- UpvoteDownvoteShare Job
- Suggest Revision
Licensure, Registration, and/or Certification Required: Basic Life Support (BLS) for Healthcare Providerscertification issued by the American Heart Association (AHA), and Advanced Cardiac Life Support certification (ACLS) issued by the American Heart Association (AHA) needs to be obtained within 6 months, and Registered Nurse license issued by the state in which the team member practices.
Part-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Advanced Cardiac Life Support certification (ACLS) issued by the American Heart Association (AHA) needs to be obtained within 6 months, and. Basic Life Support (BLS) for Healthcare Providers certification issued by the American Heart Association (AHA), and.
$30.3 - $45.45 an hourExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Proficient computer skills including keyboarding, navigation within a windows operating system, use of electronic mail and electronic medical records systems. Must have functional speech, vision, hearing, and touch with ability to use fine-hand manipulation skills.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Candidates interested in the following positions will find this role similarly rewarding and are encouraged to apply: teacher, psychologist, behavior analyst, speech and language pathologist, occupational therapist, social worker, home health aide (HHA), teacher aide, child care worker, instructor, counselor, education assistant, home care worker, caregiver, mental health therapist, childcare assistant, paraprofessional, life skills coach.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
American Heart Association (AHA) Basic Life Support for the Healthcare Provider (BLS) or an AHA approved equivalent is required within 90 days of hire. LICENSURE DESCRIPTION: State of Wisconsin Nursing Assistant Certification is preferred, otherwise must provide documentation from an accredited school for professional nurses indicating successful completion of the basic nursing course which encompass all of the criteria noted by the State of Wisconsin administrative code.
Part-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Knowledge: Seeks life-long learning through certification, advanced practice, higher education, and literature review. Performs other duties consistent with the purpose of the job as directed by general and unit-specific competency-based objectives Qualifications and Job Info 2 Years of experience - Required Travel - highly preferred BLS/AHA Certification Active State License Benefits 1st Day Insurance Benefits including: Health, Vision, Dental and Pet Weekly Pay Direct Deposit Travel reimbursement State License reimbursement $1500 Referral bonus program.
ExpandUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Through our Learning Management System (LMS), all employees have access to state-required regulatory courses, professional development and soft skills courses, and Continuing Education courses.
ExpandUpdated 7 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Licensure, Registration, and/or Certification Required:Basic Life Support (BLS) for Healthcare Providers certification issued by the American Heart Association (AHA) needs to be obtained within 6 months unless department leader has determined it is not required.
Full-timeExpandUpdated 21 days ago
FEATURED BLOG POSTS
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).
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.