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As a Deputy Sheriff duties may also include work in related areas of law enforcement, corrections, security, criminal justice, jail operations, court operations, as well as police, sheriff, and local and federal task force operations.
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Community interactions will include but are not limited to the Department of Human Services, Social Security Administration, local Community Services Boards (CSBs), courts, schools, potential employers, child support enforcement and other viable stakeholders/resources.
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Creditable specialized experience may have been gained in work on a police force; through service as a military police officer; in work providing visitor protection and law enforcement in parks, forests, or other natural resource or recreational environments; in performing criminal investigative duties; or in other work that provided the required knowledge and skills Note: Your resume must show supporting detail in describing your experience, please be clear and specific.
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Experience : One year of security experience; Former military, law enforcement, or security officer experience preferred; De-escalation and Physical Intervention training completed within 180 days of hire.
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Formal security or law enforcement training, schooling or certification required; related on the job experience may be considered in lieu of formal training. Adheres to all aspects of the Anti-Money Laundering (AML) Program and its regulations; including, but not limited to, Suspicious Activity Reporting and Customer Identification requirements.
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Licenses: Must maintain a current license to practice medicine from the Virginia Board of Medicine, a current registration with the Drug Enforcement Agency, and possess an appropriate Virginia Driver's license, vehicle insurance, a good driving record and a willingness to utilize own vehicle as needed in connection with employment.
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If you believe you are the victim of a scam, contact your local law enforcement and report the incident to the U.S. Federal Trade Commission. Leidos currently has an opening for a GEOINT Program Manager located at Langley Air Force Base, Virginia.
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Former military, law enforcement or security officer experience preferred. Enhanced Benefits to support you and your family include: Paid Parental Leave, Adoption/Infertility/Surrogacy Reimbursement, Family Caregiver Leave, and Emergency Back-up Care. Enhanced benefits to promote your well-being and secure your financial future include; The Sentara Student Debt Program, Emergency Savings Account and a Floating holiday.
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VDOT seeking individuals able to perform operational functions such as traffic control, public safety, communications, removal of disabled vehicles and enforcement of facility regulations. H1B VISA Sponsorship is not available.
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No experience requited, hiring immediately, appy now.
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Other responsibilities include: preparing accurate and detailed case reports documenting your apprehensions and recoveries, preserving evidence, interacting with law enforcement and testifying in criminal and civil court actions.
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Specialized law enforcement, security and/or military experience or training preferred (1 year or more required for some contract sites) We will train you to Obtain Virginia DCJS Registration Card.
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They utilize tools to minimize loss to the Company, including but not limited to identifying incidents of theft and fraud, reviewing CCTV and exception reports, monitoring the store's physical security, auditing the Electronic Article Surveillance and driving a shrink elimination culture in the store.
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L&W Supply is a leading specialty distributor of drywall, ceiling tiles, steel framing and other building materials used by commercial and residential contractors.
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Valuable employee discounts on things like cell phone plans, electronics, cars and restaurants.
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enforcement job Title: handler Company: Builders Firstsource in Yorktown, VA
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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.
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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?
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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.
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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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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.