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Business Administration, Criminal Justice, Law Enforcement, Security or closely related field. 2 Year's security or law enforcement Pref. CSO - Commissioned Security Officer Texas Private Security Level 3 (2 attempts permitted.
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If you do not meet the minimum qualifications for a Lateral Police Officer, please visit Public Safety Testing to learn about Entry-Level testing opportunities with our Department.
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Must be able to attend and successfully complete: Law enforcement training at the Public Safety Training Academy in Sitka, Alaska; Rural fire protection specialist certification; Emergency Trauma Technician certification.
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Only apply if you passed the Public Safety Testing Law Enforcement Officer written and physical exams. The first step in our hiring process for an entry level police officer position requires that you pass the Law Enforcement Officer Written and Physical exams administered by PublicSafetyTesting.com. If you chose Auburn PD to receive your scores, you will receive an email from the City directly with application instructions.
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Exceptional Entry Police Officer describes a candidate who successfully completed a has basic law enforcement academy and FTO, but who does not have the required 24 months of full-time service as a law enforcement officer in the last 36 months to qualify as a lateral applicant.
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The School Resource Officer conducts law enforcement duties while assigned to a school. The City of Aiken Department of Public Safety is accepting applications for a School Resource Officer.
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Kirtland Community College is accepting applications for a Part-Time Public Safety Officer at our Grayling campus. Eligible for MCOLES Certification as a law enforcement officer, with a valid Michigan Driver's License.
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Operates and monitors Bank Law Enforcement and life safety systems and equipment, including but not limited to the Video Surveillance System, integrated access control and Law Enforcement alarm systems, x-ray machine, metal detectors, trace detection equipment, and other screening equipment, biometric readers, radio system, fire system, public address system, and fire extinguishers.
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The Federal Law Enforcement Officer will assist with the effective deployment of proven law enforcement best practices and physical security system technologies (access control, video surveillance, intrusion detection, screening, etc.
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An Associated or Bachelor's degree in criminal justice or related field and/or prior experience as a police officer, military, or other law enforcement related experience is desired.
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The School Resource Officer supports and facilitates the educational process within the Atlanta Public School System by providing a safe and secure environment through building and establishing meaningful relationships with students and staff and proactively interacting with the school community to ensure the enforcement of city and state laws, preservation of public order, protection of life and the prevention, detection, or investigation of crime.
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As a Seasonal Police Officer - Deputy Sheriff with Daggett County, you'll embody professionalism and dedication while actively preventing and addressing criminal activities, making each day a new opportunity to uphold public safety and protect our citizens.
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Graduate of a Certified Public Safety Academy (military or civilian) or verified work experience in the law enforcement, adult corrections, or firefighter field Bachelor's degree in law enforcement or criminal justice related studies.
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The Public Safety Officer Trainee is a non-sworn, training-level classification requiring no prior law enforcement experience. The Public Safety Officer Trainee is a probationary employee and must successfully complete all academy courses, including but not limited to academic coursework, physical training, vehicle operation, and use of weapons.
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Score a 70% or better on the Law Enforcement Officer written exam administered by Public Safety Testing (PST) To be considered for an entry-level law enforcement officer position at our agency and others, you must FIRST take a physical ability test (PAT) and pass a Law Enforcement Officer written exam.
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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.
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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.
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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.