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We produce fiberglass wet chop at our Clarksville, TN facility that is used in the production of various IKO and TAMKO roofing products, including composite shingles for homes. MW/MB is a joint venture between IKO and TAMKO, two of the world's leading manufacturers of roofing products.
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Two year degree or diploma in Industrial Maintenance, Mechanical, Machinist, Metal Fabrication and/or similar degrees from Technical or Trade School preferred. Areas of responsibility include maintenance and repair of Printing production machinery and physical plant equipment.
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If you are an enthusiastic person capable of staying focused, demonstrating a great eye with an attention to detail, have a passionate focus on helping any customer, and are a great team player, this can be the right place for you as a Retail Mobile Sales Associate.
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Focus Staff is seeking a Intensive Care Unit Registered Nurse for a travel contract in Clarksville, TN. The ideal candidate will have at least 1 year of experience in a ICU setting.
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This 270-bed medical center offers an array of services including emergency, critical care, cardiology, cardiothoracic surgery, cancer care, general, robotic and vascular surgery, orthopedics, maternal-child, neonatal intensive care, wound care, and inpatient rehabilitation center.
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Provide comprehensive legal counsel and representation in all aspects of family law, including divorce, child custody, child support, adoption, and domestic violence cases. Juris Doctor (J. D.) degree from an accredited law school.
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Experience using Velscope, Diagnodent, digital scanner, digital x-rays and electronic medical record systemsDesire to continue learning and grow clinical skills to meet needs of patients and provide preventative care and overall maintenance of patients’ dental healthClinical needs as required by office Physical RequirementsAbility to perform essential duties as deemed necessary by the Office/ Doctor/ Heartland Dental with or without reasonable accommodation.
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Absolutely no fees or membership charges : We don’t charge you to deliver care, and all of the features, access, tools, and resources you get come free of charge. Master's degree or higher in counseling, psychology, social work, or a related field.
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SHC has also earned The Joint Commission’s Gold Seal of Approval and is named among the Largest Health Care Staffing companies in the United States by Staffing Industry Analysts. At Supplemental Health Care, a simple belief in the power of caring guides a unique commitment to world-class service in healthcare staffing.
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Computed Tomography Technologist, CT tech, CT technologist, computed tomography tech, CT, radiology, radiologic technologist, radiologic, allied health, healthcare, health care, allied, medical, hospital, patient care, ct, computed tomography.
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In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for thedelivery of charitable care, uninsured discounts, and other uncompensated expenses. Above all else, we are committed to the care and improvement of human life.
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The PCP leads their care team consisting of care promoter (medical assistant), care facilitator, and care coordinator for patients able to come to the office.
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We need a Ultrasound Travel Radiology Tech to make a positive impact on patient care! We offer assignments all across the U.S. and are proud of having a strong NPS score of 94%. That said, we teach them new things everyday, and are consistently proud of their progress.
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Bachelor’s Degree from an accredited school in social work, psychology, marriage, Family, and child counseling, counseling or behavioral science, education, community health or public health.
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Associates Degree in Applied Science (Radiology) or graduate of an approved program of Radiologic Technology. Tennova Clarksville has been designated as an Accredited Chest Pain Center, a Blue Distinction® Center for Maternity Care, a Wound Care Center of Distinction, and earned the Gold Seal of Approval from The Joint Commission.
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care associate of science degree jobs Title: medical staff in Clarksville, TN
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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.
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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.
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.