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Get paid up to $39 per hour as a Certified Medication Aide (CMA) in Essex, MD and surrounding areas with the scheduling freedom you deserve. Certified Medication Aide (CMA) hourly pay range: $23-$39 (25% higher than average.
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The Russell H. Morgan Department of Radiology and Radiological Science is committed to providing the highest quality medical care. The Johns Hopkins Health System Corporation is a not-for-profit organization dedicated to providing the highest quality of care in the treatment and prevention of human illness.
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At Great Wolf, the Housekeeping Manager brings joy to families at Great Wolf Lodge by acting as a core driver of front line efficiency and effectiveness in the Housekeeping department.
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Allan Myers is the largest heavy civil construction and materials production contractor in the mid-Atlantic. Allan Myers is looking for a professional entry-level Surveyor to assist and support in the planning and coordination of the surveying needs on heavy civil construction projects.
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As a New Home Sales Consultant , you can impact the lives of our customers while working in an environment of respect and professional development, where you are empowered to build a financially rewarding 6-figure sales career.
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For Cardiology offices only: 6 months experience working in an ambulatory care medical office or equivalent, OR Bachelor's degree in exercise physiology/science, OR related major or successful completion of a cardiac technician course preferred.
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Associate Degree, or Certificate, in radiologic technology from a program accredited by an agency recognized by the US Department of Education (USDE) or Council for Higher Education Accreditation (CHEA.
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POSITION SUMMARY:Perform tests and/or measurement tasks for the Ballistics department. About Us: Element U.S. Space & Defense stands at the forefront of testing innovation, serving as a trusted partner to NASA, the U.S. Department of Defense, government agencies, and prominent industry leaders across the space and defense sectors.
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PRINCIPAL DUTIES AND RESPONSIBILITIES:All duties and responsibilities are expected to be performed in accordance with Fresenius Kidney Care policy, procedures, standards of nursing practice, state and federal regulations.
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Qualifications ASE & EVT level II certifications as described above with a high school diploma or equivalent is required in addition A minimum of three (3) years’ experience performing inspection, testing, installation, maintenance, troubleshooting and repair of fire suppression systems and other related fire/life safety (FLS) equipment.
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Serves as a patient escort throughout the care process and ass ists in patient discharge, assuring clarity for the patient or family member(s). Performs venipuncture and selected patient and laboratory testing (point of care); initiates care pathways in accordance with po licy.
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Introduction: Join PSI's dynamic team and become a Personnel Security Assistant III (PSA III), where your role is pivotal in supporting the Department of Army's security services. Company Overview: Protection Strategies Inc. (PSI) is a recognized leader in delivering innovative security solutions to government and private sectors worldwide.
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Some other roles that are similar include are companion worker, caregiver, Live In Caregiver, patient care tech, certified nursing assistant (CNA), certified home health aide CHHA, home health aide (HHA) or direct care workers.
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Under the supervision of the Registered Nurse/Director of Nursing, the Licensed Practical Nurse utilizes a general understanding of the principles of nursing and basic physical assessment skills in the development of and implementation of individualized nursing care plans to ensure that the needs of the residents are met.
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The Area Chief of Staff partners with the Practice Manager (if applicable) to drive the culture and delivery of quality care by the veterinary provider team (DVM, CVT, VA) in their assigned hospitals to ensure that every pet receives consistent care aligning with our six domains of quality(safe, effective, patient/client centered, timely, efficient and equitable care.
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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.
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.
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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).