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A member of Catholic Health, St. Francis Hospital & Heart Center is New York State's only specialty designated cardiac center.
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The EEG Technician is responsible for preparing, administering, and collecting data that are part of research duties.
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Exciting Opportunity at MSK: Memorial Sloan Kettering Cancer Center (MSK) is looking for an experienced Per Diem EKG Technician for Cardiology Services at our main hospital. + Schedule: 9 AM - 5 PM or 8 AM - 4 PM Per Diem.
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Status: Per Diem. Ensure regulatory compliance is met per NYS DHS, NYS OTDA, NYC FDNY, NYC Dept. of Health, NYC Coalition for the Homeless, etc, is adhered to. Ensure regulatory compliance is met per NYS DHS, NYS OTDA, NYC FDNY, NYC Dept. of Health, NYC Coalition for the Homeless, etc, is adhered to.
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PM Pediatrics Healthcare is seeking a psychiatric nurse practitioner for the psychopharmacology role with experience in child and adolescent behavioral health needs to join our virtual Behavioral Health Program.
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Hospital for Special Surgery (HSS) is seeking to hire a per diem Licensed Massage Therapist (LMT) for a Manhattan Rehabilitation Centers. The opportunity is for 20 hours weekly occurring over a minimum of three (3) days per week.
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Per Diem EEG Tech MSH Neuro Clinical All Shifts. The Icahn School of Medicine at Mount Sinai is ranked No. 14 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges.
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We have an exciting opportunity to join our team as a X-Ray Technologist PER DIEM Langone Orthopedic Center. We have an exciting opportunity to join our team as a X-Ray Technologist PER DIEM Langone Orthopedic Center.
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Per Diem Position. Kings County Hospital operates a world-renowned Level 1 Trauma Center, one of only three in Brooklyn, which serves 2.6 million residents of Brooklyn and Staten Island.
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We are seeking per diem Angio/Interventional Technologists at our state-of-the-art cancer treatment center in Manhattan’s Upper East Side (74th St - David H. Koch Center for Cancer Care.
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Job Description: DDSP Quality Assurance Auditor- Per Diem ($45 per hour) By providing shelter, care, treatment, rehabilitation, counseling, training, and connection to high quality allied services, we produce holistic solutions that enhance each person's physical, mental and social well-being, as well as their positive connections to family and community.
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Community Habilitation Specialist meet with the assigned children/adolescent for 1-2 times per. The Community Habilitation Specialist (CHS) will provide social skills training to children/adolescent with Developmental Disabilities as classified by the OPWDD. Sessions take place in the community or in the home depending on the need of the child/adolescent.
$18.02Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Per Diem X-Ray Technologist - Evenings. X-Ray Technologist - Per Diem. This is a per diem position working on an as needed basis. We are seeking a highly skilled and experienced X-Ray Technologist to join our team.
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Montefiore Medical Center is seeking a Biomed Technician for a job in Bronx, New York.
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Pay package is based on 8 hour shifts and 40 hours per week (subject to confirmation) with tax-free stipend amount to be determined. 40 hours per week. Certified radiology technologist, radiology technologist, radiology tech, rad tech, radiology, allied, allied health, healthcare, health care, radiology tech, medical, patient care, radiologic technologist.
$1,750 a weekExpandApply NowActive JobUpdated Today
Title: per diem Company: Recovery Network Of Programs in Flushing, NY
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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.
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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?
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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.
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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.