- UpvoteDownvoteShare Job
- Suggest Revision
State of Oregon licensure, Licensed Clinical Social Worker (LCSW), Professional Counselor (LPC) or Marriage and Family Therapists (LMFT); ANDMaster's degree in psychology, social work, recreational therapy, music therapy, art therapy, or a behavioral science field; OR.
$20,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
State of Oregon licensure, Licensed Clinical Social Worker (LCSW), Professional Counselor (LPC) OR Marriage and Family Therapists (LMFT); ANDBachelor's degree in nursing or occupational therapy and licensed by the State of Oregon; ANDOne year of postgraduate degree experience in the behavioral health field.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Description: Our Cognitive & Behavioral Health Services Team has an opening for a Behavioral Health Professional, internally titled the Behavioral Health Assessment Coordinator I (BHAC I.
$48,000 - $51,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Demonstrates competencies in assessment of emotional, cognitive and behavioral disorders in child, adolescent, adult and/or geriatric patients (depending upon population served by specific position.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Participation in the team development of Behavior Support Plans (BSPs) compliant with guidance provided through the state guidelines, including completion of Functional Behavioral Assessments and/or Analyses.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
From recruiter calls to Power Days, a series of interviews about you and the skills and insights you bring to your work, you’ll complete a series of steps on your journey to joining Capital One. Behavioral interview questions evaluate how you handled a particular experience and are a common way for employers to learn more about you and your work experience.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Per Oregon Health Authority, Behavioral Health Services Rule 309-019-0130: Program staff providing direct services shall receive clinical supervision by a qualified clinical supervisor related to the development, implementation, and outcome of services, documentation of two hours per month of supervision for each individual supervised.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Access : Ensure Humana members with behavioral health needs have access to appropriate and high-quality behavioral health care by optimizing network design, benefit design, care management, and referral pathways.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Behavioral Health Therapist will provide Legacy Employees and their dependents (adult and adolescent) with an empathetic assessment and treatment of their behavioral health needs via our online telehealth platform.
Full-timeRemoteExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Location: 444 NW Elks Dr. Corvallis, OR (Behavioral Health Department) Will participate and maintain a culture within The Corvallis Clinic that is consistent with the content outlined in the Service and Behavioral Standards Handbook.
ExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Our Cognitive & Behavioral Health Services Team has an opening for a Behavioral Health Professional, internally titled the Behavioral Health Assessment Coordinator I (BHAC I). Degrees that Qualify: Bachelor of Arts or Science in Psychology, Sociology, Human Services, Education, Social Work, or other social or behavioral sciences or the equivalent, as evidenced by providing transcripts indicating a minimum of six courses in these fields.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
In this role you are going to be rotating job functions between a Behavioral Health Consultant (BHC) and a Mental Health Counselor. Behavioral Health Consultant/Mental Health Counselor. Assess the nature and extent of each patient's emotional, behavioral, MH, and/or COD presenting problem, and provide any brief interventions necessary, typically ranging from 1-5 face to face visits (with some ongoing telephonic outreach) to ensure behavioral barriers to appropriate care are reduced.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
The Behavioral Health Consultant (BHC) provides integrated care to patients as a member of the Primary Care Medical Home. They specialize in evidence-based, solution-focused assessments and interventions geared toward functional improvement.
$70,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Remote, Social Worker, Psychotherapy, Mental Health Counseling, Telehealth Counseling, Behavioral Health, Psychotherapist, Virtual Mental Health Therapist, Remote LCSW, LPC, Social Worker, Telehealth Therapist, Counselor, LMHC, LCSW, Virtual LMFT, LICSW, LPC, LMHP, LIMHP, LPCC, LMSW, LISW, Psychologist, Counselor, Psychotherapist, Remote, Telehealth, Virtual, Remote, Telehealth.
Full-timeExpandApply NowActive JobUpdated 3 days ago
FEATURED BLOG POSTS
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.
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.