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Experience working with homeless individuals and/or public housing authority, knowledgeable in community resources and familiarity with HUD vouchering and rental assistance systems is. We value and honor diversity in all forms, including but not limited to race, gender, sexuality, ethnicity, nationality, spirituality, Veterans, people with disabilities, and members of the LGBTQ+ community.
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Located in Manhattan, The Prince George offers 416 units of permanent supportive housing to low-income New Yorkers, people living with HIV/AIDS, and chronically homeless individuals, including some with mental illness.
$20.88 an hourExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Favorite Healthcare Staffing is looking for a Clinical Registered Nurse (CLIN RN) experienced with substance abuse and the homeless population for a 3 month assignment in Worcester, MA! The ideal candidate will have at least oneyear of recent experience an a RN with substance abuse and the homeless population.
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Keep highly organized files for each client and enter appropriate data into the regions Homeless Management Information System (HMIS). Strong knowledge of homeless services and resources.
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Assist the Director with the administrative functions of the department, including attendance at regularly required DHS meetings; monthly reporting requirements; representing KBEC at pertinent workgroups across the city on an as-needed basis; representing the Homeless Services Department as needed within the agency; participate in program planning, goal setting, and data collection.
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Conduct internal referrals to the SSVF Shallow Subsidy and Homeless Veteran Re-entry Program (HVRP) to maximize Housing sustainability. Bachelor's degree in social work or a related field or 3 years of Homeless Services experience.
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Knowledge of social services, child welfare systems, HUD, homeless management information systems, trauma-informed care, and positive youth development. Adhere to a commitment to high-quality case documentation, all recorded electronically in the Homeless Management Information System database, or HMIS, and the internal Pendleton Place case management system, extendedReach.
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POSITION TITLE: Call Center SupervisorLOCATION/DEPT: North & Central Illinois Division / Mobile Outreach – Homeless ServicesREPORTS TO: Program DirectorFLSA CATEGORY: Non-ExemptSTATUS TYPE: Full-Time DEPARTMENT MISSIONTo support the full mission of The Salvation Army by providing compassionate, professional service to individuals and families experiencing homelessness and seeking shelter services and other resources in a team-focused manner.
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Program Description: The Intensive Mobile Treatment (IMT) Team provides treatment and support services for individuals with frequent interaction with the mental health, substance abuse, criminal justice and homeless services systems and have been poorly served by traditional treatment models.
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Perform related duties to maintains control and assist homeless clients in the Harbor House. The Shelter Monitor will maintain Harbor House security. Job DescriptionThe Salvation Army Midland Division Shelter located in Springfield, Missouri, is looking for a Shelter Monitor.
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Assist in outreach and engagement efforts led by firsthand Guides, which may include visiting homes and communities, local homeless shelters and drop-in centers, hospitals, and emergency departments.
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OTDA's functions include: Providing temporary cash assistance; providing assistance in paying for food; providing heating assistance; overseeing New York State's Child Support Enforcement Program; determining certain aspects of eligibility for Social Security Disability benefits; supervising homeless housing and services programs; and providing assistance to certain immigrant populations.
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Duties Description The position of Child Abuse Prevention Specialist is essential to the Regional Office's ability to guarantee the safety and well-being of children in foster care residential settings, runaway and homeless youth programs and family-type homes for adults.
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Boston Health Care for the Homeless does not sponsor work authorization visas. Over 10,000 homeless individuals are cared for by Boston Health Care for the Homeless Program each year.
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Experience working with youth with many barriers to employment including youth who are out of school, low income, justice-involved, homeless, current or former foster care, English Language Learners, single parents or pregnant, BIPOC communities and/ or youth of TANF grant households.
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homeless job
FEATURED BLOG POSTS
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.
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.