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Pre-employment background screening (criminal and MVR for driving positions) and drug testing are required for all positions. Coolsys will consider qualified applicants with criminal histories in a manner consistent with federal law, state law, or local ordinance.
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Able to pass a pre-employment drug screen, 10-year background check (criminal/employment) and be able to obtain a required airport security clearance. Houston, TX - George Bush Intercontinental Airport (IAH.
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Administrative Functions: Candidate will pick up and deliver documents from a variety of public agencies such as Harris County Clerk’s office, Harris County Tax office, Harris County Commissioner’s Court, Harris County Engineers, District Clerk’s office, District Clerk warehouse, County Clerk’s warehouse, Civil Courts, Criminal Justice Center, Probate Court, Federal Court, City of Houston, City Hall Annex, Texas Dept. of Transportation, and Harris County Flood Control.
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Associates or Bachelors in Criminal Justice preferred (Asset Protection Team Member Only) + Loss Prevention or Criminal Justice background is a plus. Sales Team Member Positions: Outdoor Enthusiast ( Sales Team Member Apparel ( Sales Team Member Fishing and Hunting ( Sales Team Member Footwear ( Sales Team Member Sports ( Store Cashier.
$10 - $13 an hourFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This investigation includes but is not limited to a criminal, civil litigations and regulatory review, employment, education, and credit review (role dependent). Certifications:Series 07 - FINRA, Series 63 - FINRA, Series 65 - FINRA, Series 66 - FINRA.
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Meet and maintain all licensing requirements for Security Guards, including passing a Criminal Background Check, as required by the Texas Department of Public Safety Private Security Bureau (PSB.
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Wurth will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable federal, state and local laws. Partner Discounts (Ford, Verizon, Harley Davidson and more.
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LICENSURE/CERTIFICATION:Current Core Inpatient Coding Certification from AAPC or AHIMA, such as CIC or CCSCPP desiredMust pass a criminal background check on an annual basis. POSITION SUMMARY:Under general direction from the Corporate Director, Revenue Cycle – the Manager, Revenue Integrity leads organizational initiatives related to Chargemaster, Facility Coding, Professional Coding, Charge Capture, Charge Reconciliation, Physician Documentation, Payer-specific Coding Requirements, and/or State-specific Coding Requirements.
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Series 07 - FINRA, Series 63 - FINRA, Series 65 - FINRA, Series 66 - FINRA. We assist companies and non-profit organizations in delivering benefits to their employees. Series 65 and/or 66 and state registrations required within 3 months of hire.
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Criminal Background Check (CBC) and Firearms Authorized Training. Bachelor of Science in Business Management and Leadership through Live Better U and Bellevue University, General work experience supervising 20 or more direct reports to include the responsibility of performance management, mentoring, hiring, and firing.
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Firm Type: Law Firm, Experience: 10 Years, A law firm in Houston, TX, is seeking a highly experienced Renewables Attorney to join their team. Practice Area: Energy - Renewables - Transactional, Job Type: Attorney.
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Sr, senior, Service Tech, refridgeration, HVAC, refrigeration, HVAC-R, HVAC/R, diagnostic, commercial, service, install, mechanical, mechanic, apprentice, AC, field service, chiller, specialist, HVACR, supermarket, rack systems.
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Job Description Summary / TWC SummarySummary / TWC Summary Under general direction of the Associate Director of Civil Advocacy the Staff Attorney acts as staff attorney primarily for the Opal Mitchell Lee Property Preservation Project providing legal representation of clients needing assistance with probate matters and will drafting from intake to litigation.
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Master's degree in criminal justice, criminology, or justice studies; or a Master's degree with 18 graduate hours in criminal justice. Teaches Criminal Justice courses at a variety of times and locations.
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Our client, a busy and rapidly growing law firm, specializing in real estate development and public finance practice, is actively seeking an Associate Attorney to join their dynamic team in Houston, Texas.
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criminal job Title: attorney Company: Dhl Express in Houston, WV, France
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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.
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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 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.