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As we continue to make strides to becoming the employer of choice, we are thrilled about the below employee benefit enhancements: Virginia Retirement System (VRS) Language Incentive Referral Bonus Tuition Assistance Program Description The City of Richmond Police Department is seeking self-directed and detail-oriented candidates for the position of Crime Analyst.
$52,187.2 - $78,270.4 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The focus of the CVAP Advocates is to provide Crime Victims (CVs) in Queens County with criminal justice support, assistance completing Office of Victim Services (OVS) applications, and provide emotional and crisis counseling.
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Three (3) years of full-time work experience as a Crime Scene Technician. Latest forensic techniques including Bloodstain Pattern Analysis, Shooting Reconstruction and Crime Scene Reconstruction.
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The Crime Analyst is responsible for helping the Edmond Police Department to solve crimes through data analysis. The Crime Analyst will work with the Patrol Division Major and other Police personnel to present crime information and provide administrative support.
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The ASR includes crime statistics and institutional policies concerning campus security, such as those concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters.
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Must have at least one (1) year professional, verifiable experience in crime scene investigation OR Must possess an AS Degree or higher in Forensic Science or closely related field with at least 6-months professional, verifiable experience in crime scene investigation.
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The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and sexual assault prevention information, and drug and alcohol prevention programming.
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CAMPUS SECURITY CRIME STATISTICS: Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act and the Pennsylvania Act of 1988, Penn State publishes a combined Annual Security and Annual Fire Safety Report (ASR.
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Aftermath Services is currently hiring a Crime Scene Cleaning Supervisor for our Spokane, WA shop. More than 250 experienced crime scene cleanup professionals are dedicated to lifting the burden of cleanup from those who are grieving after tragedies like suicides, homicides, unattended deaths, infectious disease outbreaks, accidents, or other biohazard situations by providing emergency rapid response 24/7/365.
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Aftermath Services is currently hiring a Crime Scene Cleaning Supervisor for our Las Vegas, NV shop. Crime Scene Cleaning Supervisor. Aftermath Services is currently hiring a Crime Scene Cleaning Supervisor for our Las Vegas, NV shop.
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Crime scene investigation and criminal investigation procedures. Crime scene processing, chemical formulas, alternate light sources (ALS), digital photography, AFIS (automated fingerprint identification systems), latent print development, enhancement and identification.
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About the job Crime Scene Technician (COH) Performs technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions.
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Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Fire Safety Right-To-know Act Notification:Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the current Annual Security Report (ASR) is available for viewing at.
$3,964 - $4,500 a month depends on education, experienceExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The LET program blends coursework in computers, forensic science, crime prevention, technology and law to provide students with the necessary skills to control crime as well as to conduct investigations of crimes committed on a computer or at a crime scene.
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Aftermath Services is currently hiring a Crime Scene Cleaning Supervisor for our Tampa, FL shop. Aftermath Services is currently hiring a Crime Scene Cleaning Supervisor for our Tampa, FL shop.
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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.