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Certification as a Medical Technologist (MT) or Medical Laboratory Technician (MLT) from a recognized accrediting agency (e.g., ASCP, AMT) preferred. Bachelor's degree in Medical Technology, Clinical Laboratory Science, or a related field for Medical Technologists; Associate's degree in Medical Laboratory Technology for Medical Laboratory Technicians.
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Bachelor’s degree in Poultry Science, Animal Science, Food Science, or related field and 3-5 years’ experience in a live operations or food safety role in the animal agriculture industry; or equivalent combination of education and experience.
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A DAY IN THE LIFE OF AN LPN CHARGE NURSE As an LPN Charge Nurse, you oversee the daily operations of the medical staff at our assisted living residence to ensure high-quality care. You feel fulfilled by providing our elderly residents with top-notch medical care that improves their health and quality of life.
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Full Medical Benefits & 401k Matching Plan 24/7 Recruiter: Your main point of contact available by text, phone, or email Competitive Referral Bonuses 100% Paid Housing Available Travel & License Reimbursement Loyalty payouts for hours worked with our Insider Rewards Program Same Day Immediate Pay Access Apply now and you’ll be contacted by a recruiter who will give you more information on this or other RN vacancies in the settings and locations that matter most to you.
$2,056 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Whether it's through the International Nursing Program or the H1B Employment Program for Medical Laboratory Scientists, we open doors for F1 students, TN visa holders, EB3 candidates, and H1B visa seekers, guiding them every step of the way towards fulfilling careers in healthcare.
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Take the lead role in case of a medical or psychiatric emergency and therapeutically intervene and de-escalate patients. Maintains current BLS/CPR certification from either the American Heart Association (AHA) or the American Red Cross (ARC.
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Degree in Criminal Justice or 3-5 years of practical experience in Security, Loss Prevention or Law Enforcement Field preferred. Comprehensive health coverage (medical, dental, vision and disability – up to 26 weeks short-term disability and long-term disability) & life insurance benefits for you and your dependents.
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Qualifications:*High school degree or GED, Technical school, degree or certificate program (Preferred)*Ability to test, maintain, calibrate, program and/or troubleshoot (with the appropriate test equipment) instrumentation and controls system components and peripheral devices utilizing schematics, vendor manuals and procedures.
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Key Words: Registered Nurse, RN, Medical-Surgical, Travel Nurse, Contract Nurse, Agency Nurse, Agency RN, RN-MS, RN- Medical Surgical, Travel RN, Contract, Nursing, RN Med-Surg, Travel Nursing Weekly payment estimates are intended for informational purposes only and include a gross estimate of hourly wages and reimbursements for meal, incidental, and housing expenses.
$1,984 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Consult with the optician, Doctor or Retail Management when necessary. This position does not require optical experience or certification, training provided! Review prescriptions and/or patient information carefully and identify special needs.
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American Medical Staffing (AMS) is an Equal Employment Opportunity Employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
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Comprised of at least two (2) years supporting the OpenText StreamServe product and at least two (2) years of experience supporting applications, systems or business processes with analysis, design, and/or improvement related to invoice and correspondence printing.
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Current dental hygienist license in PA and an Associate’s or Bachelor’s degree in dental hygiene (where required) Experience using Velscope, Diagnodent, digital scanner, digital x-rays and electronic medical record systems.
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As a federal contractor that engages in safety-sensitive work, UGI cannot permit employees in certain positions to use medical marijuana, even if prescribed by an authorized physician. Similarly, applicants for such positions who are actively using medical marijuana may be denied hire on that basis.
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Desired qualifications/non-essential skills required:•Master's degree in Electrical Engineering, Computer Science/Engineering, or a related field with a focus on emerging technologies. This positions preferred location is Lafayette, LA, Lebanon, VA, Belton, TX, Knoxville, TN or Fairfax, VA; however, a hybrid working model is acceptable.
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rn or non medical jobs in Lebanon, PA
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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.
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.