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About Us As Kentucky's primary organ procurement organization, we facilitate organ and tissue recovery and serve as the state's primary contact for organ and tissue donation. Recovers heart-for-valves for tissue recovery and/or other organs for research when requested.
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Certified Recovery Support Specialist (CRSS) or Certified Peer Recovery Specialist (CPRS) in good standing with the State of Illinois, if applicable. You will model, practice, and promote the recovery model of treatment, including trauma-informed care, hope, respect, empowerment, health/wellness, and spirituality/connectedness.
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Advanced Recovery Systems is an integrated behavioral healthcare management company dedicated to the treatment of addiction, substance abuse and mental health issues. The Recovery Village is part of Advanced Recovery Systems, a national integrated behavior healthcare management company dedicated to the treatment of addiction, substance abuse, eating disorders and mental health issues.
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National Asset Recovery Specialists, Inc. is seeking a full-time Camera Car Driver & Field Investigator to play a vital role in the financial success of our company. National Asset Recovery Specialists, Inc. (NARS, Inc.) is a fully bonded and insured recovery service that specializes in assisting financial institutions and lending companies in recovering their collateral.
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The Peer Recovery Specialist applies their personal, lived experiences to the non-clinical work of coordinating follow-up care, providing linkages to community resources and sharing their experience, strength, and hope to patients in need.
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About Addiction Recovery CareAt Addiction Recovery Care we incorporate the best practices of clinical drug addiction treatment. Addiction Recovery Care, LLC is an equal opportunity employer.
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The FEMA Disaster Recovery and Homeland Security Grants Task Force oversees the Citys strategic deployment, by City agencies, of the FEMA Public Assistance funding assisting the City recovery from Superstorm Sandy, COVID-19 pandemic, and other smaller emergencies.
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Must be a Certified Recovery Coach and Peer Support Specialist or must be willing to obtain these certifications within 12 months of hire. Possess working knowledge and skills of multiple Tribal Best Practices, prevention and recovery models of change such as MAT, stages of change, abstinence, moderation management, White Bison, Healing of the Canoe, Life Skills, faith based, and 12-step.
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You should have in-depth experience in the U.S. Department of Housing and Urban Development's (HUD) Community Development Block Grant (CDBG) and Community Development Block Grant - Disaster Recovery (CDBG-DR) programs as well as other applicable Federal disaster recovery cross-cutting regulations.
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The purpose of the Recovery Associate is to uphold the store's general look and arrangement. Complete the daily department recovery process for your assigned departments. Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinics Complex Care Program.
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As part of the growing Disaster Management Division, the position requires experience with the Community Development Block Grant – Disaster Recovery (CDBG-DR) program or other Federal disaster recovery programs.
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Such tissue recovery duties will generally be performed in mortuaries, funeral homes, medical examiner’s facilities, and healthcare facilities. On an as needed basis, ancillary duties in tissue recovery will also be performed.
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At Addiction Recovery Care we incorporate the best practices of clinical drug addiction treatment. Our passion is to restore productive lives through a recovery program that establishes emotional health, physical wellness, and spiritual growth.
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The Peer Recovery Coach I engages, inspires, and facilitates meaningful conversations with members served that assist the members to explore, create, and meet their own recovery goals. Peer Support Specialist, Peer Recovery, Peer Employment Training, PET.
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The Wellness Coach will provide wellness support through group therapy, individual therapy, couples/family therapy, and family education, effectively utilizing evidence-based practices to meet the needs of each individual's individualized recovery plan.
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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).
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.