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No cost eCare visits Employer-provided mental health services for employees and eligible family members Retirement with employer match up to 5% Tuition discounts and reimbursement available for continuing your education CoxHealth Fitness Center and Child Care discounts Opportunity to earn referral bonuses per hire for certain positions Job Summary A Physical Therapist Assistant (PTA) works under the direction of a Physical Therapist (PT) in the acute care setting.
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Immediately Hiring Baylor Nurses for day and night shifts!
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Telemedicine Physician - Men's Hormone Expert - Remote (MD/DO only) Telemedicine Physician - Men's Hormone Expert - Remote (MD/DO only) You are not just a pill pusher, but you have a deep profound care for hormone optimization.
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New Increased Weekend Option Differential: $10.00 RN. Experienced Nurse Sign on Bonus up to $20,000 for select departments. Common therapies seen on 6D are lumbar drain management, external ventricular drain management, antidysrhythmic/calcium channel blocking drips, low dose vasopressors, Bipap and high flow oxygen systems, insulin drips, and precedex.
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3E is the Cardiovascular and Surgical ICU. We care for all cardiothoracic, vascular, general, and head/neck surgery patients requiring ICU admission. Position requires the ability to grip, reach, bend, kneel, twist, and squat to perform duties.
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We are in search of a kind-hearted LPN or RN in Springfield, MO. *Now offering a sign on bonus for weekend shifts “I chose Phoenix because I always wanted to work in pediatrics, and they have great benefits along with flexible scheduling.
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Candidates must be willing to work Friday, Saturday & Sunday Pay, Benefits and Perks of Weekend Nursing Supervisor (RN or LPN): $8,000 sign-on bonus for full-time qualifying LPN candidates! Other duties as assigned Qualifications of Weekend Nursing Supervisor (RN or LPN): Graduate of accredited RN or LPN School of Nursing.
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Some weekend work will be necessary for this position. Work schedule: Friday, Saturday, Sunday and Monday 7am-5pm. Working EnvironmentPrimarily indoors with heating and cooling regulated in a general office environment.
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We are currently seeking part-time and full-time telemedicine physicians who want to be part of the men's health revolution. Minimum of 2 years of experience in Family Health, Endocrinology, Urology, and/or Hormone Replacement Therapy is preferred.
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At Mercy, we believe in careers that match the unique gifts of unique individuals – careers that not only make the most of your skills and talents, but also your heart. The Lab Support Technician will be required to exhibit excellent customer service skills in line with the Mercy Signature Service Standards with all customer interactions.
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Description of Primary Duties This position will assist the Bear CLAW as a receptionist, helping members of the campus community access Bear CLAW services and resources and providing information about the Bear CLAW. Required Qualifications 1.
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We are the only local health system named six times to U.S. News & World Report s Best Regional Hospitals list, and we are recognized by CareChex as among the Top 10 percent of U.S. hospitals for medical excellence and patient safety in overall medical care.
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Maintenance Position Penmac Staffing is seeking candidates for an Industrial Maintenance position with a local Springfield company.
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Consider this new Consult Only Maternal Fetal Medicine opportunity to join an established practice of two MFMs covering a large 800+ bed Tertiary Care Center. No Deliveries (Consult Only.
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All NHC employees are committed as partners, not only to the health of our patients, but to the well-being of the communities we serve. If you are interested in working for a leader in senior care and share NHC's values of honesty and integrity , please find out more about us at nhccare.com/locations/springfield-rehabilitation.
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Title: weekend only Company: Covey Oshkosh Wi in Springfield, MO
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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.
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.