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Able to assist in required data collection and deliverables from HRSA Access Increases in Mental Health and Substance Abuse Services (AIMS) project. Responsible for interviewing, assessing, and counseling individuals in need of mental health and/or substance abuse services, and to their loved ones.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Nurse Assistant Certification or Mental Health Technician (MHT) certification must be acquired or obtained within a year of employment date. Individuals served are all females that have a history of trauma due to human trafficking, abuse, substance abuse etc.
$17 - $18.5 an hourFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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PhD in Mental Health Counseling or Counselor Education. Master's degree in Psychology or Mental Health Counseling. Substance abuse/addiction certified. Specialized industry experience working in substance abuse & addictions with clients as a practitioner.
$28.79 - $43.22 an hourPart-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Mental Health and Substance Abuse office visits will be $0 for all In-Network providers (Tier1, Tier 2, and Tier 3). The Steward network includes multiple urgent care centers and skilled nursing facilities, substantial behavioral health services, over 7,900 beds under management, and approximately 2.2 million full risk covered lives through the company's managed care and health insurance services.
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All duties and responsibilities must be completed in accordance with agency policy and procedures, Substance Abuse and Mental Health Services Administration (SAMHSA) Department of Children and Families (DCF), federal, state, and local laws, accreditation standards, and other regulatory guidelines.
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An associate degree from an accredited college or university at the time of submission of the candidate profile and two years’ experience working directly with adolescents in one or more of the following fields: criminal justice (e.g., law enforcement, courts, correction/rehabilitation facilities, or probation/parole), social services (e.g., child protective services, crisis intervention, foster care/group homes, adoption, or mental health/substance abuse treatment), or education.
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Ongoing case management with a focus on screening and making appropriate referrals to address child’s needs in the following domains: Placement issues, safety issues, education, health, mental health, legal/immigration proceedings, substance abuse, independent living, criminal/juvenile justice, child enrichment activities.
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Cutting-edge research conducted by some of the world's top healthcare scientists focuses on topics such as health disparities, cultural competence in healthcare, HIV and other STIs, substance abuse, family and intimate partner violence, mental health, patient outcomes, and patient safety, with a focus on nursing education and nursing workforce issues.
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Candidates with areas of nursing specialty in Acute Care, Psych/Mental Health, Pediatrics, Women's Health, and Adult Health are encouraged to apply. The School of Nursing and Health Studies (SONHS) at the University of Miami invites applications for an Assistant Professor of Clinical.
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FEATURED BLOG POSTS
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.
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.