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Pay package is based on 12 hour shifts and 36 hours per week (subject to confirmation) with tax-free stipend amount to be determined. the Dallas Cowboys, as well as the 2017 World Series champion Houston Astros, just to name a few.
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This trash valet position works part-time starting at 8 pm and earns a competitive wage of $40 per night (not hourly) depending on location. Ally Waste Services is currently hiring for a part-time Trash Collector to join our team.
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Posted job title: RAD - CCL TECH Cardiac Cath Lab Technologist. Cross Country Allied is seeking a travel Cath Lab Technologist for a travel job in San Antonio, Texas. Working in an operating room, cardiac cath lab or similar healthcare facility, you'll prepare equipment, assist surgeons, monitor patient vitals, help maintain sterile conditions and more.
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Curriculum Sequence: Study Skills | Anatomy, Physiology, and Terminology | Computer Basics | Math Fundamentals | CPR and First Aid Part-Time | Evenings (8-10 hours per week)PMI Provides training on how to teach these courses.
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Summary Echo Tech performs and monitors echocardiogram (cardiac ultrasound) procedures.
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FITTER WELDER APPRENTICE – 2nd Shift Work Schedule: 12-hour shifts, 4 days per week - please see hours of operation below Monday thru Friday 3:30pm - 4am HOURLY PAY: $21.00 + 8.5% SHIFT DIFFERENTIAL SIGN-ON BONUS: $1,000.00.
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Additional Benefits: Medical, Dental, Vision, a matching 401K, voluntary STD-LTD, Malpractice Insurance, the opportunity for 30 CE credits per year, daytime hours, a supportive team, thorough training, and growth and professional development opportunities.
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Take 150 200 calls per day in a professional inbound/outbound call center environment. Ability to work remotely from home as needed per business needs (see remote requirements) Competitive Salary $14.50-$16.50 per hour DOE.
$16.5 an hourFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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40 hours per week. PREFERRED EXPERIENCE: Limited Medical Radiologic Technologist (LMRT) REQUIRED CERTIFICATIONS/LICENSURE: Registered Cardiovascular Invasive Specialist (RCIS) or Registered Cardiac Electrophysiology Specialist (RCES.
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Required: Board Certified Behavior Analyst (BCBA) Certification in Applied Behavior Analysis per BACB guidelines. Required: Licensed Professional as per state guidelines (if applicable.
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PALS required within 30 days of hire at CHRISTUS Children’s Hospital or SPOHN. De-escalation training is required within 30 days of hire at SPOHN. Work Schedule: 7PM - 7AM Work Type: Per Diem As Needed EEO is the law - click below for more information: We endeavor to make this site accessible to any and all users.
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Ratio of 1 hygienist, 1 hygiene assistant, 2 dental assistants per provider. Ratio of 1 hygienist, 1 hygiene assistant, 2 dental assistants per provider. VISA and Green Card sponsorship available.
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Manage donor deferral; reviews test results and notify donors of unsuitable test results per applicable SOPs. Initiation and investigation of Post Donation Information (PDI). U.S.based employees are also eligible to receive, per calendar year, up to 80 hours of sick time, and new hires are eligible to accrue up to 120 hours of paid vacation.
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36 hours per week. Client in TX seeking RN L&D (RN) to work 12.00 hr - NOC Shift. Texas is the home of eight professional sports teams, some of which include, "Americas team". Not only does Texas have many sites to see, but it also has plenty of entertainment from the San Antonio riverwalk to sports entertainment throughout the state.
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Our division also has a contracted agreement for per diem bonus reimbursements of inpatient consult care at the adjacent private Methodist Hospital to supplement salaries. Extended Illness Bank: hours ( day) accrued per month which can be used for illness or injury after one day of Paid Time Off is taken.
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per job in San Antonio, TX
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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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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.
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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.