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Job Description & Requirements Specialty: Pediatric Med Surg Discipline: RN Start Date: ASAP Duration: Ongoing Shift: days, nights Employment Type: Staff We are seeking a Pediatric Registered Nurse Fellow for a 22-bed Pediatric Medical Surgical Unit at Inova Fairfax Hospital/ Inova L.J Children's Hospital.
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Nurses stay at GW Hospital because of:Professional development opportunities Teamwork Interdisciplinary CareAdvances in academic medicineJob SummaryOur Acute Care Trauma Level I hospital is currently seeking an experienced Med Surg RN with a specialization in Neuro Trauma to join our healthcare team.
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Eventually, this practitioner will manage a full-time team of other NP/PA injectors and lead the expansion of the Med Spa portion of the practice. They are looking for someone with a leadership take-charge attitude to grow their med spa aesthetic business.
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Leadership take-charge attitude to grow their med spa aesthetic business. We have been retained by an AAHC surgery center in Fairfax County, VA to search for a Nurse Practitioner or Physician Assistant Injector.
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We are a full-service boutique med spa in Arlington Heights. Remotely provide medical clearance for med spa services. We are a highly rated full service Med spa in Arlington Heights.
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Unit-Based PRN positions available on our: S44 - Surgical Transplant ICU S34 - Neuro ICU S54 - Med Surg ICU Why Join Our Intensive Care Unit: Cutting-Edge Facilities: The Verstandig Pavilion is equipped with all-private inpatient rooms and state-of-the-art medical equipment, ensuring an environment that prioritizes excellence in patient care.
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Key Words: Registered Nurse, RN, Medical-Surgical, Travel Nurse, Contract Nurse, Agency Nurse, Agency RN, RN-MS, RN- Medical Surgical, Travel RN, Contract, Nursing, RN Med-Surg, Travel Nursing.
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Intensive Care Unit (ICU), Critical Care Unit (CCU), Emergency Room (ER), or Medical Surgical (Med Surg) experience is preferred. Potential to float to various facilities during and after your training.
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Medifast (NYSE: MED) is the health and wellness company known for its habit-based and coach-guided lifestyle solution OPTAVIA®, which provides people with a simple yet comprehensive approach to address obesity and support a healthy lifestyle.
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The Registered Nurse / RN will work with Medical/Surgical patients with a Cardiac Telemetry focus
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TravelNurseSource is working with Atlas MedStaff to find a qualified Med/Surg RN in Weston, West Virginia, 26452! Pay Information $1,908 per week About The Position Atlas Medstaff is currently seeking candidates in the RN (Med/Surg) profession for a 13 week contract in the Weston, West Virginia area.
$1,946 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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RN Specialties: ICU, CVICU, PICU, NICU, PCU, ER, Tele, Med Surg, OR, Endo Cath Lab, LDRP, PACU, Dialysis, Case Manager, Home Health, Hospice, Respiratory Therapy. RN Specialties: ICU, CVICU, PICU, NICU, PCU, ER, Tele, Med Surg, OR, Endo Cath Lab, LDRP, PACU, Dialysis, Case Manager, Home Health, Hospice, Respiratory Therapy.
$2,314.93 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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American Medical Staffing is seeking a travel nurse RN Med Surg for a travel nursing job in Washington, District of Columbia. Specialty: Med Surg. Consider a different approach with a travel nurse staffing agency that provides high-end, customized career support for your future.
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Job Summary: The Nuclear Med Technologist performs in vivo nuclear medicine procedures using tagged radionuclides. Are you an experienced Nuclear Med Technologist looking for an a new & exciting opportunity.
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TravelNurseSource is working with Atlas MedStaff to find a qualified Med/Surg RN in Washington, Washington DC, 20010! Atlas Medstaff is currently seeking candidates in the RN (Med/Surg) profession for a 13 week contract in the Washington, District Of Columbia area.
$2,087 a weekExpandApply NowActive JobUpdated 3 days ago
med surg jobs Title: float in Washington, DC
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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.