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Our mission is to empower America's at-risk youth by providing the career training and life skills needed to build and sustain a brighter future. Career Transition Service Specialists are responsible for counseling students in all aspects of career transition readiness, job search skills, job, military, educational or other placement, job retention, and Job Corps student exit processes.
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Hybrid Working Office Environment (employee can select days working from home or from the office – fully remote options also open to consideration) Preferred computer skills: MS Office, AutoCAD, and Revit 3D modeling Flexibility to travel (max of 10% annually) Willing to cross-discipline train and assist in electrical/mechanical/process design is preferred.
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Deliver one-on-one Global Elite coaching (including U.S. job application process mechanics, key skills for global career progression and insights to drive global business leadership success) to international university students/graduates educated within US-based academic institutions (including coaching college Freshmen or Sophomores who initially need more “life coaching” than “career coaching.
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Our mission is to encourage a diverse population of high-need young people to explore their full potential through academic, career, family, and community life. This position will also support adults with job readiness skills development, employment search and placements as requested.
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The Career Development Specialist is primarily responsible for the facilitation of employability and life skills, administration and interpretation of assessments, and training to include the Compass 100 hybrid curriculum and Thinking for a Change.
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Must meet CCIU procedures for transporting students (including motor vehicle record check; please see attached document for more information) Current police, child abuse & FBI Fingerprint clearances required upon hire Clearance as an MA provider by the Commonwealth of PA and the federal government (conducted by the CCIU upon hire) Pay (2023 - 2024 rates): $22.33 -$27.91 per hour based on direct experience taking students into the community and teaching job and life skills.
$22.33 an hourPart-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The Career Coach will provide group and individual support in the areas of goal setting, decision-making, processing and applying job readiness and life skills content, understanding assessment outcomes, and more.
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Under the direction of the Managing Director, the Career Coach is responsible for assisting STRIVE participants in navigating STRIVE's education, training, and employment services; accessing resources to alleviate program participation barriers; making connections to supplemental services to achieve goals related to personal development and career readiness; and maximize the information and resources provided throughout the Career Pathways program.
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Three (3) years' experience in training development and delivery, public speaking, group presentation and facilitation skills preferably in adult education, medical or non-medical setting.
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Posting Details Position Information Job Title Director of Career & Professional Success Position Number Department Student Life Salary $, Job Summary/Description Provides overall leadership and administration for the Center for Career & Professional Development, including strategic planning and goal setting, policies and procedures, staff supervision, budget management, risk management, and the development and assessment of programs and services designed to advance student success.
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Provide classroom instruction to participants in computer literacy, job search techniques, life skills, job retention strategies, pre-vocational/career transition opportunities and one-on-one tutoring, as needed.
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E. Assists clients in identifying and using various job search resources, facilitates the development of job seeking skills on an individual or group basis. Certification as Microsoft Office Specialist in appropriate applications or demonstrated equivalent skills required.
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Provide services to warriors and their family members for career development including resume and cover letter building, effective interviewing skills, networking, managing expectations, job placement, and career mentoring.
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DUTIES & RESPONSIBILITIES Provide services to warriors and their family members for career development including resume and cover letter building, effective interviewing skills, networking, managing expectations, job placement, and career mentoring.
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Prepare professional development plan (PDP) and engage in quarterly updates in achieving ply with Agency, Career Services, CARF, federal and grant regulations, policies, standard operating procedures (SOPs) and the Agencys safety and security policies and procedures.
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career development life skills jobs Title: career
FEATURED BLOG POSTS
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).
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.