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Enjoy competitive weekly pay between $2700 and $3200.
$3,200 a monthFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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An independent and not-for-profit system since 1924, Children’s Minnesota is one system serving kids throughout the Upper Midwest at two free-standing hospitals, nine primary care clinics, multiple specialty clinics and seven rehabilitation sites.
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Preform lab support activities which may include routine maintenance or upkeep of equipment and lab areas such as salt fogs, QUV'S, milling room, hot room, or controlled temp. Rust-Oleum is an equal opportunity employer.
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GENERAL FUNCTION The Maintenance Tech II (Lab Equipment) is responsible to oversee general upkeep of the optical lab equipment, ensure appropriate preventative maintenance and assist on the implementation of new equipment, as well as assist in maintaining inventory of parts necessary across the service center.
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Medical Lab Tech (MLT) / Medical Lab Scientist (MLS) - Overnights. A degree as a Medical Laboratory Technician (MLT) or Medical Laboratory Scientist (MLS) is required. Medical Lab Tech (MLT) / Medical Lab Scientist (MLS) - Overnights.
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American Society of Clinical Pathology (ASCP) certification is required. Perform computer functions including patient registration, test requisition and specimen tracking. Schedule/Shifts: Variable weekdays Sunday - Thursday 11:00pm - 7:30am (Friday/Saturday and holidays as needed.
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At North Memorial Health you will be a valuable member of our inclusive and nurturing team that values professional growth, offering big benefits like tuition reimbursement and a supportive culture with a world of education and training opportunities.
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The Maintenance Tech II (Lab Equipment) is responsible to oversee general upkeep of the optical lab equipment, ensure appropriate preventative maintenance and assist on the implementation of new equipment, as well as assist in maintaining inventory of parts necessary across the service center.
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The Research Technician II in Cell Production performs routine and novel laboratory tasks including plating and expanding cells, performing media changes, and taking samples to complete various R&D experiments.
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This is a position that requires at least one year of Cath Lab Tech experience. This is a position that requires at least one year of Cath Lab Tech experience. Required Certifications: ACLS, BLS, ARRT, RCIS.
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Our Organization has an opening for a director to oversee our process control lab, waste treatment activities and regulatory compliance. Chemistry Process Control Lab. The director oversees lab techs who perform analyses and recommend chemical additions to process baths, oversees waste treatment operations, completes and and submits regulatory filings.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Knowledge of and working experience with metallurgical lab test equipment hardware and software. The R&D Analytical Lab Metallurgy Manager has managerial, leadership, and staff development responsibilities and connects the lab function and lab customers on technical matters.
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Park Nicollet is looking to hire a to Cath Lab Technologist join our team! Interventional Radiology and/or Cath Lab experience preferred. The IR and cath lab teams work primarily Monday-Friday and provide afterhours case support overnight and on weekends.
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Exciting opportunity for a Radiology Technologist (RT) to join the cardiac catheterization and interventional radiology labs. assisting physicians in procedure, X-ray fluoroscopy proficiency, operate variable supportive equipment, clean procedure rooms, and preparing instruments for resterilization.
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A Quality Lab Technician is needed for a biomedical/biotechnology engineering firm and multinational manufacturer of medical devices in the Maple Grove, MN (hybrid) area. A Quality Lab Technician is needed for a biomedical/biotechnology engineering firm and multinational manufacturer of medical devices in the Maple Grove, MN (hybrid) area.
$24.85 an hourFull-timeExpandApply NowActive JobUpdated 24 days ago
Title: lab Company: Funky Buddha Management in Plymouth, MN
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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.
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.