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Assistant Professor and Extension Specialist – Invasive Species Plant Biologist and Extension Specialist – The Department is particularly interested in candidates who would investigate the impact of biotic and abiotic stressors (associated with climate change) on native and invasive plant species and communities, and molecular and genetic approaches to control invasive species such as reducing herbicide resistance, reducing invasive species resilience and fitness, and/or promoting sterility in invasive species populations.
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The ideal Assistant Fitness Manager will be primarily responsible for driving studio sales and memberships. StretchLab is seeking an experienced Assistant Fitness Manager to oversee sales and operations for our Falls Church Location.
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In collaboration with department director and Physics director participates in clinical education, training, and competency evaluations for medical physics, Dosimetry, and therapy staff. - Must apply for and maintain relevant State licensing and/or registration as required for working as a medical physicist at the clinical site and to do so in a timely manner.
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Develop and implement new strategies for stewarding our annual fund donor population in collaboration with Assistant Director of Donor Relations and manage stewardship activities for all annual fund donors.
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Provide insight and direction to post award analysts related to invoicing and managing clinical research awards at both Georgetown University Medical Center (GUMC), MedStar Health Research Institute (MHRI), Georgetown-MedStar University Hospital (GUH), and other MedStar entities as appropriate - with a primary focus on clinical research funded by private industry funding sources, although other types may be assigned as needed.
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About GWUH: GW Hospital is a 385-bed tertiary care, academic medical center located in downtown Washington, DC. Featuring a Level 1 Trauma Center and a Level 3 NICU offers clinical expertise in a variety of areas including cardiac, cancer, neurosciences, women's health, and advanced surgery including robotic and minimally invasive surgery.
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Minimum 3 years of supervisory/assistant manager experience, preferably full-service restaurants. Specialty areas of focus may be designated to an MCA Manager such as Bar Manager, Market Manager, Commissary Manager, or another unique area of focus as dictated by the Brand, General Manager, or Director of Operations.
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The Assistant Manager (AM) is an opportunity for a new professional to support donor strategy and relationship management to grow corporate support for the Kennedy Center, National Symphony Orchestra, and Washington National Opera.
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Attend and contribute (if required) to medical portion of regional account planning/training sessionsAttend both national and regional scientific/medical meetings to gain medical voice of the customer on recent data being presented on products and disease states of interest to GSKSupport clinical development activities and programs including GSK and Investigator sponsored studies as well as collaborating with R&D staff to improve site performance.
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Successful completion of a NAACLS accredited MLS program, NAACLS or ABHES accredited MSL program, or a foreign medical laboratory science clinical training program within the last five years can be used in lieu of one year of full time acceptable clinical experience.
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Position Summary: We have an exciting opportunity to join our team as a Cardiac/Vascular Sonographer - NYU Langone Huntington Medical Group. NYU Langone Hospital-Long Island is a 591-bed university-affiliated medical center, which offers sophisticated diagnostic and therapeutic care in virtually every specialty and subspecialty of medicine and surgery.
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Associates of Physical Therapy Assistant (PTA) from an accredited physical therapy assistant (PTA) program approved by the Council on Medical Education of the American Medical Association in collaboration with the American Physical Therapy Association.
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Assistant Vice President - Performance Analyst. Prior experience with performance reporting systems, accounting systems and analytic systems are a plus (FirstRate, FactSet PA, FactSet SPAR, Investedge, FIS Global Plus, Advent Axys, Bloomberg.
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As the Corporate Responsibility Attorney - Vice President, Assistant General Counsel in our Corporate Legal group, you will be part of a team that advises the Corporate Responsibility Department on charitable giving, grantmaking, non-profit governance, impact investing and other environmental, sustainability & governance (ESG) matters.
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As a Corporate Responsibility Attorney - Vice President, Assistant General Counsel within our Corporate Legal group, you will be part of a team that advises the Corporate Responsibility Department on charitable giving, grant making, non-profit governance, impact investing and other environmental, sustainability & governance (ESG) matters.
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Title: medical assistant Company: Oncology Consultants in Washington, DC
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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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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.