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This is rooted in EY’s SAP service line capabilities (Supply Chain, FICO, BPC, Data & Analytics, Customer, Tech/Arch and SuccessFactors) that are focused on helping clients improve performance and increase productivity.
Full-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Must be physically able to place X-ray cassettes underneath patients to complete exams, which requires lifting patients and pulling and pushing cassettes under body part being examined. Required X-ray State licensures for all states served, current.
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Shift: Overnight shift.
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Key Words: X-Ray Tech, X-Ray Technician, X-Ray Technologist, Rad Tech, Radiology Technician, Radiology Technology. MedPro Healthcare Staffing , a Joint Commission-certified staffing agency, is seeking a quality X-Ray Tech for a contract with one of our top healthcare clients.
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Two years of X-Ray Tech experience preferred, ideally in a critical care setting. The primary responsibility of the X-Ray Tech is to obtain useful diagnostic details that help the doctors to decide on further treatment for patients.
$2,942 a weekFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our Radiologic Technologist-X-Ray Tech opening. Do you want to work as a(an) Radiologic Technologist-X-Ray Tech where your passion for creating positive patient interactions are valued.
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Travel, per diem, permanent — we have the reach and access to get you the jobs you want, and the expertise to help you realize your long-term goals.
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The Radiologic Technologist performs x-ray procedures to produce images for the purpose of diagnosing disease processes. Radiology (Rad Tech, CT, MRI, Ultrasound) Competence is required for both fixed and mobile x-ray devices.
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Travel, per diem, permanent — we have the reach and access to get you the jobs you want, and the expertise to help you realize your long-term goals.
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FEATURED BLOG POSTS
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.