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Vituity appreciates differences; our dedication to diversity, equity and inclusion is at the heart of our organization. You are backed by a best-in-class corporate health care team and supported by the broad peer-level expertise of 5,000 Vituity clinicians.
Full-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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St. Anthony's is a fully accredited not-for-profit general acute care health facility with 133 licensed beds and over 700 employees. Diversity, Equity and Inclusion (DEI) initiatives including LGBTQ+ History, Dia de los Muertos Celebration, Money Management/Money Relationship, and more.
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162-bed acute care facility boasting a new emergency care center, critical care unit, birthing center, and advanced imaging center. Diversity, Equity and Inclusion (DEI) initiatives including LGBTQ+ History, Día de los Muertos Celebration, Money Management/Money Relationship, and more.
$24.28 - $30.36 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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An Acute Care clinic focusing on disease prevention and providing services including primary care, pediatrics, immunizations, maternal health, reproductive health, HIV services, and more.
$71 - $75 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Superior health plan options. Hospital services include Family Birthplace, Shaw Heart and Vascular Center, Level 3 Trauma Center Emergency Department (volume of 49k annually), Surgery, Respiratory Care, Imaging Services, Sleep Lab, and an Ambulatory Therapy Clinic.
$22.08 - $27.6 an hourPart-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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A 669-bed non-profit, short-term, acute care hospital with an annual volume of 70k adult care and 30k pediatric care. Seeking Emergency Department/Urgent Care Center physician assistants and nurse practitioners.
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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?
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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.
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.
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