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GLC on the GO is seeking an experienced Emergency Department Registered Nurse for an exciting Travel Nursing job in Dallas, TX. Shift: 3x12 hr nights Start Date: 09/23/2024 Duration: 13 weeks Pay: $1532.54 / Week.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff RN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry, nursing home or travel.
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Our Talent Acquisition team is reviewing applications for our RN Pediatric Med Surg Seasonal PRN opening. Help to advance the practice of nursing and improve positive outcomes for your patients as a (an) RN Pediatric Med Surg Seasonal PRN. We want your knowledge and expertise.
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Client in TX seeking RN Med/Surg (RN) to work 12.00 hr - NOC Shift. TravelNurseSource is working with Core Medical Group to find a qualified Med/Surg RN in Nacogdoches, Texas, 75965.
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Posted job title: Nuclear Medicine Technologist - (Nuclear Med Tech) Nuclear Medicine Technologist - (Nuclear Med Tech) Nuc Med Tech needed ASAp for 13 weeks 8:00AM - 4:30PM MON - FRI TX Lic required 1 year experience.
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We are currently looking for a Med Surg Registered Nurse (RN) - PRN to join our Post-Surgical Unit team. North Central Surgical Center is a highly successful, Baylor Scott & White affiliated hospital located in Dallas, TX. We partner with the very best team members and medical staff in the area.
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Job Description & Requirements Registered Nurse – Perioperative Nurse - Operating Room - Travel - (OR RN) StartDate: 9/16/2024 Available Shifts: 12 D Pay Rate: $1550.41 - $1708.61 New Operating Room (OR) team member needed for 155 bed Level 2 Trauma center located 20 miles north of Austin The hospital received received the Distinguished Hospital Award for Clinical Excellence from Healthgrades and also earned a national distinction for patient safety from The Leapfrog Group.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff LPN, Staff LVN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry, nursing home or travel.
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Nursing student who has completed fundamentals or foreign nurse degree program required upon hire or. In collaboration/consultation with nurse, incorporates cultural/religious needs and beliefs into delivery of care.
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Maintains appropriate safety supply stock levels in Materials Management storeroom as directed by Materials Managerwhich includes all med/surg supplies, respiratory, dietary supplements, stock office supplies and select back up consignment medical equipment.
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Receives surgical specimens following specimen protocol, and passes the specimen(s) off the sterile field to circulating nurse, verifying source of specimen. With our comprehensive allied professionals and nurse staffing services, we provide you access to a qualified network of healthcare professionals including allied and nursing staff.
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Traveling Registered Nurse, Travel, ER, RN – ER, Contract, Travel, Traveling Nursing, Assignment, Registered ER, Emergency Room Nurse, ER RN, Emergency Room Nurse, ER Travel Nurse, Healthcare RN, ER Nursing, Nurse RN, RN Nurse, Contract RN.
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Come join our team as a Nurse Manager of Med-Surg. We care for our communities and employees! As a Nurse Manager of Med-Surg with Medical City Dallas, you can be a manager in an organization that is devoted to giving.
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COVERAGE REQUIREMENTS Certified Registered Nurse Anesthetist (CRNA) POSITION DETAILS Certified Registered Nurse Anesthetist (CRNA) BENEFITS Certified Registered Nurse Anesthetist (CRNA.
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Growing practice that provides comprehensive women's health services including a med spa. From spectacular museums and performing arts venues in the Arts District, to the buzzing nightlife of live music at cool bars in Deep Ellum, Dallas has a place for everyone.
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nurse med surg jobs Title: travel nurse Company: Glc On The Go in Dallas, Wailuku, Hawaii
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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.
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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.
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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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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.