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The Juvenile Correctional Officer Recruitment Coordinator of employment services will ensure the successful coordination and completion of the entire selection and onboarding processes for the agency's Juvenile Correctional Officer and other security staff.
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By checking the box below, I acknowledge that I understand this recruitment is for Police Officer - Lateral and only individuals who have at least 12 months of experience as a Peace Officer for the State of California will be considered.
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As an Event Security Officer, you will play a critical role in upholding our reputation by ensuring the safety and security of attendees, staff, and property. Job Title: CU Boulder - Event Staff/Security.
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Completion of Officer Training School (OTS), Air Force Academy (AFA) or Air Force Reserve Officer Training Corps (AFROTC) Completion of Officer Training School (OTS), Air Force Academy (AFA) or Air Force Reserve Officer Training Corps (AFROTC.
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Knowledge of theory of flight, air navigation, meteorology, flying directives, aircraft operating procedures and mission tactics. For pilot and aircrew positions, height specifications vary by aircraft and most applicants can successfully pursue a career in aviation with the U.S. Air Force.
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COMPENSATION AND BENEFITS Chief Dental Officer (DDS / DMD) Up to $195K Compensation package FQHC - Qualified site for HRSA school loan forgiveness – Up to $50K per 2 years of service Comprehensive benefits package including $2500 CME allowance + 40hrs CME PTO RESPONSIBILITIES AND FACILITY DETAILS Chief Dental Officer (DDS / DMD) CDO - 75 / 25 Hybrid role - Clinical / Admin responsibilities An FQHC - Non-profit organization 4 x10s Schedule, Monday-Thursday, enjoy 3-day weekends.
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The Community Reach Center (CRC) - a leading non-profit organization dedicated to enhancing the health of our community - is seeking progressive, mission-driven physician leaders to become their next Chief Medical Officer.
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May supervise and direct the activities of other loan officer(s), loan officer assistant(s), or loan processor(s). May supervise and direct the activities of other loan officer(s), loan officer assistant(s), or loan processor(s.
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Keywords: LPN, Licensed Practical Nurse, Correctional Facility, Nurse. VitalCore Health Strategies (VCHS), an industry leader in Correctional Health Care, has openings for Licensed Practical Nurses at Jefferson County Detention Facility in Golden, Colorado for PRN.
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Focused on serving correctional institutions, Summit ensures that incarcerated people across the United States have access to delicious, healthy food at each meal. We are looking to bring an experienced cook supervisor to our corrections team in Westminster, MD. As a cook supervisor, you will have the opportunity to coordinate and supervise the work of employees to ensure efficiency and adherence to established standards in a fast-paced, dynamic environment.
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Part Time Security Officer - Hiring Immediately! Become A Securitas Security Services Team Member TODAY! Securitas is an international Security company that offers the most advanced and sustainable security solutions in the industry.
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CJI provides technical assistance, research, and other services to improve outcomes in policing, the corrections system, pre-trial, re-entry, community supervision, and juvenile justice. BH provides domestic violence treatment and education, community reentry services, mentoring programs, and intensive outpatient programs.
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New officers will receive an hourly wage increase at 90, and 120 days of employment if in good standing!
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With guidance from their privacy officer assist in any data product updates. Assist in leading survey space planning in conjunction with Consumer insights and Client services to maximize revenue and profit of the survey.
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Information concerning the Americans with Disabilities Act is available from the Director of Facilities Management, (410) 751-3177, or the Communications Officer, (410) 751-3020, 125 North Court Street, Westminster, Maryland 21157.
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juvenile correctional officer jobs Title: correctional officer in Westminster, Luke-air-force-base, Arizona
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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?
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.