- UpvoteDownvoteShare Job
- Suggest Revision
For consideration, applicants must have his or her Bachelor's Degree in clinical laboratory science, biomedical science, medical technology or in a life|biological science in addition to either ASCP or AMT Certification as a Medical Technologist (MT)| Medical Laboratory Scientist (MLS.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Required Minimum Education: Bachelor's Degree in Medical Technology or related science, except for HEW. Required Required Minimum License(s) and Certification(s): Med Tech ASCP Certification 1.00 Required Med Technologist (AMT) 1.00 Required Med Technologist (AAB) 1.00 Required Additional Licenses and Certifications: Active employees with a MT(AAB) or MT (AMT) working as an MT2 in WellStar as of 9/1/20 will be grandfathered into this position.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
They are looking to add a Medical Technologist/ Medical Laboratory Scientist on either their DAY or NIGHT Shift. NEW Medical Technologist OR Medical Laboratory Scientist Opening at one of Atlanta's Top Healthcare Providers.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Current Medical Assistant Certification is preferred (Credentialing body examination (AAMA, AMT, NHA, or NCCT) Note: we do employee Non-Certified Medical Assistants; they are still required to have graduated from an accredited Medical Assistant program and to function at the same competency level as a CMA (tested upon hire and annually via competency assessments), non-certified medical assistants will be eligible for the annual merit program yet will have a lower pay range as compared to Certified Medical Assistants.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Must have successfully passed a Medical Assistant credentialing body examination (AAMA, AMT, NHA, or NCCT) with current and maintained Medical Assistant Credential Required Must have a current BLS card from the American Heart Association Upon Hire Required Must complete the required OSHA training course for operators of radiology equipment within 60 Days Required.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Current certification as one of the following is required: Certified Medical Assistant (CMA) from the American Association of Medical Assistants (AAMA), Registered Medical Assistant (RMA) from the American Medical Technologists (AMT), Certified Clinical Medical Assistant (CCMA) from the National Healthcareer Association (NHA), or National Certified Medical Assistant (NCMA) from National Center for Competency Testing (NCCT.
ExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Must have successfully passed a Medical Assistant credentialing body examination (AAMA, AMT, NHA, or NCCT) with current and maintained Medical Assistant Credential Required and. Rotate among various clinical and non-clinical service areas such as lab, x-ray, and front office.
ExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Preferred certification is the CMA or RMA.* Experience using an EHR/EMR system. Certificate must verify successful completion of a medical assistant training program from an accredited school, military hospital corps, or Medical Center.
ExpandApply NowActive JobUpdated 5 days ago
FEATURED BLOG POSTS
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.
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.