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Acts as site Laser Safety Officer and Radiation Safety Officer. Radiation Safety Officer training. Laser Safety Officer training. Acts as site Laser Safety Officer and Radiation Safety Officer.
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School Resource Officer. Park Police Officer. The Billings Police Department is accepting applications for police officer. Selective Traffic Enforcement Program Officer (STEP.
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The Class III Special Police Officer will work under the direction of the Chief of Police. Must be a retired police officer who has previously served as a duly qualified, fully trained, full-time police officer in any municipality or county in N.J., or as a member of the New Jersey State Police and must be living in N.J.
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The Security Department likes to promote from within, so there is potential for advancement from Unarmed Security Officer to Armed Security Officer, and Patrol Officer. Viejas Casino & Resort, San Diego's Premier Four Diamond Gaming and Resort destination, is looking for an Armed Security Officer to join our team.
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Must have at least 3 years/36 months of continuous law enforcement experience commensurate with those of a Lynchburg Police Department law enforcement officer (i.e. respond to calls for service, take reports of crime, conduct traffic stops, issue summons, make arrests.
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The CISO reports to the Vice Chancellor of Information Technology and Chief Information Officer (CIO) and is a key member of the Information Technology Services (ITS) leadership team. The Chief Information Security Officer (CISO) leads campus efforts to maintain the confidentiality, integrity, and availability of the university's information resources.
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The Board Relations Officer will join a team of nearly 30 across major and planned giving, institutional giving, annual giving, development services, event and volunteer engagement, and marketing and communications.
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Assists physician and/or Radiation Safety Officer in conducting radiation surveys of designated areas. Consults with Radiation Safety Officer as needed. Assists physician and/or Radiation Safety Officer in conducting radiation surveys of designated areas.
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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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School Resource Officer experience. 3.50% School Resource Officer. Have you successfully completed a Field Training program as a full-time, civilian law enforcement officer with a city, county, state, or federal law enforcement agency.
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Under the general supervision of the Administrative Services Commander or designee responsible for security of the County Courthouse while working in the capacity of Court Security Officer. Job Description - Court Security Officer.
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If the candidate has applied for the position of Police Officer Recruit, they must graduate from a full-time police academy and be sworn in as a Pomona Police Officer to be eligible for this program.
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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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As a Hospital Security Officer, you will serve and safeguard a high profile healthcare customer. The Hospital Security Officer is responsible for the surveillance of the client's healthcare premises and the protection of the staff, members, and visitors.
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Key words: real estate paralegal, commercial title review, reviewing surveys, review surveys, drafting deeds, commercial escrow officer, closing agent, closing officer, commercial title officer, commercial escrow agent, reviewing titles, review titles, commercial loan underwriter, commercial examiner, commercial loan examiner.
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officer job Company: Geneva Senior Center
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.