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Current certification as a law enforcement officer through a United States, state certified law enforcement academy, recognized by Washington State Criminal Justice Training Commission. Completed a Washington State recognized criminal justice academy, OR upon hire, certification must be obtained through the Washington State Equivalency Academy prior to the completion of the twelve month probationary period, or currently possess certification as a peace officer through Washington State Criminal Justice Training Commission.
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Corrections Counselors within in the Nevada Department of Corrections provide mental health services to offenders in a correctional setting including interviews, behavioral planning and implementation, consultation, psycho-educational classes, research, and training.
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ALL OTHER DUTIES AS ASSIGNEDEXPERIENCE/QUALIFICATIONS:Minimum Degree Required: High School Diploma or EquivalentPreferred Degree: Bachelor’s Degree in Criminal Justice, Security Management, or related field from an accredited institutionPreferred Certificate(s) or License(s): National certified training program (Wicklander-Zuwalski or Reed training), Certified Forensic Interviewer (CFI), Loss Prevention Certified/Qualified (LPC/LPQ), etc.
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No criminal history that renders the security officer unsuitable for the position, taking into account the nature and gravity of the offense or conduct, the time that has passed since the offense, conduct or completion of a sentence, the nature of the job duties and any other relevant factors.
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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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Familiarity with the Department of Homeland Security, Transportation Security Administration, Customs and Border Protection, Airports, Host Government, and criminal justice systems preferred. Must pass a Criminal Background Check.
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Under the direction of the Director of Corporate Security, the corporate security investigator is responsible for conducting complex investigations of fraud, criminal conduct, discrimination, harassment, retaliation, and other work-related violations of company policies or procedures.
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Master's Degree in Criminal Justice or closely related discipline from an accredited College/University. Experience teaching college criminal justice or related courses. 5 years of experience working directly for a criminal justice agency.
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Redwood Private Security provides security services to both government and private sector clients, including transportation/ transit agencies, government facilities, public service agencies, courts and criminal justice agencies, public utilities, museums and cultural properties, multifamily residential, retail, commercial/ high-rise, ports and maritime, and much more.
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Bachelors' Degree required (Criminal Justice, English, Psychology, History, Political Science or other writing intensive major preferred) The Claims Investigator conducts insurance claims investigations on behalf of both employers/clients and injured workers.
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Criminal Background Check (CBC) and Firearms Authorized Training. Health benefits include medical, vision and dental coverage. Bachelor of Science in Business Management and Leadership through Live Better U and Bellevue University, Certificate of Completion in People and Business Leadership through Live Better U and Bellevue University, General work experience supervising 5 or more direct reports to include the responsibility of performance management, mentoring, hiring, and firing.
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Answers all Letters of Investigation from the Transportation Security Administration (TSA), Customs and Border Protection (CBP) and host government agencies. Ensures yearly audits for TSA Security Programs (CASS, KCM, CHRC) are completed.
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Conduct research and draft memorandums on questions of law for direct appeals pending before the court and pretrial motions for criminal cases pending at the Federal Court. Flexible Spending Account (Health, Dependent Care, and Commuter.
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Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
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Health benefits, dental and vision insurance, including same-sex domestic partner benefits (full-time) A wellness program that supports your physical, financial and emotional health. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn teen, pottery barn kids, Rejuvenation, Mark & Graham, west elm, or Outward.
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criminal job Title: mental health Company: Farmers Insurance in Las Vegas, NV
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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.
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.