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All candidates will be required to successfully complete a Fire-Rescue Recruit School before assignment to a fire and rescue station. Upon local authorization following successful completion of Recruit School, an Intermediate or Paramedic will become eligible for a $10,000 one-time, lump sum incentive, in addition to an ALS Specialty Pay Adjustment.
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About the job Deputy Sheriff (Recruit) School Resource Officer. Individuals who are appointed as Deputy SheriffRecruit will attend a Peace Officer Standards and Training (POST) approved police academy, which involves 26 weeks of intensive academic instruction combined with rigorous physical fitness training.
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SELECTION PROCESS: The City of Virginia Beach Police Officer Recruit selection process is a multi- tiered process. Attainment of mandated objectives, including firearms qualification, shall be accomplished through a series of tests and practical exercises throughout the Recruit Academy session.
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The Police Officer Recruit is a non-sworn training position. Those applicants who are assessed as meeting the position qualifications and desired background experience for successful performance in the position of Police Recruit and sworn Police Officer will be invited to continue in the selection process.
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Applicants will be allowed to apply for Police Officer Recruit once every six months. The following questions are a required part of your application for Police Officer Recruit. FAQs on the Police Officer Recruit Recruitment.
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NOTE: Applicants who are currently enrolled in a California P.O.S.T. approved academy may apply as a Police Officer - Recruit. Police Officer Recruit benefits are limited to those required by law.
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On supplemental question #2, please indicate that you are interested in the Police Recruit position. Downtown Morgan Hill has become a destination for popular events, including the Mushroom Mardi Gras, Fourth of July parade and fireworks, Taste of Morgan Hill, and the Friday Night Music Series.
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If no, you are not eligible for the position of Police Patrol Officer, Recruit and your application will not be accepted. PHYSICAL REQUIREMENTS: Must be able to operate a variety of automated office equipment including computer, printer, typewriter, calculator, copy and facsimile machines, telephone, and law enforcement equipment such as handcuffs, flashlight, pepper gas, firearms, baton, tape measure, hand tools, two-way radio, and motor vehicle.
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Want to learn more about the Police Officer (Recruit) position? Completion of a two- or four-year Law Enforcement or Criminal Justice Degree through a Professional Peace Officer Education Program and pass the Minnesota P.O.S.T Licensing Exam or equivalent.
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Retrieves warrants from magistrate's office and the courts; assigns warrant number; logs warrants in warrant book; prepares card for communications division files; files warrants; purges felony and misdemeanor warrants as required by law; executes state and local criminal warrants.
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The Police Recruit is an entry level, non-safety position that will participate in initial departmental training and orientation programs, including attending a Police Academy. Recruitment: In the past six (6) months, have you failed the Police Officer - Recruit physical agility (PAT), POST PELLET B, and/or Oral (Panel) interview with the City of Covina.
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As a Police Officer Recruit, you will attend a California Peace Officer Standards and Training (POST) certified police academy to receive education and training in all aspects of law enforcement such as laws of arrest, search and seizure, crime prevention, community relations, first-aid, physical conditioning, self-defense, handling of weapons and other related duties.
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School Police Recruit Grade 21 Schedule A $20.94 Schedule B $24.77. We are looking for School Police Recruit to join our team. School Police Recruit Grade 21 Schedule A $20.94 Schedule B $24.77.
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The Rural Metro Fire Department of Central Arizona Operations is currently building an eligibility list for the position of Recruit Firefighter. Position Title: Recruit Firefighter. Salary Information: Firefighter/EMT- $47,294.40 - $65,664.40.
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Branding Visionary: Work closely with the Creative Services Director to visualize and execute long-term branding strategies that resonate with our audience. Graphic & Motion Design Pro: Five to seven years of experience in graphic and motion design, with advanced expertise in Adobe Photoshop, Illustrator, and After Effects.
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branding recruit jobs Title: acquisition Company: Edf Renewables North America
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.