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Additional Information: REQ Applicants must pass a fingerprint criminal background check, pre-employment drug screen, and registry checks including the Client Abuse/Neglect Reporting System (CANRS), Nurse Aid, Medication Aide and Employee Misconduct, and HHS OIG list of Excluded Individuals/Entities.
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Applicants must pass a fingerprint criminal background check, pre-employment drug screen, and registry checks including the Client Abuse/Neglect Reporting System (CANRS), Nurse Aide, Medication Aide and Employee Misconduct and HHS OIG List of Excluded Individuals/Entities.
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Additional Information: Applicants must pass a fingerprint criminal background check, pre-employment drug screen, and registry checks including the Client AbuseNeglect Reporting System (CANRS), Nurse Aide, Medication Aide and Employee Misconduct and HHS OIG List of Excluded Individuals Entities.
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Top 10 Tips for Success when Applying to Jobs at HHSC and DSHS. Assists the Infection Control nurse by implementing measures that prevent the spread of disease, assists the Quality Assurance Nurse in the implementation of therapeutic nursing programs.
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Applicants must pass a fingerprint criminal background check, pre-employment drug screen, and registry checks including the Client Abuse/Neglect Reporting System (CANRS), Nurse Aid, Medication Aide and Employee Misconduct, and HHS OIG list of Excluded Individuals/Entities.
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HHSC is a qualifying organization for the Federal Public Service Loan Forgiveness Program, which forgives the remaining balance on college student Direct Loans after making 120 qualifying monthly payments.
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For more information see the Texas State Auditor's Military Crosswalk at Top 10 Tips for Success when Applying to Jobs at HHSC and DSHS HHS agencies use E-Verify. Additional Information: Applicants must pass a fingerprint criminal background check, pre-employment drug screen, and registry checks including the Client AbuseNeglect Reporting System (CANRS), Nurse Aid, Medication Aide and Employee Misconduct, and HHS OIG list of Excluded IndividualsEntities.
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Experience using DSHS databases and tools, e.g., CARE, ProviderOne, ACES, PPL, and Barcode. Note: If using an equivalency to meet the education requirement, job offer is contingent on waiver approval from DSHS Aging and Long-Term Care Administration (ALTSA.
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Note: If using an equivalency to meet the education requirement, job offer is contingent on waiver approval from DSHS Aging and Long-Term Care Administration (ALTSA) for Case Manager Trainee role.
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Provides ongoing coordination and professional relationship building with contacts both in and out of the mental health profession (probation officers, hospitals, jails, SPD, SSI, DSHS, and other community contacts.
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QMHPI: Bachelor's Degree in Human Services that meets the DSHS criteria for a QMHPQMHPII: Masters' Degree in Human Services that meets the DSHS criteria for a QMHP Experience/Knowledge : 3 years post bachelor's experience or master's degree in human services preferred.
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LCDC license from the state of Texas, or may hold a clinical license in the form of LMSW, LPC, or LMFT. LMSW, LPC, or LMFT must meet the requirements stipulated by DSHS to be a Qualified Credentialed Counselor.
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The purpose of the DSHS EHR is part of the statewide enterprise EHR solution, which includes the Department of Corrections (DOC) and Health Care Authority (HCA) to develop the Enterprise EHR Plan (“Plan”); establish the Enterprise EHR Program (“Program”) and, eventually, to procure a single Enterprise EHR Solution and implement a common technology solution to leverage shared business processes and data across the state in support of client services.
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The main purpose of the Eligibility Specialist is to ensure patient(s)/client(s) are enrolled into DSHS programs and HRSA Sliding Scale Programs for medical and dental services. Scanning, faxing, chart documentation of DSHS and HRSA Sliding Scale Programs.
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It is crucial to our agency’s mission that you bring an equity, anti-racism and social justice commitment to your work with DSHS. We strive to create greater access and affirming representation of the communities we serve, including Black, Indigenous and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security.
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FEATURED BLOG POSTS
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.