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Maxim Healthcare Services is seeking a Licensed Practical Nurse (LPN)/Licensed Vocational Nurse (LVN) to work one on one with a patient in the school setting.
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Part Time Licensed Practical Nurse (LPN) $2,500.00 Sign on & Retention Bonus. Full Time Licensed Practical Nurse (LPN) $4,500.00 Sign on & Retention Bonus.
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Licensed Practical Nurse, LPN, L.P.N., Licensed Vocational Nurse, LVN, L.V.N. BridgePoint Sub-Acute and Rehabilitation is seeking a Licensed Practical Nurse - LPN. The Licensed Practical Nurse - LPN provides professional nursing care to patients utilizing the nursing process, supervises unlicensed nursing personnel, and performs other duties as assigned.
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Graduate of an accredited nursing program leading to licensure as an Licensed Practical Nurse/Vocational Nurse (LPN/LVN) or Registered Nurse (RN.
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Current Licensed Practical Nurse (LPN)/Licensed Vocational Nurse (LVN) licensures in the state in which the nurse practices in. + Current PPD or Chest X-Ray.
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One year prior LVN/LPN experience preferred. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
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Maxim Healthcare Services is seeking a Licensed Practical Nurse (LPN)/Licensed Vocational Nurse (LVN) to work one on one with a patient in the comfort of their own home.
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You must have current Licensed Practical Nurse (LPN) or Registered Nurse (RN) license in good standing within state of employment. Keywords: hiring immediately, assisted living, nursing home, LPN, Licensed Practical Nurse, wellness, RN, registered nurse, wellness nurse.
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To be a Force on the Floor: A good leader sets a good example: Be available to help with call lights, requests for assistance from the team, and demonstrate a sense of urgency that puts the needs, great or small, of a resident first.
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Preferred background as a Licensed Practical Nurse (LPN)*, Licensed Paramedic or RN nursing student with EKG training (*LPNs are limited to working as telemetry tech only.
$18.84 - $25.36Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Sign On Bonus- $5,000. Arrow Senior Living serves and employs individuals of all faiths, regardless of race, color, gender, sexual orientation, national origin, age, or handicap, except as limited by state and federal law.
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Position-Wellness Nurse Manager. Our starting wage for Wellness Nurse Managers is: $30.00 per hour! You may have experience in hands-on care of memory impaired residents is preferred, but not required.
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Sign On Bonus- $7,500. Arrow is a great company to grow with-it promotes within and the employee appreciation, incentives, and benefits are just a bonus on top of making residents and team members smile.
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Maxim Healthcare in Hebron is hiring for a Licensed Practical Nurse (LPN) or Registered Nurse (RN) to work with a pediatric patient in the home in the Jackson, OH area.
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No License Required, American Registry of Radiologic Technologists (ARRT), Limited Scope X-Ray Technologist License, Registered Nurse (RN) - State or Compact License, Licensed Practical Nurse (LPN) - State or Compact License, Full Scope X-Ray Technologist State License, Certified or Registered Medical Assistant.
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sign on new hire rn or licensed practical nurse lpn jobs Company: Cambridge Place Senior Village in Laramie, Wyoming
FEATURED BLOG POSTS
2023 Quarterly Review: What’s Happening in Recruitment?
It’s that time again. It’s your quarterly review. Get excited because this is a great time to review some of the amazing accomplishments you and other pros like you have made in recruitment for 2023 thus far! Despite recruitment challenges, things are starting to balance out in the candidate market - partly because of the brilliant ideas and methods being used.
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.
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.