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Provides leadership, coaching and training to junior specialist(s). TVA Nuclear employees are subject to random alcohol and drug tests in accordance with 10 CFR Part 26 as mandated by the Nuclear Regulatory Commission (NRC.
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The Service Specialist III is responsible for supporting the overall goals and objectives of the Technology Management organization along with overall CQI goals and programs pursued by the diagnostic imaging and other departments supported by Technology Management.
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Service and trouble-shooting activities provided by the Specialist III will generally be classified as being moderately to highly complex. Seeking Imaging Service Specialist with 3+ years’ experience servicing multi-vendor medical imaging equipment to include first response on general X-ray, Ultrasound, and higher level modalities such as Cardiac Cath, Vascular Lab, CT, MRI, and PACS. Must have valid US drivers' license and able to work in US without Visa Sponsorship.
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Experience Required:Minimum of four (4) years experience as a Diagnostic Imaging Service Specialist II or equivalent field service experience on a broad range of imaging equipment. -A minimum of X-Ray Phase I, II, III, & IV offered by RSTI or equivalent.
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Preferred:-Certification by the ICC as a Biomedical Equipment Technician (CBET)-A+ certification-CRES CertificationSummaryResponsible for providing first response and in-depth service activities on a broad range of diagnostic imaging equipment, including Radiology, Ultrasound, and higher level modalities such as Cardiac Cath, Vascular Lab, CT, MRI, and PACS. May support equipment in Radiation Oncology.
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Bachelor of Science (BS) or Arts (BA) college degree or equivalent clinical degree i.e., Registered Cardiovascular Invasive Specialist (RCIS), Certified Cardiology Technician, Registered nurse (RN) or Nurse Practitioner (NP), Transcatheter Cardiovascular Surgical/Scrub technician, Physician Assistant (PA.
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The Quality Specialist will provide technical support and leadership for the quality control technician team and develop and implement continuous improvement opportunities for the laboratory equipment and practices.
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Merrick is seeking an experienced Electrical Engineer III to serve in a variety of energy markets including power generation, particularly within generation facilities such as coal, combined cycle and simple cycle gas turbines, hydroelectric, wind and solar generation.
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Minimum of four (4) years experience as a Diagnostic Imaging Service Specialist II or equivalent field service experience on a broad range of imaging equipment. Imaging Service Specialist.
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In addition the Central Access Specialist will complete insurance verification/pre-registration and financial clearance for special admissions. The Central Access Specialist is an entry level position and is responsible for scheduling, securing patient demographic and insurance information; verifying insurance eligibility and benefits, verify pre-certification is obtained and/or validated; computing, communicating and obtaining patient collections and initiating the financial clearance process.
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Seeking Imaging Service Specialist with 3+ years' experience servicing multi-vendor general x-ray, medical imaging equipment to include first response on general X-ray, Ultrasound, and higher level modalities such as Cardiac Cath, Vascular Lab, CT, MRI, and PACS.
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The primary referral sources are Pulmonologists, PCPs, ALS Clinics, Hospitals, and LTACs∯*∯ The Respiratory Sales Specialist assists in the development and expansion of new and existing businesses through in-services, training programs, and their respiratory clinical expertise.
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The position also provides consultation, demonstration, and troubleshooting for all Studio equipment and facilities that support Audio/Video production, print and graphic design, 3D modeling and printing, and other related activities.
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As a Receiving Specialist, you will be responsible for managing the store's backroom operations by receiving products into the POS system, keeping products organized and accounted for, and helping process weekly pallets.
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But working at Bristol Myers Squibb is anything but usual.
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Title: administrative specialist iii Company: University Of Arkansas At Monticello in Chattanooga, TN
FEATURED BLOG POSTS
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.