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Minimum 0-2 years of clinical laboratory testing experience is required N ORDER FOR CANDIDATES TO QUALIFY THEY MUST MEET THE CLIA STANDARDS FOR TESTING PERSONNEL: [Candidates must posses at least 1 of the below]-Bachelors Degree in Medical Technology or Clinical Laboratory ScienceOR-BS in Chemical, Physical, or Biological Science from an acredited college or university WITH atleast 1 year of training or experience in specialty inwhich testing will be performed.
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Qualifications: Education Required: Associate Degree in Radiologic Technology Program Experience: New Grads Welcome to Apply Preferred: 1 year in Cardiac Cath Lab Certifications: AART Registry Current MA License or process of obtaining MA License CCI or RCIS Certification preferred Required: BLS, ACLS within 12 months of hire into position.
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Key Words: Registered Nurse, RN, Wound Care, Travel Nurse, Contract Nurse, Agency Nurse, Agency RN, RN-MS, RN- Wound Care, Travel RN, Contract, Nursing, RN Wound Care, Travel Nursing.
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Flexibility to work overtime or other shifts depending on business needs Requirements:Bachelor's degree in Biology, Chemistry, Clinical Laboratory Science, Medical Technology or meet local regulatory (CLIA & State) requirements.
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Interventional Radiology Nurses (RN) provides critical nursing care to the cardiac patient while assisting the Interventional Radiologist, Vascular Surgeon, and Endovascular Neurosurgeon in performing diagnostic and interventional procedures.
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Other Qualified Disciplines: Associates degree as a PTA with licensure; or Bachelors’ degree in Exercise Science/Athletic Training/Kinesiology/Allied Health; or 2 years experience in a Military healthcare setting.
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In proud collaboration with UMass Memorial Health Care, our facility is conveniently situated near the UMass Memorial Medical Center, allowing us to serve the community with unwavering dedication.
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Providing high-quality, affordable care including primary care, behavioral health services, substance abuse treatment, mobile crisis response, community-based services, homeless outreach, school-based treatment, and more.
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ASCP or AMT is NOT required but preferred. Report accurate and timely test results to deliver quality patient care. OR-Associates Degree in Medical Technology. Job Duties/Responsibilities:Responsibilities are interchangeable within job titles of medical laboratory scientist (MLS), medical technologist or clinical laboratory scientist.
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Keywords: Home Coordinator, Direct Service Provider, DSP, Caregiver, Caretaker, Intellectual Disability, Developmental Disability, IDD, Long-term Care, LTC, Home Health, Nurse Aide, Nurse Assistant, CNA, Home Health Aide.
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Epic Travel Staffing is seeking a travel nurse RN ICU - Intensive Care Unit for a travel nursing job in Indianapolis, Indiana. Posted job title: travel nurse (rn) icu (intensive care unit.
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Bachelors Degree required in a related field of study; advanced degree and/or professional certification preferred (e.g., CPA, MBA, etc.) Tolerate ambiguity and changes in direction while maintaining a focus on the primary mission, a wide degree of creativity and latitude is expected.
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Supports and promotes the Fresenius Kidney Care mission, vision, values, and customer service philosophy. Admits new patients to Home Therapy using the appropriate processes per Fresenius Kidney Care policy and procedure.
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Join a dedicated team of 5 physicians and 2 APPs No procedural requirements Qualifications: Master's degree required Must be BC or BE Accepting ACNP, AGNP, FNP or PA certifications Experience in PM&R, TBI, SCI and post-stroke a plus Ideal candidates are proactive, compassionate, critical thinkers, and good communicators.
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NMTCB(CT) Computed Tomography Specialty Certification or ARRT(CT) Radiologic Technologist specializing in Computed Tomography required in addition to CNMT Certified Nuclear Medicine Technologist Certification.
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bachelors degree required nurse care jobs Company: Sheetz in Indianapolis, IN
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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.
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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.
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.