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Average 36 hours weekly, 12-hour Night shift, Full-time. Average 35 hours weekly, 10-hour Evening shift, Part-time. Average 32 hours weekly, 8-hour Evening shift, Part-time.
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UH: Emergency Room ( Full-Time, Night Shift)- Our mission is to continue the teaching and healing ministry of Jesus Christ. The Emergency Services Technician serves in a combination role and is competent to perform as a Patient Care Assistant (PCA), Telemetry Technician (TT) and/or a Unit Secretary (US) under the supervision of a registered nurse, nurse practitioner, and/or physician in a fast-paced emergency department of a tertiary care facility with level one trauma designation.
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DESC (Downtown Emergency Service Center) is a nonprofit organization working to help people with the complex needs of homelessness, substance use disorders, and serious mental illness achieve their highest potential for health and well-being through comprehensive services, treatment, and housing.
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We are currently seeking a full-time Mental Health Technician in our emergency services department. Emergency Services is a 24/7 comprehensive program that assesses Lucas County adults, children, and adolescents who are experiencing a psychiatric or behavioral crisis.
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Providence Holy Family Hospital is in search of a full-time, night shift Hospitalist physician assistant/nurse practitioner to join their dedicated team. The 272-bed Providence Holy Family Hospital in Spokane offers advanced medical and surgical care, as well as specialty support and outpatient services.
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Req ID : 1829 Working Title : Registered Nurse III - Float Pool - 12-Hour - Full Time - Nights - ( Premium Float Pay - $10,000 Sign-on Bonus - Generous Night Shift Differential ) Department : Nursing Float Personnel Business Entity : Cedars-Sinai Medical Center Job Category : Nursing Job Specialty : Nursing Overtime Status : NONEXEMPT Primary Shift : Night Shift Duration : 12 hour Base Pay : $56.14 - $89.82.
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Average 20 hours weekly, 8-hour Day shift, Part-time. Average 36 hours weekly, 12-hour Day shift, Full-time. Average 40 hours weekly, 10-hour Day shift, Full-time. Average 40 hours weekly, 8-hour Day shift, Full-time.
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Referral services for child, elder and pet care, home and auto repair, event planning and more. Plans include prescription drug and behavioral health coverage as well as free telemedicine services and free AirMed medical transportation.
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Our Emergency Departments operate 24/7 and provide stabilization and life-saving care to 95,000+ patients each year. PRN, shift and weekend differentials. Prefer one or all of the following certifications: EMT Basic Certification, Certified Nursing Assistant, or Phlebotomy Certification.
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One year of RN experience preferred OR new graduate if the candidate has completed senior nursing preceptorship at Mercy Emergency or previous experience as an emergency department technician or experience in a pre-hospital environment.
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GW Hospital is growing, with plans to open a new hospital in 2024, along with free-standing emergency centers, urgent-care centers, and outpatient procedural care centers. One of the nation’s largest and most respected providers of hospital and healthcare services, Universal Health Services, Inc. (UHS) has built an impressive record of achievement and performance.
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Features include CT, MRI, Antech reference lab on site, and 24-hour emergency services. Thrive Pet Healthcare is looking to add a Board-certified or residency-trained Veterinary Radiation Oncologist to South Carolina Veterinary Specialists & Emergency Care team.
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Cooley Dickinson’s VNA & Hospice is also a vital part of our network, providing home-based services throughout Hampshire and Franklin counties. QualificationsMINIMUM REQUIREMENTS: High school diploma or equivalent preferred 1-3 years of environmental services/housekeeping experience preferred Demonstrated ability to follow oral and written instructions required Demonstrated attention to detail and high quality customer service skills required.
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Duke University Hospital is the largest of Duke Health's three hospitals and features 1048 patient beds, 65 operating rooms, as well as comprehensive diagnostic and therapeutic facilities, including a regional emergency/trauma center, an endo-surgery center, and more.
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Today, our 501-bed acute-care hospital is recognized by U.S. News and World Report as one of Phoenix's Best Hospitals and offers a full range of acute care services, including cardiology, oncology, orthopedics, neurology, surgery, rehabilitation, emergency, stroke, intensive care, pulmonary, urology, wound management and sleep disorders.
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emergency services night shift jobs Title: department Company: Premier Medical Staffing in Windsor-mill, Maryland
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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.
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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.
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.