engagement teams to pull-through experience design, using data-driven recommendations.
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Over 90 years of growth, Curtiss-Wright is an integrated, market-facing global diversified industrial company and remains a technology leader through this legacy of innovation. Through three well-balanced segments - Aerospace & Industrial, Defense Electronics and Naval & Power, we remain focused on advanced technologies for high performance platforms and critical applications.
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pallet monday through friday jobs Title: cdl a truck Company: Keurig Dr Pepper in Redding, CT
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.