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This role focuses on key programs and initiatives that advance Desert Financial Credit Union and its subsidiaries' performance and recognition as a responsible corporate citizen within its social impact priorities of Education & Workforce Development, Financial Wellness, Health & Wellness, Hunger & Food Insecurity, Housing & Homelessness & Youth Development.
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CBI provides residential, outpatient, inpatient, patient-centered medical homes, medication-assisted treatment, and crisis services to individuals experiencing crisis, opioid use disorder, homelessness, and mental illness.
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Donors will be drawn into deeper connection and partnership with the ministries of PRM. The successful candidate will be an experienced marketing professional, a relational storyteller, and someone with a heart for serving people suffering from hunger, homelessness, or addiction in the name of Jesus.
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Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions so please still apply*The Road Home is a 501c3 non-profit social services agency whose mission is to help people step out of homelessness and back into our community.
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Community of Hope is also one of the largest providers in DC of housing and support services for families experiencing homelessness. Community of Hope is also one of the largest providers in DC of housing and support services for families and individuals experiencing homelessness.
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We do work that matters like advancing mental and behavioral health, streamlining immigration, and improving access and outcomes for underserved populations including Veterans, people experiencing homelessness, and rural American residents.
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Our team of industry experts deliver integrated, innovative solutions in Healthcare Research & Technology, Digital Transformation, Data Science, Cybersecurity, Marketing Communications & Change Management, and Strategy & Transformation.
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Our mission is to end family homelessness in the San Francisco Bay Area. Established in 1985, Hamilton Families is San Francisco's leading service provider to homeless families, with carefully designed programs to prevent homelessness, provide shelter and stability, return families to permanent housing and support the well-being of children experiencing homelessness.
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HPD is entrusted with fulfilling these objectives through the goals and strategies of Housing Our Neighbors: A Blueprint for Housing and Homelessness, Mayor Adams’ comprehensive housing framework.
$128,750 a yearFull-timeExpandUpdated 24 days ago - UpvoteDownvoteShare Job
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Through the DefinitiveCares program, employees can work with their choice of more than 40 charitable organizations, supporting causes from hunger and homelessness to healthcare, LGBTQ+ issues, racial justice, women’s initiatives and more.
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Equitable Social Solutions impacts lives by creating tailored solutions for each person we serve in order to break the cycles of generational poverty and chronic homelessness. We work with our partners to uplift individuals, families and communities impacting lives by creating tailored solutions for each person we serve in order to break the cycles of generational poverty and chronic homelessness.
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Family Promise in Anoka County (FPAC) is a nonprofit organization providing shelter, eviction prevention and housing stabilization to families in Anoka County experiencing homelessness and housing insecurity.
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Our focus on outcomes and solutions in a practice research-based environment serves to positively address the social plagues of homelessness, prison recidivism, domestic violence, mental health, and substance abuse as well as their negative impact on our community at large.
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At All Faith’s Children’s Advocacy Center, we work in a variety of mediums for the treatment of families, children and their caregivers who are struggling due to issues of divorce, homelessness, child abuse/neglect, family violence or other crises.
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Our patients have some of the most complex health conditions, exacerbated by larger systems and the experience of homelessness, and we marvel at their resilience. Functions as part of a team that includes the Director(s) of Harm Reduction Services, BPHC engagement site staff, Rapid Response Team, St. Francis House staff and Southampton Shelter staff and clinic staff.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.