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This position will support growth and training in areas of policy development, yearly budget development and financial tracking, work with outside youth-focused and legislative agencies, sustaining and creating partnerships to support Camp Fire's values-driven work and continued strides to remain focused on racial equity and social justice learning.
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As part of the Boys & Girls Aid team, you'll contribute to social justice for youth in foster care, juvenile justice, or experiencing homelessness. Bachelor's degree in Nonprofit Management, Public Administration, Fundraising, or related field; may have three (3) or more years of direct experience in lieu of a non-profit-related degree.
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Therefore, we prioritize individuals coming from the following communities: Refugee, Neurodivergent, Single Parent, Blind or Low Vision, Deaf or Hard of Hearing, Black, Hispanic, Asian, Military Veterans, the Elderly, the LGBTQ, and Justice Impacted individuals.
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This QMHP will assist the team in providing a scope of personalized services to formerly incarcerated and at-risk Black American clients who are referred to the Karibu program by way of the Multnomah County Department of Community Justice and the community.
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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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Other IRS employment opportunities include jobs such as Revenue Agent and Criminal Investigator (Special Agent). Confers with internal and external advisors, analysts, or attorneys (e.g., Counsel or Department of Justice) regarding case development, issue determination, case processing, and coordination.
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Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.
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Ability to pass and maintain a Criminal History Records check and Security Threat Assessment required for a PDX Security Badge is required. About us: At the Port of Portland, airport operations is the heartbeat of our commitment to excellence in air travel.
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With the District’s focus on eliminating systemic racism and its adverse impact on student learning, we seek to hire individuals who bring to our district a deep commitment to racial equity and social justice.
Starting at $22.88 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Our approach to campus safety is rooted in restorative justice, student engagement, and a belief in collaboration over punitive enforcement. Ability to determine the procedures needed to resolve criminal acts and/or policy violations.
$25 an hourPart-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Ability to understand and work with child-serving systems (mental health, child welfare, education, juvenile justice/courts, public health, social services). Compassion Diversity Excellence Justice Stewardship Accountability Safety.
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Youth are either in Foster Care or involved in the Juvenile Justice system. Bachelor’s Degree in Social Services or related field; AND Two (2) years of relevant experience in the care and rehabilitation of at-risk youth and young adults; OR Master’s Degree AND one (1) year of experience Valid driver’s license, clean driving record and auto insurance What we offer: Full Time Employees: Paid vacation days that increase with tenure Separate sick leave that rolls over each year up to 10 Paid holidays.
Starting at $22 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Our Office of Diversity, Equity, and Inclusion (ODEI) supports individuals with their academic, personal, and professional development, as well as provides training and educational resources for all members of the college community around diversity, inclusion, power, privilege, inequity, social equity, and social justice.
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Commitment to continued professional development to strengthen capacity to work through an equity lens for equity and racial justice. Experience in modeling intercultural competence and demonstrated commitment to equity and social justice.
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PeaceHealth was founded by the Sisters of St. Joseph in 1890 and continues to carry on their legacy of courageous compassion with a spirit of respect, stewardship, collaboration and social justice in service to our communities today.
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criminal justice jobs Title: parole officer in Portland, OR
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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.