- UpvoteDownvoteShare Job
- Suggest Revision
Conditions of Employment Since this position will require the selected candidate to engage in regular contact with children in the form of care, guidance, supervision or training, you will be required to meet the requirements of the Child Protective Services Act, including the Pennsylvania State Police criminal background check, the Pennsylvania Department of Welfare child abuse criminal background clearance, and an FBI finger print based federal criminal records check.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Since this position will require the selected candidate to engage in regular contact with children in the form of care, guidance, supervision or training, you will be required to meet the requirements of the Child Protective Services Act, including the Pennsylvania State Police criminal background check, the Pennsylvania Department of Welfare child abuse criminal background clearance, and an FBI finger print based federal criminal records check.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
This position requires providing services to the following age population(s); pediatrics through older adults (0-65+ yr) in a manner that demonstrates an understanding of the functional/developmental age of the individual served.
Part-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Cover letter of interest and CV/resume REQUIRED. Name and contact information for three (3) references REQUIRED. Employment offers are contingent upon successful completion of background checks in accordance with the Pennsylvania Child Protective Services Law. Must be legally eligible to work in the U.S. Community College of Philadelphia is an affirmative action, equal opportunity and equal access employer.
$50 an hourPart-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Child Abuse/ Neglect Report (CAN) or child protective services check with no adverse findings. Our Unification Specialists will work closely with the Program Director, Unification Manager, Clinical Services, potential sponsors, other workers/staff, or stakeholders as applicable and in collaboration with the U.S. Department of Health & Human Services (HHS), Office of Refugee Resettlement’s (ORR) Unaccompanied Children Program and its care providers, and any additional clients and programs TPG supports.
Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Jefferson Health delivers state of the art healthcare services to patients throughout the Delaware Valley and southern New Jersey. U.S. News & World Report has ranked Thomas Jefferson University Hospital among the nation s best in eight specialties.
Full-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Case manager applicants should have strong knowledge of child welfare protective services issues and the needs of high risk, vulnerable families. Selected by the Department of Human Services to launch a major transformation of child welfare services, NET Community Care is committed to the goals of Philadelphia’s “Improving Outcomes for Children” initiative.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Child Protective Services Law requires FBI criminal history background checks as well as the Pennsylvania State Police criminal background check and Pennsylvania child abuse background check as a condition of initial employment and during tenure of employment.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Act 168, Child Abuse, PA State Criminal History and PDE FBI Clearances as required by the Child Protective Services Law and PA School Code. The School Police Officer shall be a sworn officer with the power to arrest as defined and limited in the Pennsylvania Code.
Full-timeExpandApply NowActive JobUpdated 6 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.