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Must be available to work all shifts First, Second and Third shift. Must have Armed Special Police Officer license. Job Title: Armed Special Police Officer. Appropriate licensure or certification to work Armed Security in the state of the job location is required.
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GardaWorld Security Services is looking for Armed Security Officers to fulfill different assignments for our clients. Pay Rate: $22.16 per hour. General Job Functions: patrolling, checking ID badges, access control.
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Shift & Hours: Varies, Floater Position. At least 21 years of age or older as required by applicable law or contractual requirements. We offer different schedules, diverse work assignments spanning multiple industries and career advancement opportunities.
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Observe, survey, and report activities at the assigned site. We encourage diversity and are proud to be an equal opportunity employer. First Aid CPR certification. GardaWorld is the worlds largest privately-owned security services company.
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The exposure is second to none; litigating both criminal and civil cases at the trial and appellate level, as well as defending individuals and companies in prosecutions and investigations conducted by U.S. Attorneys’ Offices and multiple divisions of the U.S. Department of Justice (DOJ), including, Food and Drug Administration (FDA), Environmental Protection Agency (EPA), Securities and Exchange Commission (SEC) and Antitrust Division.
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Possess at least a high school education or equivalent (GED) Ability to read and write detailed reports. Enforce client procedures, regulations, and standards. Provide excellent customer service to our clients.
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Pass an extensive screening process. Armed SPO DC License. Environment: Corporate Building. Location: Washington DC. Who is GardaWorld? We protect our clients’ staff and assets, wherever they are in the world.
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Background The Democratic Republic of the Congo (DRC), as one of the world’s least developed countries and part of the world’s second largest rainforest ecosystem, presents a critical challenge and opportunity for biodiversity conservation, sustainable development, and climate change mitigation.
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Job DescriptionThe Information Management Quality Control (QC) Analyst will use their analytical skills to apply policy and procedures created by the client in conducting second-tier reviews on different review mediums (declassification, research, records management, security reviews, Freedom of Information Act (FOIA.
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Coordinate the on-campus interview program (OCI) and callback interview process including law school registration and other OCI-related logistics, staffing of firm hospitality suites, scheduling callback interviews, “second-look” visits and post-offer recruiting events.
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WETA is the second-largest station producer of content for the public television system, including PBS NewsHour, recognized globally for bringing balanced, in-depth news coverage to all Americans, as well as impactful documentaries with longtime production partners Ken Burns and Professor Henry Louis Gates, Jr. and performance and arts specials from the nation’s leading cultural venues.
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The first professional law degree (LL.B. or JD) or the second professional law degree (LL.M.); AND. Experience as a judicial law clerk is preferred. Specialized experience is experience in litigation at the trial and/or appellate level.
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Teladoc Medical Experts, second opinion program. This position is fully remote / work from home. Contact Center Supervisor. Family Support: Bright Horizons, child and elder care services. is the single global household goods movement manager for USTRANSCOM and the U.S. Armed Forces, Department of Defense civilians, U.S. Coast Guard, and their families.
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Fluency in a second language (Arabic, Burmese, Farsi, French, Nepali, Spanish, Swahili) preferred. Fluency in a second language (Arabic, Burmese, Farsi, French, Nepali, Spanish, Swahili) preferred.
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We are searching for Second Shift Certified Medication Technicians to work in our residential programs located in Silver Spring Sunday-Thursday 3p-11p. We welcome dedicated and motivated candidates in the areas of psychology, behavior analysis, social work, sociology, human & social services, nursing, pre-med, occupational therapy, recreational therapy, speech pathology, physical therapy and other related disciplines.
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second job in Washington, DC
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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?
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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.
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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 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.