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Greens at Cabarrus - Sign-on Bonus: Full Time: $7,000 Licensed Practical Nurse (LPN) Benefits Section: · Medical, Vision, Dental · 401K · Paid Time Off (PTO) · Same-Day Pay available. · CMA to LPN: Build on your skills and knowledge as you advance from a Certified Medication Aide (CMA) to a Licensed Practical Nurse (LPN) with our educational support.
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Functions in the physician office or ambulatory care practice to provide nursing services in an office setting.
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The Licensed Practical Nurse (LPN) delivers quality care that is consistent within the scope of practice as outlined by the local state nurse practice act for Licensed Practical/Vocational Nurses.
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Part Time & PRN positions offer flexibility of scheduling to ensure a healthy work life balance for our employees.
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Part Time & PRN positions offer flexibility of scheduling to ensure a healthy work life balance for our employees.
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Available LPN Shifts: Morning, evening or overnight 8’s, 10’s, or 12’s (full shift work) PRN, Part-Time, or Full-Time No weekend or minimum requirements Requirements: Current valid nursing license in the U.S. Graduation from a qualified nursing program Pay: $26-$33 SER-Charlotte As an accredited, regulated, certified, and licensed home health care provider, BAYADA complies with all state/local mandates.
$33 an hourPart-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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RN/LPN with a current valid license to practice as issued by the State Board of Nursing. Thrive SPC operates in the whole ecosystem that surrounds medically complex children, working to be the care provider of choice and an integral part of the community that supports our patients through advocacy and Thrive Cares Foundation.
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We offer competitive pay for any Nurse and LPN referrals that we can put to work for us! NurseStat is looking for a Long Term (Travel) PCU - Step Down - IMC RN in Concord, NC.This is a 13 week assignment scheduled to start on 10/28/2024 and run through 01/25/2025.
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We also understand locating qualified nurses can be equally challenging; therefore, we work quickly and diligently to supply the highest-quality candidates to our clients across the nation, including those in “hard-to-fill” regions.
$1,866 a weekFull-timeExpandApply NowActive JobUpdated 4 days ago
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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.