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Lateral Entry Police Officer: Completion of probation as a Police Officer with a California law enforcement agency, possession of a Basic P.O.S.T. Certificate issued by the California Commission on Peace Officer Standards and Training, and must have worked actively as a full-time peace officer within the State of California for at least 24 of the past 36 months.
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Are you certified by TCOLE as a Peace Officer? TCOLE certified Peace Officer. MUST BE A CERTIFIED OFFICER OR ABOUT TO OBTAIN A PEACE OFFICER CERTIFICATION. The City of Wylie Police Department is seeking certified peace officers.
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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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Hold a current Texas Commission on Law Enforcement Basic Peace Officer Proficiency Certification or Out-of-State candidate (s) must complete TCOLE requirements for out of state peace officers and successfully pass the Texas Licensing Examination.
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The Campus Security Officer enforces the Laws of the State of New York by virtue of the designation of peace officer by the Onondaga Community College Board of Trustees and is authorized by the Onondaga Community College President to possess and carry a firearm as part of on duty employment.
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Ability to become Peace Officer Standards and Training Commission (P.O.S.T.) certified per T.C.A. 38-8-107 within 6 months from hire date; or currently P.O.S.T. certified. Must be physically, morally, and psychologically fit to meet the requirements of a Peace Officer in the state of Tennessee.
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High School diploma or equivalent and Peace Officer License from the State of Texas (TCOLE). Do you possess a TCOLE (formerly TCLEOSE) Peace Officer license from the State of Texas? Knowledge of computers and related equipment, hardware and software.
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Must be able to, or have already, successfully completed the Police Academy Program and Field Training Program (FTO), and attain Basic Peace Officer certification. Are you a certified peace officer through TCOLE.
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Incumbents must possess or obtain Law Enforcement Officer certification through the Utah State Peace Officer Standards and Training (POST) Agency during the probationary period for new hires or the trial period for promoted County employees.
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Peace Corps & AmeriCorps Vista. Experience considered is paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social.
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Active Basic Peace Officer License from the Texas Commission on Law Enforcement (TCOLE) at the time of appointment. Basic Peace Office Certification from Texas Commission of Law Enforcement (TCOLE.
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Provides informational and policy planning consultations and orientations on women’s empowerment as a cornerstone of peace and security to colleagues and senior officials in the Department and the interagency arena, including guidance to multilateral missions.
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Certification as a peace officer by the Texas Commission on Law Enforcement Officer Standards and Education. Assists as a bailiff for the Justice of the Peace. The Deputy Constable assists other agencies (e.g. Hays County Sheriff's Department, San Marcos Police, Buda Police, Texas Highway Patrol, University Police, and other public safety agencies) to protect the citizens of Hays County and anyone traveling through Hays County.
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Required) Excellent communication skills (Required) Basic computer, clerical, phone etiquette and customer service skills (Required) Department / Location Specific Notes Oregon West Network: CNA level II certification required at time of hire (see exception for Peace Harbor Medical Center CNA II training program below.
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Attends a basic POST-certified academy, the curriculum of which is mandated by the California Commission on Peace Officer Standards and Training and/or the local Police Academy Advisory Committee.
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peace job Title: senior software engineer Company: Liberty Mutual Insurance
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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.