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Company Overview Innovative Therapeutic Services, Corp. (ITS) is an outpatient mental health clinic that provides individual, group, and family counseling; psychiatric services for children and adults; and psychiatric rehabilitation services to children, adolescents, and adults.
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The Hotline Social Worker will answer incoming crisis hotline calls which will require clinical assessment, risk assessment, de-escalation, and linkage to services for adults, adolescents, and children with the full range of DSM diagnoses (including both mental health and substance use disorders.
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MBI Health Services, LLC. is a certified behavioral health agency servicing the D.C. Metropolitan Area. We provide a wide range of services and programs for both adults and children for the sake of helping each individuals gain back their confidence and security into their lives.
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Ability to exhibit patient behavior and to work effectively with children, young adults, and staff members. Or two years of experience in an education related field including nursery school, adult day program, after school program, extended day, or school/non-school based departments, etc., and successful completion of the ParaPro Assessment with a qualifying score of 455 or higher is required.
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The Clinical Manager will report to the Clinical Director and will operate across behavioral health and addiction programs and will provide and conduct intakes, individual and group therapy/counseling services and caseload of mentally ill and dual disorder adults, supervise as assigned a team of Behavioral Health Community Support Workers and take a lead role in the diagnosis and assessment of enrolled consumers and reviewing charts and case notes for processing to the medical providers.
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At Mary Marshall Assisted Living , we provide outstanding, compassionate care to older adults with intellectual disabilities or mental illness. The Activities Director coordinates social, recreationally, purposeful and spiritual activities to residents, whose needs include psychological, physical and cognitive challenges.
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Adults with a range of mental health problems who are stable and low-acuity can receive assessment and treatment services from our fully remote staff. Adults with a range of mental health problems who are stable and low-acuity can receive assessment and treatment services from our fully remote staff.
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We are a mission-driven, not-for-profit organization that strives to serve older adults in a number of expanding locations and ways. As a nonprofit senior living and healthcare organization based in Alexandria, Virginia, we are driven by our mission: to support, honor and uplift the lives of older adults and those who care for them.
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Qualified Mental Health Professional with Adults status (QMHP-A) required. Qualified Mental Health Professional with Adults status (QMHP-A) required. High degree of empathy toward individuals with serious mental illness; experience working with dually diagnosed SA/MI population in residential settings.
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Conduct comprehensive landscape analyses to identify existing social initiatives/organizations as well as research and policy efforts in the field of anti-poverty and social innovation, focusing on economic mobility, financial well-being, and social connection among older adults.
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Goodwin Living is a dynamic, faith-based, not-for-profit senior living and health care services organization serving nearly 3,000 older adults in the National Capital Region. GHBC currently serves nearly 500 older adults through a continuum of services in an entrance fee life plan type A focused community with the support of over 400 team members.
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Physical Therapy Assistant PTA. Physical Therapist PT. Certified Occupational Therapy Assistant COTA. Licensed Vocational Nurse LVN. Board Certified Behavior Analyst BCBA. Licensed Marriage and Family Therapist LMFT.
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Physical Therapists at GW Hospital are essential partners with providers, nurses, social workers, respiratory therapists, and ancillary and support staff in an academic medical center, Level 1 Trauma Center, and Comprehensive Stroke Center that is Defining Medicine.
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Options to work with individuals, couples, families, adults, children/adolescents, and groups, according to your interest and expertise. The candidate should have a specialty or interest in evidence-based treatments such as DBT, EMDR, experience working with the LGBTQ+ community, and/or working with people of color.
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Position Summary: The Companion Care Partner (Concierge Companion) is person-centered and interested in working with older adults to provide social and emotional support, and act as a personal assistant.
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adults job Title: physical Company: Fox Rehab in Washington, DC
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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.
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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 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.