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Frequent contact with Tribal Operations staff, Soaring Eagle Casino and Resort Management and Migizi Economic Development Company and Summer Youth Workers. Participate in orientation and summer youth worker trainings.
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Knowledge and credibility in the fields of juvenile justice, child welfare, child development, homelessness, gender responsive programming, community engagement, education, positive youth development and/or organizational development.
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2 years of full-time professional experience in residential youth programs, summer camps for youth, year-round youth programming, youth mentor programming, educational youth programming, college and career readiness youth programming, or similar youth-related programming.
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DCJ's Juvenile Services Division operates the Donald E. Long Juvenile Detention Facility and is responsible for approximately 360 youth on formal and informal community supervision. Detention or youth correctional facility Youth residential setting Setting that provides programming for at-risk youth.
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CDHS employees (all Direct contact with vulnerable persons): CBI name check and fingerprint check, ICON Colorado court database, Medicare fraud database, Reference Checks, Professional License verification (licensure requirements), Drug Screen, PREA (Division of Youth Services), Trails check (direct contact with children), CAPS (direct contact with adults - Mental Health Institutes, Regional Centers, Veterans Community Living Centers.
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Boise National Forest is recruiting two 680-Hour Youth Conservation Corps Crew Lead AmeriCorps Members. Please select "Boise National Forest - Youth Conservation Corps Crew Lead AmeriCorps Member" when.
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Prepares Progress Reports and Discharge Summaries for Youth Group Home manager. Youth Group Home staff rotate shifts to provide direct care and supervision of youth in placement 24 hours a day, 365 days a year.
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Located on the Haven for Hope campus, Thrive Youth Center has 13 emergency beds and 45 community apartments to provide emergency and long term housing for youth in Texas. Thrive Youth Center is the largest LGBTQ youth shelter in Texas.
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The Clinician is responsible for providing high quality, trauma-informed therapeutic services and care coordination to a diverse population of at-risk youth or young adults experiencing mental health symptoms, and their families.
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Under the supervision of the Programs Director, the Integrated Services Manager (ISM) will support and supervise Integrated Services staff and oversee comprehensive strengths based transformative case management services for youth who have experienced sexual violence, commercially sexually exploited (CSE) youth and those vulnerable to sexual exploitation.
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The Day Camp Counselor will provide high quality indoor/outdoor educational and recreational experiences for youth that focus on the YMCA core values of caring, honesty, respect, responsibility, and inclusion.
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The Life Skills Coach is a critical part of the Safe Passages and Oakland’s Department of Violence Prevention funded life coaching training program to serve 32 Oakland youth that have been impacted by community violence.
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Summer Youth Employment Program (SYEP): Through this New York City Department of Youth and Community Development sponsored program, CAMBA places youth ages 16 to 21 in minimum wage work experiences, and oversees their employment.
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Working knowledge and understanding of youth development and culturally-responsive programming, including best practices in racial equity, social justice, mentoring, behavior management, youth adult partnerships, academic enrichment, life-skills, and leadership development, and academic enrichment.
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Today, Daybreak operates the Miami Valley's only 24-hour crisis hotline and emergency youth shelter and has grown to include outreach, prevention, transitional housing, life-skills education, mental health services and other follow-up services for homeless youth.
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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.