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Active School Social Worker PEL. Active Illinois Social Worker License. We are currently looking for outstanding Social Workers for a full-time opening in the Lansing area for the 2024-2025 school year.
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Judge Healthcare is currently seeking a School Social Worker in for a part time position in Tinley Park, IL. Master’s (MSW) or Doctoral Degree in Social Work. Advocate for the emotional, social, and academic well-being of students.
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Hold PEL as a Social Worker. Working with students presenting with communication disorders, ASD and or social/emotional needs. South Suburban School District seeks Social Workers.
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Our team is currently seeking a full-time School Social Worker who wants to make an impact at a developing and team-oriented school in Oak Forest, IL for the 2024-2025 school year. Do you or will you have your Professional Educator License issued by the Illinois State Board of Education (ISBE) with an endorsement in School Social Work.
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When: Monday through Thursday, unless otherwise indicated also, staff has a 30 minutes unpaid lunch break each day
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Benefits: Competitive pay determined by experience Matching 401(k) Plan Extensive medical coverage Stipends Professional Development Reimbursement Weekly Paycheck Required Qualifications: Bachelors degree or Masters Degree in Social Work PEL License with Social Worker Endorsement Please apply below.
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One of our favorite partner schools in Lansing, IL is seeking a dedicated and compassionate K-4th Grade School Social Worker to join their team this upcoming 2024-2025 school year. Job Title: K-4th Grade School Social Worker.
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Providence Hospice is seeking a Hospice Social Worker, Part Time in Tinley Park, IL. We are looking for a compassionate Social Worker to join our established, experienced hospice team.
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1 year of verifiable, professional experience as a School Social Worker within the last 3 years (may include residency or clinical practicum) Valid Social Worker credential/license or in process in state of practice.
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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).
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.