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RN experience in Pre-Op, Pre-Admission Testing (PAT), Emergency Room (ER), Infusion Therapy, Ambulatory Surgery Center (ASC) or hospital setting. 5 years RN in PACU, Pre-OP, or Endoscopy.
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At Houston Methodist, the Registered Nurse (RN) PRN position is a licensed staff nurse, an experienced clinician, functions at the Competent to Proficient stage of Benner's model of clinical practice.
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7 years RN in Pre-Op, PACU, or Endoscopy. 2 Years RN in PACU, Pre-OP or Endoscopy. Job Title: RN I/II/III/IV (ASC)- ASC PreOp. Ambulatory Care Nursing or Pain Management (RN-BC.
$117,494 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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The RN PRN position demonstrates clinical competence when providing care, using technology, administering medications, performing procedures and managing emergencies, acting as a patient and family advocate in order to monitor and maintain patient rights.
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Operating Room Nurse Manager, Surgery Nurse Manager, Surgical Nurse Manager, OR Nurse Manager, Perioperative Services Nurse Manager, Surgical Nurse Manager, Assistant Nurse Director OR, Operating Room Nurse Supervisor, Surgical Nurse Leader, Periop Assistant RN Director, Surgical Department Nurse Manager, Assistant Manager Surgical Services, ANM Surgical Services, Director Perioperative, Operating Room Nursing Supervisor, CNOR, Certified Nurse Operating Room, RNFA, jobs, careers, Texas.
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The registered nurse provides nursing care to patients in an assigned clinical area and leadership on the unit, under the supervision of a Nurse Supervisor, or RN Coordinator. Job Title: Registered Nurse (RN) – Infectious Diseases.
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RN-Temp - Registered Nurse - Temporary State Licensure within 60 days AND. Improves nurse satisfaction by serving as a role model and mentor, as evidenced by the annual RN-RN teamwork score and interprofessional relationship score.
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RN - Registered Nurse - Texas State Licensure and/or Compact State Licensure within 60 days OR. CLC - Certified Lactation Counselor (ALPP) International Board-Certified Lactation Consultant (IBCLC) is preferred.
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Angels of Care Pediatric Home Health is looking for Registered Nurses (RN) and Licensed Vocational Nurses (LVN) in Spring, TX and surrounding areas. Active RN or LPN/LVN license (New Grads Welcome, training provided.
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Texas Oncology is looking for a Regional Travel Float Registered Nurse (RN) to join our team! Under general supervision, the Registered Nurse (RN) provides professional nursing care for patients adhering to national and company standards and guidelines for specialty regulations.
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Current Registered Nurse (RN) license in the state of practice; Dialysis Experienced RN NW Houston. Acute (inpatient) RNs may deliver nephrology care through Hemodialysis, Peritoneal Dialysis, Continuous Renal Replacement Therapy (CRRT) and Apheresis.
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ER/ Accident RN ICU/CCU RN Telemetry RN Psych/ Behavioral RN Float RN MT RN Pathology Assistant 2 JCI Accredited Hospital Mid-size hospital 2-3 hours from New York City University-affiliated hospitals with world-class healthcare technologies.
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QualificationsMinimum Qualifications: Associates Degree in Nursing Bachelors in Nursing PreferredLicensed to practice as a Registered Nurse in the State of Texas BLS with skills demonstrationACLS & PALS within 6 monthsMinimum Experience:One (1) year of ED RN experienceTwo (2) years of Critical Care experience Perferred.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff RN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry or travel nursing.
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Enhabit Home Health & Hospice is searching for a RN, LVN, PT, PTA, OT, or MSW to join our team as a Care Transition Coordinator/ Sales Liaison. The right person for this role will be a RN, LVN, PT, PTA, OT, or MSW that is goal driven, sales motivated, and has previous home health or hospice experience.
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rn job Company: Nurse First in The Woodlands, 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.
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).