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AdventHealth for Children is seeking a dynamic and energetic Child and Adolescent Psychiatrist to join our team based at the Walt Disney Pavilion in Orlando, Florida. Our Walt Disney Pavilion at AdventHealth for Children is a full service, tertiary children’s hospital with over 200 dedicated pediatric beds, more than 30 peds ICU beds with a dedicated peds CICU, a 102 bed NICU, 17 bed pediatric emergency department and statewide pediatric network and transport system.
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The mission of the Department of Children and Families is to work in partnership with local communities to protect the vulnerable, promote strong and economically self-sufficient families, and advance personal and family recovery and resiliency.
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Collect information through observation and interviews with the children, parents, relatives, and neighbors; Conduct investigations of abuse, neglect, abandonment and/or special conditions for children.
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The Bilingual Director of Religious Education, with direction from the Pastor, is responsible for providing Christian formation, religious education, and sacramental preparation to children and families of our Family of Parishes that includes Holy Name Parish and Holy Name School, St. Philip Neri-Blessed Sacrament Parish, and St. Philip Neri Catholic School.
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Conducts second party reviews for cases processed in Family and Children Medicaid. Associate's Degree in Human Services Technology, Social Services, Paralegal, Technology, Criminal Justice, Business Administration or like field of study, with four years of experience in Income Maintenance as a Caseworker or Investigator, and one year of supervisory experience, preferred; or equivalent combination of training and experience.
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Deliver personalized ABA therapy sessions tailored to children aged 18 months to 10 years, fostering communication, social, and self-help skills development. We provide hands-on, entry-level opportunities for individuals interested in becoming an RBT. This includes paid training, allowing you to develop necessary skills to work directly with autistic children, shaping the minds of kiddos in early childhood (ages 18 months to 10 years.
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Preeminent clinical service for all neonates admitted to the Level IV neonatal intensive care units (NICUs) managed by the Division of Neonatal Perinatal Medicine;Â high-risk delivery service and consultation with high-risk mothers on the obstetric service Primary day time attending coverage in the Riley Hospital for Children at IU Health with the possibility of day time service at other NICUs managed by the Division of Neonatal-Perinatal Medicine.
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This position provides an array of services primarily to children and families using evidence-based practices that support client recovery, and facilitate safe, secure, and therapeutic interventions.
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The Family, Youth, and Children Section Manager is responsible for overseeing critical programs within the Family, Youth, and Children Division of the Human Services Department, including Intake/Hotline, Emergency Response, and Training.
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At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community.
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Meets with fiscal staff, Budget Office staff, Children & Youth Services director, Managers and Contract oversight, CFO and CAO to provide fiscal analysis, support, and feedback. Work involves the development and monitoring of the department's annual County budget and the Needs BasedPlanning Budget required annually by the State Department of Human Services (DHS), Office of Children, Youth and Families (OCYF), including all amendments and revisions.
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The Bureau of Children, Youth & Families (CYF) is responsible for planning and monitoring much of NYC's comprehensive network of child and adolescent community mental health services. The portfolio includes the NYC Early Childhood Mental Health (ECMH) Network, consisting of specialized clinics for children birth to five and their families as well as pregnant persons and their partners.
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Experience providing behavioral health services to school aged children/young adolescents (and their families). Must hold a valid clinical license in MD: LGPC, LMSW, LPA, LCPC, LICSW-C, LMFT, LP.
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Independent Licensed Therapist - Children & Adolescent Focus - LICSW, LMHC, LCMHC or LMFT. Family Counseling Associates is a group of Psychologists, Psychotherapists, and Medical Professionals located in Andover, MA; Braintree, MA; Newburyport, MA; Marlborough, MA; Burlington, MA; Danvers, MA; Exeter, NH; and Bedford, NH. We provide psychotherapy, psychological testing, and psychopharmacology services for children, adults, and families.
$75,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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PROGRAM AND JOB DESCRIPTION:The Bureau of Children, Youth & Families (CYF) is responsible for planning and monitoring much of NYC's comprehensive network of child and adolescent community mental health services.
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Title: children Company: Reach Air Medical
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2023 Quarterly Review: What’s Happening in Recruitment?
It’s that time again. It’s your quarterly review. Get excited because this is a great time to review some of the amazing accomplishments you and other pros like you have made in recruitment for 2023 thus far! Despite recruitment challenges, things are starting to balance out in the candidate market - partly because of the brilliant ideas and methods being used.
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.
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.