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Our credentialing experts will walk you through it step by step. TravelNurseSource is working with Care Team Solutions to find a qualified OR RN in Flagstaff, Arizona, 86001.
$2,044 a weekFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Specialty: Progressive Care Unit Discipline: Registered Nurse Start Date: 2024-07-29 Duration: 13 Weeks Shift: 12 Hours Overnight shift. Details: Must Have 2+ Years of recent Progressive Care Unit experience.
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We look for nurses with acute care experience in ICU, step down, med surg/tele, and acute rehab. Per Federal Health Care Worker Vaccine Requirements, all employees must be fully vaccinated against COVID-19 or be approved for a valid religious or medical exemption.
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PHP is seeking a travel nurse RN PCU - Progressive Care Unit for a travel nursing job in Tucson, Arizona. For us, it isn’t simply about hiring staff, it’s about building a solid family of healthcare professionals by expanding their premium employment opportunities, guiding them through every step of the process, and providing them with the highest compensation and best benefit packages in the industry.
$2,400 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Care Team Solutions is seeking a travel nurse RN Med Surg for a travel nursing job in Tucson, Arizona. You and every nurse with the guts to travel deserve it.
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We are promoting this job opportunity as provided by a third party, the employer. Specialty: PCU - Progressive Care Unit. With over 20 years of experience, travel contracts in all 50 states and internationally, and many industry awards and recognitions, Premier Healthcare Professionals focuses on quality, not quantity.
Full-timeExpandApply NowActive JobUpdated 28 days ago
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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.
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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.
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.