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Attend (W)RAP Drug Court team staffings daily, as well as other Problem-Solving Court staffings, as needed. POSITION TITLE : Problem-Solving Courts Staff Psychologist PAY GRADE : Grade 22 BUSINESS UNIT : Office of the Chief Judge - Problem-Solving Courts Salary CAP: $94,597 POSITION CLASSIFICATION : Exempt Date Updated: 09/25/23 Position Closes: Open until filled JOB SUMMARY: This is a full-time, limited duration position funded by Cook County Adult Redeploy Illinois (ARI) grant funded thru June 30, 2024 with a potential 12-month renewal if continuation of grant funds are awarded.
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We provide families with housing problem-solving support, and with connection to homelessness prevention, shelter and housing programs through San Francisco’s Coordinated Entry System. The Housing Problem Solving and Outreach Specialist works directly with families experiencing a housing crisis.
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The Problem Solving and Homelessness Prevention Case Manager diverts participants from entering the homeless shelter system in coordination with CES lead agencies by securing and stabilizing housing via linkages to services that include but are not limited to legal services, temporary financial assistance, and housing related support services.
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Role : Case Manager, Problem Solving & Homelessness Prevention Specialist - Westside. Case Manager, Problem Solving and Homelessness Prevention Specialist - Westside.
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Problem-solving approaches are trauma-informed and strengths-based. Specific responsibilities include: Offer problem-solving support to families so they can maintain their current housing or quickly secure a safe place to stay.
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Under administrative direction, the Prevention and Problem-Solving Manager provides management functions for HSH's Preventions and Problem Solving interventions and programs to prevent San Franciscan's on the cusp of losing housing from entering the homelessness response system and those experiencing homelessness resolve their homelessness given that there is not enough subsidized housing in SF to exit those experiencing homelessness to permanent supportive housing.
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Skills Excellent verbal and written communication skills Exhibits valuable time management skills Strong analytical/problem solving skills. Job Requirements Education Required: High School diploma or equivalent Experience Previous experience as EMT, PCA, or healthcare student in nursing, physician assistant, or pre-med or equivalent training including medical terminology, anatomy and physiology, and computer skills preferred.
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As a Diversion Specialist, you will be providing services that integrate Homelessness Diversion housing problem-solving techniques into existing homelessness prevention and rapid exit programs such as those in place at AHA(Atlantic Homeless Alliance), to quickly establish stable housing options and to reduce the length of time and trauma associated with housing instability or homelessness.
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You possess a strong focus on specific sets of technology expertise supported by problem solving, analytical, communication, crisis management, and interpersonal skills. Convey audit findings both written and verbally to Manager and Director of Internal Auditing.
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Master’s degree in Business, Finance, Economic, Computer Science, Engineering or related field plus 2 years of experience in the job offered or 2 years of work experience in measurement and analysis, quantitative business problem solving, operations analysis, sales or marketing analysis and/or knowledge management.
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Experience in welding and brazing procedure development and/or testing, welder and/or welding operator/brazer and/or brazing operator training and certifications, welding and brazing fabrication problem solving and/or weld/braze inspection.
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Support problem-solving efforts and Failure Analysis (IFA) for controls systems – sensors, PLCs, HMIs, robotics, vision systems, servo systems, control drives, motion controllers, heating systems, RTDs and thermal probes, MCCs, and P&IDs, etc.
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Proven excellent diagnostic, care collaboration, treatment planning, and short-term counseling skills leveraging evidence-based methodologies including but not limited to motivational interviewing, problem solving therapy, and cognitive behavioral therapy *Preferred Qualifications.
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The position centers around constituent data: research, prospecting, gift processing, problem-solving, and donor stewardship comprise key responsibilities. Reporting to the Director of Advancement, Advancement Associate role offers an opportunity for close, collaborative work and problem-solving with a small team of dedicated and dynamic development professionals.
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You will work on challenging assignments that include investigating, trouble-shooting, and problem solving a wide variety of challenges related to renewable energy facility designs and integration of new assets with existing infrastructure.
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problem solving jobs Title: manager Company: Medtronic
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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.
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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.