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Depending on your department, some lifting (building materials, paint, or maybe mulch) may be required with or without assistance. As a Lowe's Retail Sales Associate - Part-Time , you are the key to our customers' positive shopping experiences.
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We are happy you have taken time out of your day to check out this Retail Sales Associate opportunity with Lowe's. You will guide shoppers to the right products or introduce them to the appropriate sales specialist who can assist.
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I'm a stay-at-home parent, ready to return to work. Instead of answering phones, you might be in the store or the garden center, walking, talking to our customers, watering plants, and restocking items.
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We are hiring immediately for this role, so make sure you apply today. I'm interested in debt-free education, tuition reimbursement, or certificate programs. For individuals with disabilities who would like to request an accommodation, email HRServiceCenter@lowes.com.
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Eligible for debt-free education and skilled trade programs. Lowe's is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
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Certification in trade related to department (e.g., hardware, kitchen, plumbing, electrical, lawn and garden, and lumber/building materials). 6 months of retail experience providing customer service, including identifying and resolving customer issues, assisting customers in locating product, greeting customers, answering phones, building relationships with customers, and thanking customers for their business.
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Lowe's offers jobs for people who aren't interested in sitting behind a desk for hours. I love DIY projects. Whatever your need for employment, we at Lowe's believe we can help you build a better life and career, and we are all-in to help you achieve your goals.
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I'm retired, but I still want to work part-time or full-time. I need flexibility in my schedule because I have children or other responsibilities. You will be the smiling person who greets customers as they enter our doors or shop our aisles.
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Ability to obtain sales related licensure or registration as may be required by law. 6 months of sales experience identifying and selling products based on customer needs, including credit cards, installations, add-on sales, and explaining warranties, product features, and benefits.
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Our benefits range from health, vision and dental insurance to paid vacation, tuition assistance and parental and family-building benefits. Customer Service Associates work in one of the following areas: Appliances, Cabinets, Flooring, Live Nursery, Millwork, Fashion Plumbing, Outlet, Tool Rental, Pro, or Windows & Walls.
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Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit our benefits page.
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I want to work for a company who welcomes and appreciates the military community. Bilingual, Military, and Veteran applicants are encouraged to apply. You will engage customers regarding the types of projects they are working on and how you may help.
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CSAs assigned to the Greeter departments (available in select stores) minimally must be able to lift 10 pounds without assistance; may lift over 10 pounds with or without assistance. CSAs assigned to all other departments (excluding Greeter departments) minimally must be able to lift 25 pounds without assistance; may lift over 25 pounds with or without assistance.
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I want to learn a skilled trade and possibly start my own company. Possess 6 months experience operating common retail technology, smartphones, tablets, or computers. I want to build a career with a company that doesn't require a four-year degree.
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It will be your responsibility to ensure that you share this knowledge with your customers. For the most up-to-date breakdown of what's available to you, visit MyLowesBenefits.com. I'm at least 18 years old, and I want to share my whole self in an inclusive work environment.
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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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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.
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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 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.