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A current, unencumbered, active OH LPN(LICENSED PRACTICAL NURSE): license a current CPR. Our primary purpose of LPN (LICENSED PRACTICAL NURSE): position is being accountable for the delivery of safe and therapeutic resident care from admission through discharge in collaboration with the physician, family, and other members of the multi-disciplinary health care team.
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High school diploma or GED. Maintains required certification from DODD/ODE, First Aid, CPR and COPE certifications May be requested to work flexible hours based on service needs. High school diploma or GED. Maintains required certification from DODD/ODE, First Aid, CPR and COPE certifications May be requested to work flexible hours based on service needs.
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CPR/When Seconds Count/HOPE within the first six months of employment. Job Description: The Nursing Assistant assists in the treatment and care of the patient under the direction of a Staff RN. Provides personal care that includes bathing, feeding, skin and mouth care and changing bed lines.
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CPR and First Aid certifications required or willingness to obtain certification. Willing to successfully complete the Certified Nurse Aide course within six months of hire. Somehow, we've come to believe that caregiving is just for some of us and not all.
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Licensure/Certification: Valid license to practice in the State of Ohio. CPR required. Performs all duties and responsibilities in accordance to the established FMC policies, procedures and guidelines.
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Hold a Registered Nurse (RN) degree or diploma from an accredited college/university Have a valid RN state license and CPR certification Are experienced in all things nursing and how RNs practice medicine Have knowledge about laws, regulations, and guidelines that relate to long-term care.
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Provides client education in areas related to safety, first aid, CPR and others as needed. We are looking for an experienced Occupational Medicine Licensed Practical Nurse (LPN) to join our team in the Lancaster, OH, area.
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Licenses/Certifications: CPR/BLS (Basic Life Support), State License-Radiology Technologist-Ohio, ARRT-MR (Magnetic Resonance Imaging), ARRT-R (Radiography) Posted job title: X-RAY TECH / RAD TECH / RADIOLOGIC TECHNOLOGIST.
$2,361 a weekFull-timeExpandApply NowActive JobUpdated 7 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.