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Job Description & Requirements Specialty: OR - Operating Room Discipline: RN Start Date: ASAP Duration: 13 weeks 36 hours per week Shift: 12 hours Employment Type: Travel Smaller critical access hospital in West Virginia is in need of an OR Travel RN ASAP. This is a community hospital that has 3 OR Suites.
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PALS & NIHSS would be a PLUS (Updated 11/30/2023) Ratios 1:3-5 depending on the acuity EMR EPIC Charge Nurse/House Supervisor No charge nurse at this time, but once they re-establish them on the units they will take a patient assignment (lighter-load) Nurse Aides 1 PCT with ratios 1:10 They lose a tech at 3 pm then the night tech comes in from 7p - 7a Weekend Requirement 4 weekend shifts in a 4-week schedule.
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Additionally, the Night Auditor is responsible for completing all aspects of the night audit. The night auditor reconciles the credit card charges in SMS and Shift4 and submits the batches for deposit.
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Do you have what it takes to become a State Tested Nursing Assistant (STNA) at Willow Tree Healthcare CenterQUALIFICATIONS & EXPERIENCE REQUIREMENTSHigh school graduate or G. E. D. equivalentGraduate of an approved Nurse Aide Training ProgramJOB DUTIES & RESPONSIBILITIESAs STNA, you will:Participate in and receive resident reports at start/end of shift.
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Shenandoah Center is looking for a full time, day shift, Monday through Friday, Social Services Director to join our long term care / geriatric facility. Shenandoah Center is looking for a full time, day shift, Monday through Friday, Social Services Director to join our long term care / geriatric facility.
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When you become a rehabilitation nursing tech I, you become part of something greater-an organization that fosters continuous learning and growth, from your first shift. Helping patients regain hope and independence, Encompass Health is a national leader in post-acute care.
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Provides direct patient care to the victim of sexual assault within a designated shift, based on the nursing process and within role/scope of practice. A Forensic Nurse (or SANE Nurse) is a registered nurse who is specially-trained to provide care for victims of sexual assault.
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Prepares for group check in and out and VIP arrivals; becomes informed of events/ functions in the hotel during the shift. Complete shift checklist tasks, such as processing expected departures, pre-blocking guests, credit check and no-post report.
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Job Details for Machine Operator: Schedule: 2nd Shift Monday - Friday 2:00pm - 10:30pm and 3rd Shift Monday - Friday 10:00pm - 6:30am Pay Rate: 2nd shift - $19hr 3rd shift - $20hr What's in it for you as a Machine Operator.
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Job Description & Requirements Specialty: OR - Operating Room Discipline: RN Duration: 13 weeks 40 hours per week Shift: 8 hours, days, evenings Employment Type: Travel Must have at least 3 years of OR experience.
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This position is scheduled for a 12-hour night shift (6PM-6) on a 2-2-3 rotation. Safely and efficiently operate a sit down forklift and pallet jack. We are seeking a Lift Truck Operator to join our Ranson, WV factory.
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Smaller hospital in West Virginia is in need of an ICU/Tele RN to start ASAP. Traveler needed for a 13 week assignment working mostly days but might cover an occasional night or evening shifts.
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Canterbury seeks full time nurses for day shift and night shift. There is employee ownership to meet community post-acute, long-term care and senior living needs sparking innovation, creativity and collaboration.
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Shenandoah Center seeks part time, night shift nurse to join our team. Genesis HealthCare, Inc. and all affiliated entities (collectively Genesis) has a strong commitment to diversity that is fully supported and practiced by our officers and leadership team.
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Shift work schedules available based upon department need, Monday-Friday, Afternoon/Evenings and Weekends. This position is a shift schedule position with required hours of 12:30 pm - 9:00 pm, Monday - Friday.
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night shift jobs Company: Inc in Charles Town, WV
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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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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.
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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.
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.