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Knowledgeable of practices and procedures as well as the laws, regulations, and guidelines governing functions in the post acute care facility. The RN Clinical Nurse Specialist plans, organizes, directs, and coordinates care in the facility to ensure delivery of the highest quality of health care as well as provides comprehensive advanced nursing care in health promotion, chronic disease management, and patient treatment in accordance with all applicable laws, regulations, and Life Care standards.
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We're a recognized, trusted leader in post-acute care with a strong presence in over 38 states and 34,000 exceptional people. Be the kind of Nurse you've always wanted to be: Help patients through supervising care and treatments, leading patient assessments, creating personalized care plans, and targeting and resolving patient concerns.
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The Encompass Way We proudly set the standard for excellence in care, leading with empathy, doing what's right, focusing on the positive, and remaining stronger together. Registered Nurse Career Opportunity Experience nursing as it was meant to be.
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We proudly set the standard for excellence in care, leading with empathy, doing what's right, focusing on the positive, and remaining stronger together. Help patients through supervising care and treatments, leading patient assessments, creating personalized care plans, and targeting and resolving patient concerns.
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Minimum 3 years of manager/charge experience and 2 years staff nurse experience in area of specialty (inpatient acute care units) required. Medical Surgical – 49 Beds Unit (split into two units); Intermediate Care level, General, urology, vascular post-surgical patients.
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We are seeking a Registered Nurse to ensure that we continue to provide all patients with high quality, efficient care. Wide variety of monitored patients, Chest Pain, Stroke, COPD, Post Ops, GI, Accelerated Heart Rhythm, respiratory, Drips and more.
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Registered Nurse RN / ICU / Acute Care. The post ICU Registered Nurse appeared first on Acuity Healthcare. We are looking for dedicated and professional ICU, Registered Nurses who are committed to providing exceptional patient care and service.
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Performs ongoing, systematic collection and analysis of patient data pre – during – post hemodialysis treatment for assigned patients and documents in the patient medical record, makes adjustments or modifications to treatment plan as indicated and notifies Team Leader, Charge Nurse, Supervisor or Physician as needed.
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Implement appropriate medical procedures within scope of clinical practice (i.e., initiation of IV therapy, wound care, wound debridement, feeding tube replacement) Direct licensed staff and CNAs in prioritizing patient care needs/reporting requirements.
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Minimum of three years of experience with levels of care to include post-hospital and acute care illness stabilization. Working Knowledge of the military health care system including TRICARE health benefits.
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Agency:North Kansas City Hospital Home HealthOur culture and people are what set us apart from other post-acute care providers. Minimum one-year experience as an RN in an acute care setting.
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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?
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.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.