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Qualifications High School Diploma or GED State/FBI Criminal History Clearance Medical Screen - Varies by District Drug Screen - Varies by District For frequently asked questions, click here. About ESS As leaders in the education staffing space since 2000, ESS specializes in placing qualified staff in daily, long-term, and permanent K-12 school district positions including substitute teachers, paraprofessionals, and other school support staff.
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Performs a variety of general and specialized criminal investigations involving property and persons crimes; gathers evidence; preserves crime scene; prepares cases for prosecution; interviews persons involved in incidents.
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A current and Valid Driver’s License (TN, KY, AL), a Satisfactory Abuse and Neglect Registry Check, a Satisfactory Criminal Records Report, a TB Test, and Successful Completion of the required PDI and DIDD Training.
Full-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Degrees that can be considered include social work, drug and alcohol education or counseling, psychology, criminal justice, guidance counseling, or marriage and family therapy. The Youth Villages Foster Care Program uses intensive in-home based treatment where interventions are parent focused bringing change through the family, school, community, and peer groups.
Full-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Bachelors degree in human services discipline, including, but not limited to: Social Work, Psychology, Sociology, Counseling, Criminal Justice, etc.) The Family Support Specialist provides best practice, quality clinical services, ensures all documentation is completed per Payers, state licensing agents, COA, & HCAs standards and established guidelines and assist with marketing for new referrals.
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Must supply a fingerprint sample in a manner prescribed by the TBI for a fingerprint based criminal history records check. Complete a criminal history disclosure form in a manner approved by the appointing authority.
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Our Company will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable laws, including but not limited to, San Francisco Police Code Sections 4901 - 4919, commonly referred to as the San Francisco Fair Chance Ordinance; and Chapter XVII, Article 9 of the Los Angeles Municipal Code, commonly referred to as the Fair Chance Initiative for Hiring Ordinance.
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We will run a criminal background check as well as consult the Tennessee and/or National Abuse Registry for Children and Adults. NHC Maury Regional Transitional Care Cente r, a beautiful state-of-the-art post acute care center offers a course that may be just what you're looking for.
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Thank You For Your Interest In Taking The State Certified Nurse Aide Training Program. No one with a felony conviction, certain misdemeanor charges, and/or found on the abuse registry can be admitted to the class.
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Background check will be required (Federal and County Criminal Search, Sex Offender Search, SSN Trace, Motor Vehicle Report). Background check will be required (Federal and County Criminal Search, Sex Offender Search, SSN Trace, Motor Vehicle Report.
$36 an hourFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Supply a fingerprint sample prescribed by the TBI based criminal history records check; Agree to release all records involving their criminal history to the appointing authority; Supervises a program function such as fiscal services, budgeting, grants administration, contract management and administration, procurement, property administration, space planning and management, personnel, stores, records management, mail, printing, public information, and general research with independent control over grants and/or contracts of significant complexity and monetary value.
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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.