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Live Recruiters, Customer Service, & Tech Support 24/7/365. Favorite continues to set the industry standard for quality, service, and integrity in healthcare staffing and services.
$56 - $60 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Favorite Healthcare Staffing is looking for an experienced Telemetry / Long Term Acute Care Registered Nurse (TELE LTAC RN) for an assignment in Columbia, MO! Must have 1 year of recent LTAC Registered Nurse experience in the last 18 months.
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If you are a tenured travel professional or have a career in hospitality or tourism; if you have a flair for exceptional customer service, a passion for learning and natural curiosity, this role may be for you.
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Our credentialing team sets a high standard, emphasizing efficiency and quality control, while ensuring an exceptional customer service experience for our caregivers. Our primary objective is to support our candidates, who represent the cornerstone of travel healthcare.
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This assignment is for 13 weeks and ideal candidates must have at least one year of recent experience as a(n) Telemetry Registered Nurse. Favorite Healthcare Staffing is looking for an experienced Telemetry Registered Nurse (TEL RN) for an assignment in Columbia, TN.
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Our goal is to be the Staffing Provider of choice by offering the best experience and customer service while our employees are traveling away from their homes and families to help a facility in need.
$1,421 a weekFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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Enjoy benefits: 24/7 Support: from finding a contract, to sourcing housing, locating travel arrangements and everything in between we're there to help you! Our team helps healthcare professionals explore various opportunities, whether in hospitals, clinics, or other healthcare facilities, while offering personalized support throughout the entire assignment process.
$2,560 a weekFull-timeExpandApply NowActive JobUpdated 1 month ago
FEATURED BLOG POSTS
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.
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).