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Job Title: Behavioral Health Consultant. Use multiple modalities to engage with clients like motivational interviewing, problem solving therapy, behavioral activation, and provide grief support.
$105,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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HealthTrust Workforce Solutions HCA is seeking a per diem / prn nurse RN Behavioral Health for a per diem / prn nursing job in Denver, Colorado. Specialty: Behavioral Health. HealthTrust Workforce Solutions HCA is seeking a per diem / prn nurse RN Behavioral Health for a per diem / prn nursing job in Denver, Colorado.
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Develops and oversees the implementation of clinical standards of care throughout all VOA programs with a behavioral health component. The Associate Division Director of Behavioral Health Services oversees programs and services with behavioral health component, establishes models of practice, sustains and expands behavioral health services, and provides direct client care when necessary.
$90,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Clinical Care Manager will provide supports to individuals with serious and persistent mental illness and substance use disorders, including attending their behavioral health appointments to support them in engaging in treatment, providing clinical input into discharge planning teams, and supporting the coordination of behavioral health treatment services.
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AdventHealth Porter Hospital is seeking an Outpatient Behavioral Health Medical Director to join its team in Denver, Colorado. 3 Intensive Outpatient Programs: Dialectical Behavioral Therapy, Mental Health and Substance Use.
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About the job Behavioral Health Technician. The Behavioral Health Tech is responsible for supervising clients with emphasis on client safety and wellbeing. The Behavioral Health Tech is the liaison between the client and the staff to report any changes in the clients physical or mental condition.
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The Behavioral Health Technician (Resident Tech) will provide a safe and secure environment for our clients in a residential setting, engage them in skills training, designed to enhance functioning leading to community integration and self-sufficiency in living, learning, social and work environments.
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FEATURED BLOG POSTS
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).