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Registered Medical Assistant (RMA) through American Medical Technologist (AMT) OR equivalent Medical Assistant Credential such as (Certified Clinical Medical Assistant CCMA, etc.
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Certified Medical Assistant (CMA) through American Association of Medical Assistants (AAMA) Prefer completion of a Medical Assistant program through an accredited organization.
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Participating in Theoria’s Chronic Care Management, Transitional Care, RPM and other medical quality initiatives and programs. Leading the charge in healthcare innovation, Theoria Medical offers a unique blend of medical excellence and technological advancement, primarily serving the post-acute and primary care sectors.
$50,000 - $400,000 a yearPart-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Under the supervision of the Unit Manager, Assistant Director of Nursing (ADON) and/or Director of Nursing (DON), the Registered Nurse (RN) assumes responsibility and accountability for a group of residents for or a shift of duty.
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Possess a current license to practice in the State as a Registered Nurse (RN). Directs and supervises the day-to-day certified nursing assistant services for assigned unit to assure that care is being rendered in accordance with current federal, state and local standards, guidelines and regulations.
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Registered Nurse (RN) Medical, dental, and vision insurance. Don't miss out on this incredible opportunity to join the Villa Healthcare family and make a real difference in the lives of others.
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As a per diem, nonexempt CPS Solutions, LLC Physical Therapist Assistant at West Branch Ambulatory Care Center, you will be responsible for administering Physical Therapy modalities of treatment as supervised by the staff Physical Therapist.
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Job Description & Requirements Specialty: Certified Occupational Therapy Assistant Discipline: Therapy Start Date: 05/27/2024 Duration: 13 weeks 40 hours per week Shift: 8 hours, days Employment Type: Travel Travel, COTA - Rehab Location: Ripley, West Virginia Shift: 5x8 Any, 08:00:00-16:00:00, 8.00-5 Duration 13 Weeks When you join Synergy Medical Staffing, you’ll have a dedicated recruiter helping you at all times.
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Aureus Medical Group - Therapy is seeking a travel Occupational Therapist Assistant for a travel job in Ripley, West Virginia. Certified Occupational Therapy Assistant traveler needed for skilled nursing facility in Ripley, WV.
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SOMETHING TO HANG YOUR HAT ONAs a Restaurant Manager (General Manager or Assistant Manager), you will be the leader of your restaurant's Meatcraft(tm). and medical, dental, vision and life insurance.
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The Certified Occupational Therapy Assistant (COTA) is a skilled professional who administers treatment plans according to the directives of the Occupational Therapist at the facility. ALOIS Healthcare is seeking a travel Certified Occupational Therapy Assistant for a travel job in Ripley, West Virginia.
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Core Medical Group is seeking a travel Long Term Care Certified Occupational Therapy Assistant for a travel job in Ripley, West Virginia. Specialty: Certified Occupational Therapy Assistant.
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If so, we invite you to join our team at Amedisys, one of the largest and most trusted home health and hospice companies in the U.S. Attractive pay $41.75-$55.00 Enjoy great perks and benefits A full benefits package with choice of affordable PPO or HSA medical plans.
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As a Restaurant Manager (General Manager or Assistant Manager), you will be the leader of your restaurant's Meatcraft(tm). You will have the resources you need to develop your career and leadership We're passionate about You'll also be a part of the Inspire Brands family- Arby's, Buffalo Wild Wings, Sonic, Rusty Taco and Jimmy.
$36,000 - $46,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Take and record medical history and vital signs. Assist front desk personnel in determining client fee for service; accept payment, receipt and record transaction. Take and develop radiographs (x-rays.
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Title: registered medical assistant Company: Prana Health in West Branch, MI
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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.
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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?
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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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