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Rad Tech needed ASAP Fri 9:00AM - 9:30PM / Sat - Sun 7:30AM - 8:00PM w/ Rotational Call & Holiday Requirements Traveler shall be scheduled in accordance with facility policy and is expected to work every other weekend and Holidays in rotation with Hospital employees 1+ experience acceptable Certifications: ARRT(R), CPR, SCRQSA SC lic required Type of equipment : GE Documentation system: Meditech Procedures performed on unit: x-ray, portable, c-arm, fluoroscopy Gray scrubs.
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Collaborate with other ERM practitioners to execute impact assessment and capital project delivery and permitting (ERM services broadly include environmental impact assessment, routing studies, land planning, facility siting & permitting, and risk assessment and water resources management.
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Trident Medical Center's 445 bed facility is a five-star recipient for cardiovascular, neurosciences, critical care and patient safety outcomes according to a study released by Healthgrades , the leading online resource for comprehensive information about physicians and hospitals.
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LPN II Minimum Training and Education: Graduate from an accredited Practical Nurse program with six months of patient care experience required. Licensed as an LPN within the state of South Carolina or a compact state.
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Called off hours can be broken down to add up to 1 shift Hospital Highlights Type of Facility: Level I Trauma Center, Teaching Facility, Magnet Hospital Total Staffed Beds: 865 Charting preferred: EPIC Parking Cost: Nights and weekends only.
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Full Time LPN - Assisted Living - If you are looking to use your nursing skills to make a difference in the lives of others, we have a great opportunity to join our evening shift team in our Myers Hall Assisted Living.
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Facility: Roper St Francis Healthcare. Advantis Medical is seeking a travel nurse RN ICU - Intensive Care Unit for a travel nursing job in Charleston, South Carolina. If you are an experienced ICU/Critical Care Registered Nurse (RN) with a passion for providing exceptional patient care, just let us know you’re interested.
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Facility: MUSC Health Shawn Jenkins Childrens Hospital. Advantis Medical, the #1 rated travel nurse agency, is currently seeking an experienced Ultrasound Tech clinician for an exciting new travel job in Charleston, SC. This rewarding travel job offers a contract duration of 13 weeks and is for a Night shift.
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Depends on experience Flu Vaccine (Facility Guideline):Required - Medical/Religious Exemptions Only Radius rules 60 miles Charting: Epic About this PositionPosition/Specialty: RRT / PediatricsStart date: Start date will be 2-3 weeks from offerShift: Will work 3x12 nights 7p-7a, holidays as neededWeekend REQ: Every other weekendIs on-call REQ.
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We also have dedicated training to become a Facility Administrator, and training to become a Regional Operations Director. Training may take place in a facility or a training clinic other than your assigned home clinic.
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Position Summary The Licensed Practical Nurse (LPN) / Licensed Vocational Nurse (LVN) will provide care for patients with a variety of behavioral health disorders whose ages range from adolescent through geriatric.
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LPN Minimum Training and Education: Graduation from a recognized Licensed Practical Nursing program and licensed as an LPN within the State of South Carolina or with a compact state license.
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Lead, conduct and provide spiritual leadership for staff, volunteers, coaches and athletes through prayer, Bible study, worship and living by example so they are equipped to serve others. Follow a spiritual rhythm including daily prayer and Bible study to seek the Lord's will for FCA.
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Facility: Prisma Health - Richland Hospital. If you are an experienced Medsurg/Tele Registered Nurse (RN) with a passion for providing exceptional patient care, just let us know you’re interested.
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About The Position You will enjoy living in Greenwood, SC, a community located in the northwestern part of South Carolina nestled amidst gorgeous lakes, over 200 miles of lake shoreline, and rolling hills.
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assisted living facility jobs Title: licensed practical nurse lpn Company: Mountain Ridge Center Franklin Nh in Charleston, SC
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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.
A Potential TikTok Ban?!
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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.