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The Georgia Department of Behavioral Health and Developmental Disabilities (DBHDD) is the state agency that focuses solely on policies, programs, and services for people with mental health challenges, substance use disorders, intellectual and developmental disabilities, or any combination of these.
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People of color, women, people with disabilities, immigrants, veterans, lesbian, gay, bisexual, transgender and queer people, and those with lived experiences in the communities we serve are strongly encouraged to apply.
$51,289 - $55,449 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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BAMSI is a private, non-profit culturally diverse human services organization providing services to adults and children with developmental disabilities, mental illness, behavioral health, and public health needs.
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We're one of the nation's largest homeless services providers and low-income housing developers serving at-risk populations including families, individuals, veterans, survivors of domestic violence, people with physical and mental health challenges and disabilities, and seniors.
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Has 2,000 hours of experience in the delivery of services to people with traumatic brain injury or developmental disabilities and completes training on mental illness, mental health de-escalation techniques, co-occurring mental illness and substance abuse, and psychotropic medications and side effects; OR.
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An MDiv, MTS, MA in Theology / Pastoral Care or related degree, or the equivalent experience. Practicing Catholic with demonstrated familiarity with ministry in a university, ecumenical and interfaith context.
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At GP Mobile, A T-Mobile Premium Retailer, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
$15.13 - $20 an hourFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Accepts and performs other related duties and responsibilities as required Qualifications Graduate of accredited seminary or school of theology (BD, Mdiv or equivalent theological degree). Responsibilities The Hospice Chaplain is responsible for the provision of spiritual care services to patients and families/caregivers of Bridge Hospice, either directly or through coordination of care with other spiritual counselors.
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The department encourages people of all backgrounds to apply, including Black, Indigenous, and people of color, immigrants, refugees, women, LGBTQ, people with disabilities, and veterans.
$131,231.52 - $161,315.77 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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GFL Environmental is an equal opportunity employer and encourages women, Aboriginal people, persons with disabilities and members of visible minorities to apply. GFL will provide accommodations to job applicants with disabilities throughout the recruitment process.
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We are looking for people who are committed to our value to enhance the quality of life of older adults and people living with disabilities or medical conditions by providing the best in-home care with empathy, excellence and integrity.
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Effective Communication: 360 Behavioral Health will, upon request, provide auxiliary aids and services leading to effective communication for people with disabilities, including qualified sign language interpreters, assistive listening devices, documents in Braille, and other ways of making communications accessible to people who have speech, hearing, or vision impairments.
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Must possess a Bachelor of Divinity (BD) or Master of Divinity (MDiv) degree from an accredited seminary or school of theology, or equivalent theological degree. The Hospice Spiritual Care Coordinator is responsible for the provision of spiritual care services to patients, families and caregivers of Signature Hospice, either directly or through coordination of care with other spiritual counselors.
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Black people, Indigenous people, people of color; lesbian, gay, bisexual, transgender, queer, and intersex people; women; people with disabilities, protected veterans, and formerly incarcerated individuals are all strongly encouraged to apply.
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Expand your knowledge of psychology by supporting people with intellectual and developmental disabilities, autism, mental illness and behavioral challenges. REM Community Services, a part of the Sevita family, provides community-based services for individuals with intellectual and developmental disabilities.
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people with disabilities mdiv jobs Title: faculty position Company: Emory University
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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?
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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.