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As a part of the instructional team, the special educator participates in a community of professional learning to develop and refine knowledge and skills necessary for providing students with dyslexia and related comorbidities the tools and abilities for academic, social/emotional, and civic success.
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Bachelor of Science in Business Management and Leadership through Live Better U and Bellevue University, Certificate of Completion in People and Business Leadership through Live Better U and Bellevue University, General work experience supervising 5 or more direct reports to include the responsibility of performance management, mentoring, hiring, and firing.
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If you have experience working with children in any capacity, a recent graduate, have nannying experience, may have studied psychology or education, are passionate about behavioral health, and have a natural passion to serve others, TBH is committed to helping you grow to your full potential.
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An active, independent US state board-approved clinical license (e.g., LCPC, LCSW, LMFT, PhD in Clinical Psychology, etc.) You can dedicate as much time as you want to Talkspace - no minimum hour or caseload requirements in this fully remote role.
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Doctorate Degree in Psychology (Ph. D, PsyD) Clay Consulting is a VA (Veterans Affairs) subcontractor looking to hire a F/T Psychologist to perform in-person Veteran Behavioral Health Examinations.
$100,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our exciting District Manager-In-Training (MIT) program allows you to learn and grow at an established company with over 45 years of experience. HCSG also complies with applicable state and local laws and federal law requirements that govern nondiscrimination in every location where we operate.
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A BCBA with a master's degree in Psychology or related field, ideally with an emphasis on ABA. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
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Bachelor’s Degree from an accredited school in social work, psychology, marriage, Family, and child counseling, counseling or behavioral science, education, community health or public health.
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Degree: Doctor of Philosophy (Ph. D.) or Doctor of Psychology (PsyD) in Clinical or Counseling Psychology. Internship/Residency: Successful completion of an internship in psychology accredited by the American Psychological Association.
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We believe in the deity of our Lord Jesus Christ, in His virgin birth, in His sinless life, in His miracles, in His vicarious and atoning death through His shed blood, in His bodily resurrection, in His ascension to the right hand of the Father, and in His personal return in power and glory.
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From speech-language therapy to school psychology, our children deserve the best care possible, and at PDS, we make that happen. Master's degree in Speech Language Pathology or Communication Disorders.
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St. Francis Hospital opened in 2008 to keep pace with the growing needs of the Colorado Springs’ community on the north side of the city. The impact you will make in our faith-based, mission-driven culture will cultivate excellence and achieve professional fulfillment united in humankindness.
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Technical diploma in Funeral Services or Mortuary Science preferred. Bachelor's degree in Mortuary Science or other degree as required by state/province law and as prescribed by each state board.
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The Senior Fire Code Inspector in Fire Construction Services is an exciting position in a fast-paced work environment with a variety of challenges and rewards. In this position, you will be responsible for completing assigned plan reviews and inspections associated with construction, fire suppression, fire alarm and water supplies and acting as a subject matter expert.
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Guide trainees in the gathering, synthesis, and analysis of open source intelligence information to support critical objectives, including force protection, counterterrorism, counternarcotics, and other areas of the Army mission.
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Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.