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Graduate Education: Microbiology, or specific area of study such as cell biology, biochemistry, virology, immunology, serology, microbial genetics, or specific applied fields of microbiology such as clinical and public health microbiology, etc.
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Education requirement: BS, BSMTColor vision screening, TB screening, Job Duties/Responsibilities:Responsibilities are interchangeable within job titles of medical laboratory scientist (MLS), medical technologist or clinical laboratory scientist.
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Clinical/counseling psychologist or clinical social worker with two (2) years related experience. MTC is proud to operate the Flint Hills Job Corps Center in Manhattan, KS where our staff provide quality services to our local youth.
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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 -HM is open to MLT. Minimum 0-2 years of clinical laboratory testing experience is required.
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Meditech experience is a plus. Perform and document preventive maintenance and quality control procedures. Monitor, operate and troubleshoot instrumentation to ensure proper functionality. Proficient with computers; Familiarity with laboratory information systems is a plus.
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Maintain a safe work environment and wear appropriate personal protective equipmentAbility to work independently and within a team environment. Demonstrate the ability to make technical decisions regarding testing and problem solving.
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High level of attention detail along with strong communication and organizational skills. Perform routine and complex technical procedures and functions according to departmental Standard Operating Procedures.
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Report accurate and timely test results to deliver quality patient care. Determine the acceptability of specimens for testing according to established criteria. Must be able to pass a standardized color vision screen.
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Perform other special projects not related to a specific case such as general legal research, general medical research, drafting proposal sections, or acting as a liaison for a specific project, when necessary.
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Prepare, test, and evaluate new reagents or controls. Identify and replenish testing bench supplies as necessary. Assist with processing of specimens when needed. Work environment/department will be listed in requirement.
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This is a contract job opportunity.
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We connect with our communities through Gibraltar's Workplace Giving Program, which partners with four charitable organizations - Ronald McDonald House Charities, St. Jude Children's Research Hospital, Make-Wish Foundation of America, and Habitat for Humanity International.
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The position works on and assists in completing duties and projects across a variety of departments within the City, including Administration, Finance, Public Works, Community Development, Human Resources, Parks and Recreation, Legal, Airport and Fire Department.
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Engineering Interns will be members of the Florence Corporation Engineering Team, reporting to the Manufacturing Engineering Manager. Florence Corporation, the nations leading manufacturer of specialty postal products and electronic package kiosks, is now hiring an on-site Engineering Intern for our Manhattan, Kansas location.
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We are located in the beautiful rolling hills of southern Indiana just outside of Louisville, KY. With close to 24 years of non-clinical healthcare experience that includes 16 years of solid medical staffing and recruiting experience, we deliver on our promise of adhering to strict and ethical recruiting standards handled with the utmost professionalism.
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clinical research grant administration jobs Company: Hackensack Meridian Health in Manhattan, KS
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).
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.