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A successful Counselor enjoys working with people from diverse backgrounds and doesn’t shy away from honest and caring — yet sometimes difficult — conversations. DC Health Professional Licensing Administration (HPLA) licensure as a Certified Addictions Counselors (CAC) Licensed Professional Counselor (LPC), Licensed Graduate Social Worker (LGSW) or Licensed Independent Clinical Social Worker (LICSW.
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Position Qualifications:Doctoral degree in Clinical Psychology, Counselor Education, or related fieldStrong commitment to academic excellence, research, community service, and diversityExemplary professional experience For more information about The Chicago School of Professional Psychology, visit Compensation & BenefitsThis opportunity is budgeted at $1,124-1,540 per credit and may vary per course with student enrollment.
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Licensed Psychologist orLicensed Independent Clinical Social Worker or Licensed Professional Counselor preferred. Supervises Signet managerial and administrative staff and meets at least monthly with the Signet Contract Relationship Manager.
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Engage and cultivate new youth mental health and suicide prevention task forces, working with groups, and coalitions focused on advocacy that align with JED’s strategy and focus areas.
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Support active engagement and develop reports for the Federal Coordination in STEM (FC-STEM) by attending various interagency working groups, Federal Internships Community of Practice (COP), and Federal STEM Communications COP meetings.
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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. 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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Must have at least 1 year professional experience working as ASL interpreter Highly desirable if the experience includes technical translations, such as working with software developers, technical engineers, and/or Math or Statistics bodies Must hold a certification from a recognized organization (ASL, RID, NIC, NAD, BEI, etc.
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Experience in working in a culturally diverse setting and/or with low-income populations desirable. Thorough understanding and working knowledge of patient confidentiality issues and HIPAA compliance/regulations will be essential.
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Familiarity with US federal government documentation standards (e.g., NIST guidelines, Shore Installation Process Handbook (SIPH), etc. Collaborate with subject matter experts to create and maintain clear and concise technical documentation for cloud and hybrid cloud solutions that include network transport,PaaS, SaaS, IaaS , virtualization / VDI, storage, application, and compute environments as well as Cybersecurity requirements.
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Experience working with children required (nanny, teacher, camp counselor, etc.) ; experience working with children with special needs and/or developmental delays preferred.
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Active, unrestricted, independent clinical license in Maryland: Licensed Clinical Social Worker (LCSW), Licensed Professional Counselor (LPC), Licensed Mental Health Counselor (LMHC), or state equivalent.
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Bachelor's or Master's degree with 5+ years of experience in Computer Science, Statistics, Applied Mathematics, Computational Linguistics, Artificial Intelligence or related field. CompTIA Security+ or higher certification level #clearance Working at ICF ICF is a global advisory and technology services provider, but we're not your typical consultants.
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Minimum of six years of financial services experience with a demonstrated ability to meet minimum performance standards working with clients to deliver banking, investments, risk management and retail lending solutions.
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Experience working with UI/UX designer, methodology, tools; collaborative refinement and implementing to defined specifications; and previous cross browser development experience. Resolve obstacles for the development team, working collaboratively with the Product Owner, technical leadership, and other engineers.
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Hands-on experience in Groups (process, psycho educational, and topic), Family Therapy, Individual Therapy (wide range of modalities accepted), and working with clients with addiction issues.
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working with kids counselor jobs Company: Elite Sports Clubs in Arlington, VA
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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.
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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.