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Operation of oxygen equipment including turning off and on, changing cylinder heads, cleaning/replacing humidifier and other as necessary.
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As a registered nurse at Georgia Hospice Care, you’ll be a voice for your patients, all while communicating with everyone involved in the plan of care-the patient, the patient’s family, and the hospice care team.
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Job Nurse - CVOR @ Piedmont Atlanta Hospital, City: Buckhead, State: Georgia, Estimated Start , Shift:4 x 10 nights, 19:00:00-05:30:00, 10.00-4, Length of Contract (Days) : 98, Estimated Gross Pay: 0.00.
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LPNs work under the direction of the Registered Nurse in an assigned clinical area. LPNs work under the direction of the Registered Nurse in an assigned clinical area. LPNs participate in the planning, implementation, and evaluation of nursing care.
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Must hold current Georgia Registered Nurse license. RN PACU to monitor patients Previous experience in Special Procedures (GI, Pain, O.R.) preferred. Other duties as assigned by Administrator of Center and or Director of Nursing.
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Specialty: RN-Medical Surgical TravelJob Description Registered nurses in this specialty practice primarily on hospital units and care for adult patients who are acutely ill with a wide variety of medical problems and diseases or are recovering from surgery.
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The Infusion Nurse is a licensed clinician who coordinates and provides direct infusion care in the home or alternate treatment site, ensuring patient safety while providing continuity of care in compliance with the physician’s plan of care.
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Clinical Technician -Full-time- Nights - Med/Surg - Good Samaritan Hospital, Greensboro GA. The Clinical Tech will work in Med/Surg within Good Samaritan Hospital in Greensboro, GA. Clinical Technician -Full-time- Nights - Med/Surg - Good Samaritan Hospital, Greensboro GA.
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Certified Nephrology Nurse (CNN) or Certified Dialysis Nurse (CDN) Intensive Care Unit (ICU), Critical Care Unit (CCU), Emergency Room (ER), or Medical Surgical (Med Surg) experience.
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Clinical Technician -Full-time- Nights - Med/Surg - Good Samaritan - Greensboro, GA. The Clinical Tech will work in Med/Surg Unit within St. Mary's Hospital in Athens GA. St Mary’s Health Care System includes three hospitals, numerous physician practices, our region's first medical residency program, a retirement community, extensive outpatient services, and much more.
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Requirements: To be considered for this opportunity applicants must: Have a current license as a Registered Nurse from the Georgia State Nursing Board and least two years supervisory work experience in a rehabilitative or restorative nursing environment.
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If you are a manager, receptionist, warehouse or factory worker, driver, medical assistant, nurse, cleaner, college student, messenger, maid, teacher, retail associate, salesperson, secretary, server, janitor, cashier, contract worker, or intern who is looking for a flexible part-time or seasonal job, you should try paid Product Testing to supplement your income.
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Certified Nurse Assistant in the state of employment. Start your career with the nation’s leading provider of in-home support to seniors and become a hero for someone in your community. We are hiring now in your community – join our team and build your career in a high-demand industry.
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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.