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LPNs participate in the planning, implementation, and evaluation of nursing care, based on the objectives, standards, and policies of practical nursing. NYC Health + Hospitals/Correctional Health Services is one of the nation’s leading correctional health care systems in quality of and innovations to care, and access from pre-arraignment through compassionate release.
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One year of practical experience as a licensed physical therapist assistant. Home Health Physical Therapist Assistant (PTA) Suffolk Position Summary:A qualified professional who provides physical therapy services to patients as prescribed by the attending physician under the direct (but not on-site) supervision of a licensed Physical Therapist.
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Develop and facilitate health-related educational groups and one-on-one client education. Position Overview: Provide quality-nursing services to youth under supervision of ACS and OCFS in a residential setting.
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The Licensed Practical Nurse (LPN) is responsible for providing quality care to the patients. Delivers direct care by taking vitals, administering medication, and reporting directly to the RN or Doctor on patient status.
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LPN (Licensed Practical Nurse) Valley Stream, NY ($45 an Hour!) Must have NY LPN license, One year LTC, SNF experience strongly preferred. We are seeking experienced LPN's with a least one year of long-term care experience to work in long-term care environments.
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Our LPNs provide one-on-one, individualized care with the direction of our Registered Nurses, meeting patients where they are and delivering exceptional clinical outcomes to our neighbors most in need.
$35.08 an hourPart-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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NURSE MANAGER - NICU / NIGHTSModesto, CK + Performance Bonus$, Sign On Bonus & Relocation Assistance Available! Shift 3x / NIGHTSSupervises and coordinates activities of nursing personnel in one or more patient care units.
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Current Licensed Practical Nurse certification required. Comprehensive benefits are included with the Full-Time LPN position & $500 sign-on bonus. Work schedules are three (3) days (7:00 am to 5:00 pm) and 3 days and one (1) Saturday, overnight (10:00 pm to 8:00 am.
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By applying with us, you'll work with one of our Recruitment Pros to help you land your next dream role. 5,000 Sign-On Bonus Available. At DRIFT , we work with healthcare companies across the United States to help recruit for frontline staff positions.
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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?
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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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