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We also have a 401(k) program with employer matching options, a user-friendly digital timekeeping process, and weekly direct deposits. In addition, you must have a Bachelor’s or Associate degree in nursing from an accredited registered nursing program, as well as a Basic Life Support (BLS) and all other relevant specialty/department certifications.
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As the Client Reporting Program Manager, you will be provided the opportunity to shape how Client Reporting is conducted at Fisher Investments. Proactively assist with our Portfolio Management technology platform migration.
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TWIN PEAKS JOB DESCRIPTION: BAR BACK GENERAL PURPOSE OF THE JOB This job requires the Twin Peaks Bar Back to clean and maintain all things related to the Twin Peaks bar and its unique beverage program.
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We are seeking a Nurse Manager of Kidney Transplant for our team to be an innovator. We are seeking a Nurse Manager of Kidney Transplant with Medical City Dallas to promote growth and unlock possibilities.
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We are seeking a compassionate and skilled Licensed Professional Counselor Associate (LPC-A), Licensed Marriage and Family Therapist (LMFT), or Licensed Clinical Social Worker (LCSW) to join our team in providing comprehensive therapeutic services in our Adult Partial Hospitalization Program (PHP) and Intensive Outpatient Program (IOP.
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Completion of a formal radiologic technology training program and hold current certification by ARRT in Radiography; Concierge state licensing program for RN and other healthcare modalities in multiple states, including CA.
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Partners with the team to create a culture of trust, engagement, transparency, risk awareness and avoidance, and rigorous application of our SMS. Champion the behavioral based observation program, SHE Pillar of TPM, and near miss/risk identification resolution.
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If not certified: Surgical tech experience in a healthcare facility before 9/1/2009 OR surgical tech program in the Army/Navy/Air Force/MarineCorps/Coast Guard/US Public Health Service Commissioner.
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Dev Ops & Tool Engineer positions offered by Fisher Asset Management, LLC (Plano, TX). Fisher Asset Management, LLC. Requires 3 years of experience using at least one of the following scripting languages: Unix Shell Scripting, Python, Groovy, Perl or PowerShell; and 3 years of experience engineering with DevOps tools including JIRA, Confluence, Jenkins, Artifactory, Ansible, Maven, Gradle and Splunk.
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Beginning coursework toward certification in area of expertise preferred; appropriate certifications could include Associate in Underwriting (AU), Chartered Property Casualty Underwriter (CPCU), Certified Insurance Counselor (CIC), Program in General Insurance (INS) or Associate of Risk Management (ARM.
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The IT Asset Manager is responsible for overseeing the lifecycle management of all IT assets within the organization. Strong project management skills with the ability to manage multiple priorities and deadlines effectively.
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Hands-on experience with Kubernetes for orchestration and management in addition to hands-on experience with Azure DevOps (ADO) for CI/CD pipelines and project management. Familiarity with cloud platforms such as AWS or Azure for scalable infrastructure provisioning and management preferred.
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Collaborative agreement with a supervising physician, that is part of the Professional Services Corporation, that is agreeable to supervise work in advanced illness management and palliative care program, as required by state law.
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Foundation, the Company contributed more than $200 million in food and financial support, including more than $40 million through our Nourishing Neighbors Program to ensure those living in our communities and those impacted by disasters have enough to eat.
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The Technical Support Manager will report directory to the Vice President, Customer Support in the Customer Success organization and will also partner with leaders in Product & User Experience, Engineering, and Professional Services.
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.