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2119 Nurse Practitioner or Physician Assistant Neonatal: Seeking a board-certified Neonatal Nurse Practitioner or NICU Physician Assistant to join the staff at a prominent hospital in the NW suburbs of Phoenix.
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Eligibility to be certified as a Physician Assistant, Family Nurse Practitioner (FNP), or Adult Geriatric Primary Care Nurse Practitioner (AGPCNP) is required. Hartford HealthCare has a new opportunity available for a Weight Loss Nurse Practitioner (APRN) or Physician Assistant to provide outpatient care to patients primarily in Meriden, CT.
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What We Seek in a Aesthetic Physician Assistant Or Nurse Practitioner! We are in search of a committed Aesthetic Physician Assistant Or Nurse Practicioner who is ready to embrace change and make a significant impact.
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Dermatology Nurse Practitioner or Physician Assistant - Enfield, Connecticut Job# 16474347. Excellent opportunity for Dermatology Nurse Practitioner or Physician Assistant to join a professional, growing organization in Connecticut.
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Are you an experienced and passionate Aesthetic Nurse Practitioner or Physician Assistant ready to take your career to the next level? Active nursing license and certification as an Aesthetic Nurse Practitioner or Physician Assistant.
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1+ years as a Nurse Practitioner or Physician Assistant in aesthetic procedures; Medspa experience. Expertly perform Botox and dermal fillers. 1+ years as a Nurse Practitioner or Physician Assistant in aesthetic procedures; Medspa experience.
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Join our team as a Dermatology Physician Assistant and embark on an amazing opportunity with a well-established and reputable Dermatology practice in your area. Don't miss out on this incredible Dermatology Physician Assistant opportunity to take your career to new heights.
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In this role, the Oncology Nurse Practitioner / Physician Assistant (NP/PA) provides healthcare services to patients, encompassing health promotion, cancer prevention, acute and chronic illness care, and education and counseling for patients and their families.
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Board eligible for Nurse Practitioner/Physician Assistant. Current state licensure and certification as a Physician Assistant. Education: Completion of an accredited Physician Assistant program.
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Minimum Master's Degree in Physician Assistant Studies (ARC-PA) from an accredited, entry-level PA program (required) As part of our longitudinal model the Physician Assistant will support patients assuring they are followed regularly with initial, urgent, transition of care and follow up appointments as needed to care for their health needs.
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Eligibility to be certified as a Physician Assistant (PA), or National Board Certification as a Family Nurse Practitioner (FNP), Adult Nurse Practitioner (ANP), or Adult Gerontology Primary Care Nurse Practitioner (AGPCNP) is required.
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Physician Affiliate Group of New York (PAGNY) is adding a Physician Assistant to the Neonatology group at South Brooklyn Health. Our practitioners are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (“PAGNY”) is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment.
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CentralCare Inc - Brooke Army Medical CenterFort Sam-Houston , TXOrthopedic Physician Assistant Orthopedic Physician Assistant will provide services to the medical staff, support staff, inpatients and outpatients Brooke Army Medical Center.
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Idaho state license as an Advance Practice Registered Nurse (APRN), Certified Nurse Midwife (CNM), or Physician Assistant (PA). Certification as a Nurse Practitioner, Certified Nurse Midwife, or Physician Assistant.
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This facility is seeking an Urgent Care Nurse Practitioner or Physician Assistant(NP) for locum tenens support as they look to fill a current need. Urgent Care Nurse Practitioner or Physician Assistant(NP.
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physician assistant jobs Company: Tyson Foods in Leesburg, District Of Columbia
FEATURED BLOG POSTS
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.
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.