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Department : Fremont Hospital - Mental Health/Psychiatry - 0206. Provides mental health assessment, diagnosis, treatment and crisis intervention services for adult and/or child members who present themselves from psychiatric evaluation with a broad range of mental health needs.
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At least two (2) years experience in mental health setting and experience working in Inpatient and/or Outpatient treatment services OR Behavioral Health Case Manager - Autism Minimum two (2) years recent experience in case management and working with community resources, specifically related to the assessment, diagnosis and intervention of Autism Spectrum Disorders.
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License, Certification, Registration Licensed Marriage and Family Therapist (Hawaii) OR Mental Health Counselor License (Hawaii) Basic Life Support required at hire from American Heart Association National Provider Identifier required at hire Additional Requirements:Knowledge and experience in conducting assessments and diagnostic evluations using the latest Diagnostic and Statistical Manual of Mental Disorders (DSM.
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Professional Counselor License (Oregon) within 6 months of hire AND Mental Health Counselor License (Washington) within 6 months of hire. Evaluates and provides therapeutic interventions for children (under 12), adolescents (13-18), and their families requesting mental health services.
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Licensed Marriage and Family Therapist (Hawaii) OR Mental Health Counselor License (Hawaii) Provides diagnostic evaluations and psychotherapy for ambulatory mental health services utilizing but not limited to case management, evaluation, diagnosis, treatment planning, and psychotherapeutic intervention provided to individuals, families, groups modalities, and/or Intensive Outpatient Programs.
$47.27 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Effectively partner with other members of a patients mental health and medical treatment team, as well as with other agencies (e.g., school, Child Protective Services) to optimize overall care.
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We know that having a diverse and inclusive workforce makes Kaiser Permanente a better place to receive health care, a more supportive partner in our communities we serve, and a more fulfilling place to work.
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Licensed Marriage and Family Therapist (Washington) OR Licensed Advanced Social Worker License (Washington) OR Licensed Social Worker Associate-Independent Clinical (Washington) OR Licensed Independent Clinical Social Worker (Washington) OR Mental Health Counselor License (Washington.
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Collaborates with child psychiatrist, and allied health professional team to plan and direct each individual members treatment program. Prefer past experience with child and adolescent intensive outpatient programs, partial day hospitalization program, residential program or most major components of these programs (to include exposure to group evidence-based treatment such as DBT, Mindfulness, etc.
$40.73 - $48.87 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago
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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.