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Licensures and Certifications: California Clinical Laboratory Scientist (CLS) License required. Two years of experience working as a clinical laboratory scientist (CLS) in a medical laboratory preferred.
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Previous clinical laboratory experience as a Medical Laboratory Technician, Medical Technology, Clinical Laboratory Scientist or Medical Laboratory Scientist within a clinical laboratory.
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Cert Histocompatibility Spec (CHS-ABHI), Cert Histocompatibility Techno (CHT-ABHI), Clinical Laboratory Scientist (CLS), HEW (HEW), Medical Laboratory Scientist (MLS), Medical Technologist (MT), Specialist in Cytology-ASCP (SCT), Specialist in Cytometry-ASCP (SCYM), Molecular Biology Spec-ASCP (SMB.
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This is a contract job opportunityPosition: Medical Laboratory Scientist MT or MLT Location: Milwaukee WISchedule: Tuesday, Thursday pm-7pm Friday 7:30 am-5 pmProjected duration: 6 months + potential for permJob code: CVDJP Benefits are available GENERALIST MED TECH [Coag, Hem, UA etc.
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Job Duties/Responsibilities:Responsibilities are interchangeable within job titles of medical laboratory scientist (MLS), medical technologist or clinical laboratory scientist.
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Medical Technologist-MT(ASCP), or Medical Laboratory Scientist-MLS(ASCP) or Clinical Laboratory Scientist CLS(NCA) or Medical Technologist-MT(AMT), or ASCP Specialist Certification (MB, SBB, SC, SH, or SM.
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California Clinical Laboratory Scientist License or Limited California Clinical Laboratory Scientist License California Clinical Immunohematologist Scientist License California Clinical Microbiologist Scientist License are required and ASCP registry preferred.
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The Clinical Laboratory Scientist (CLS) uses extensive knowledge to independently perform high complexity laboratory analytical procedures on blood, body fluids, and samples related to public safety and/or public health investigations.
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Clinical Laboratory Scientist, or Medical Laboratory Technician (MLT), or Medical Lab Scientist. Our Talent Acquisition team is reviewing applications for our Medical Laboratory Tech opening.
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Medical Technologist, or Medical Laboratory Scientist certification from ASCP, AMT, HEW, or equivalent certification- Required. Medical Technologist/Medical Laboratory Scientist 1, 2.
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Medical Laboratory Scientist / Medical Technologist 1. Medical Laboratory Scientist / Medical Technologist 2. Associate Degree- In Clinical laboratory science, microbiology, chemistry or biological science- Required.
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Refers all quality control data to Clinical Laboratory Scientist or to Clinical Laboratory Scientist Coordinator. Assist the Clinical Laboratory Scientist Coordinator in demonstrating testing procedures and equipment to new employees.
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Under general supervision, the Clinical Laboratory Scientist is responsible for assisting the department manager in the effective operation of the laboratory through the coordination of all activities in their respective responsibilities.
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Five (5) years of clinical laboratory experience as a Medical Technology, Clinical Laboratory Scientist or Medical Laboratory Scientist within a clinical laboratory.
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Medical Laboratory Scientist (MLS) certification issued by the American Society for Clinical Pathology Board of Certification (ASCP BOC) needs to be obtained within 6 months, or. Medical Technologist (MT) or Med Lab Tech (MLT) certification issued by the American Society for Clinical Pathology (ASCP), or.
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med tech clinical laboratory scientist jobs Company: Amn Healthcare Allied in West-greenwich, Rhode Island
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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.
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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.
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.