- UpvoteDownvoteShare Job
- Suggest Revision
Additionally, all candidates must successfully pass a drug screening and commercial criminal background check, including a stricter Department of Defense background check, for access to job site at military base (if applicable for position being hired for.
$20 - $25 an hourExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
PRE-EMPLOYMENT SCREENING STATEMENT: Emory NPRC in conjunction with Emory University conducts pre-employment screening for all positions which may include an INA and criminal background check, verification of work history, academic credentials, licenses, and certifications, drug screening, health assessment, requirement of various vaccinations (including COVID-19 plus one booster if job requires hands-on contact with animals/NHP.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Employment for the selected candidate(s) is contingent upon the successful completion of a GBI background investigation including criminal, credit and driver's history checks, polygraph examination, fingerprinting and drug screening.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Must have a valid driver’s license and successfully pass Fairfax County PD background check, including fingerprinting, drug screening, and polygraph examination. This position will support law enforcement investigations, facilitate multi-disciplinary partnerships and create intelligence products for the Fairfax County Police Criminal Intelligence Unit.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Although some states have legalized recreational drug use, applicants who currently use illegal drugs or controlled substances will be subject to disqualification from employment with the GBI. The GBI follows the Federal statute regarding illegal drug use and is a drug-free workplace.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Emory NPRC in conjunction with Emory University conducts pre-employment screening for all positions which may include an INA and criminal background check, verification of work history, academic credentials, licenses, and certifications, drug screening, the requirement of various vaccinations, and health assessment.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Pretrial Officer will utilize Evidence Based Practices, mental health and drug substance abuse screening tools to identify needs and make appropriate treatment referrals. Facilitate monitoring utilizing a variety of methods including electronic monitoring, office, video, and/or telephonic contacts, drug and alcohol screening, and referrals for treatment.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Transportation Security Administration (TSA) Security Clearance Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening.
$35 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Successfully complete thorough pre-employment screening which includes motor vehicle and criminal background checks, drug testing and a physical agility test (PLEASE NOTE: Drug screening includes THC/Marijuana.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Some of our school partners (Corryville Catholic, Depaul Cristo Rey, and Purcell Marian) require additional training and screening, including drug and background screening. Bachelors Degree is required for this position (Degree in Sociology, Social Work, Psychology, Counseling, Criminal Justice, Human Services or related field is preferred.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Offers of employment: Any offer of employment will be contingent on successfully passing Orange County Fire Rescue's pre-employment process, which includes, a Level II criminal background screening, drug and physical test, polygraph test, fingerprints and reference check.
$17.91 - $22.5 an hourFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Pre-employment background screening (criminal and MVR) and drug testing (including for marijuana) are required for all positions. Coolsys will consider qualified applicants with criminal histories in a manner consistent with federal law, state law, or local ordinance.
$35 - $55 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Successfully candidates must pass an initial, and random, Drug and Alcohol screening process as required by the Federal Aviation Administration (FAA), and a fingerprint based Criminal History Records Check (CHRC) and/or Security Threat Assessment (STA) as required by the Transportation Security Administration (TSA.
Full-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Willingness to work the required schedule, work at the specific location required, complete Penske employment application, submit to a background screening (to include criminal checks, past employment and education), the ability to pass a drug screen and physical as required by the Department of Transportation, and potential travel within a near geography for training are required.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Ability to pass a Criminal Offender Record Information (CORI) check, background screening, and the MBTA's medical requirements, including a physical examination and drug and alcohol screening.
ExpandApply NowActive JobUpdated 3 days ago
drug screening criminal jobs
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).