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Shift: Full TimeHours: Monday – Friday, Days, rotating weekends, on call requirementsLocation: Loudoun HospitalJob Responsibilities Demonstrates the ability to recognize clinical and/or emergent problems that may interfere with exams and takes appropriate action to resolve them while producing the most desirable outcome, as evidence by exam results and patient satisfaction.
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Job Description & Requirements Specialty: SANE / Forensic Discipline: RN Start Date: ASAP Duration: Ongoing Shift: flexible Employment Type: Staff The FACT Program is looking for an experienced Forensic Nurse Examiner (FNE.
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As a Peritoneal Dialysis Registered Nurse (PD RN), you will be providing education on peritoneal dialysis to your patients and their care partners in a clinical setting, which then allows them to dialyze from home.
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The ABA therapist / Registered Behavior Technician. Extensive training and support to help you become a Registered Behavior Technician (RBT) The ABA therapist / Registered Behavior Technician.
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If this opportunity is your next step in your career path, we encourage you to apply for our Registered Nurse Pre-Op opening. Do you have the career opportunities as a Registered Nurse Pre-Op you want in your current role.
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Registered vet technician (RVT) veterinary technician (LVT) #veterinary technician specialists (VTS) #certified veterinary technician (CVT) registered vet technician (RVT) veterinary technician (LVT) #veterinary technician specialists (VTS) #certified veterinary technician (CVT.
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The General Clerk II understands and acknowledges that working in the containment room means you cannot leave the containment area until cleared by authorized personnel, which includes use of designated trailer for breaks/lunch and not being able to leave worksite during breaks/lunch.
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Respiratory Therapists (RRT), Certified Respiratory Therapists (CRT), and Registered Sleep Technologists (RPSGT) are welcomed to apply. The DME Clinical Specialist may be required to travel to one or two offices as needed.
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Board registered (APCC, LAPC, ASW, AMFT, MHCA) or Psychologic Associate in the state in which services are provided required. Board registered (APCC, LAPC, ASW, AMFT, MHCA) or Psychologic Associate in the state in which services are provided required.
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We are seeking a night shift part time Registered Nurse (RN) or LPN to join the Clementine team. Active license as Registered Nurse or LPN (or be license-eligible.
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Leidos is seeking a Cyber Tier 1 Shift Lead to join our team on a highly visible cyber security single-award IDIQ vehicle that provides Network Operations Security Center (NOSC) support, cyber analysis, application development, and a 24x7x365 support staff.
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Clinic is staffed M-F with support staff (office manager, nursing, and clerical support), two full-time Certified Nurse Midwives and two prn CNMs. 24/7 surgical assist available on L&D with 24/7 emergency back-up gyn physicians available.
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During the school year, the Head Custodian I normally works the daytime shift. The Head Custodian I will perform quality control of the work performed by the custodial team and will ensure that the elementary school is properly cleaned and ready for the instructional day.
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Commonwealth Emergency Physicians (CEP) is seeking a Pediatric Emergency Medicine Nurse Practitioner to join our dedicated team. CEP currently provides Pediatric Emergency services at Inova Loudoun Hospital and offers: Highly Competitive Compensation Stable, Private, Democratic Group Level II Trauma Center sees about 15,000 Pediatric Emergency Medicine visits annually Nights (5p-3a) interest is a plus.
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Licenses (must have one) : Registered Nurse, or Nurse Practitioner, or Physician Assistant. Leidos-QTC Health Service has a need for Registered Nurses with Case Manager experience to join on our growing team in supporting the medical services for an Intelligence Community Customer in Virginia.
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registered nurse rotating shift jobs Title: travel emergency room rn Company: Advantis Medical in Leesburg, VA
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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?
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.