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Shoe Carnival, Inc. is looking for a dedicated and driven Assistant Store Manager to join our family. Shoe Carnival has a long-standing reputation as a favorite employer, thanks to our focus on work-life balance, fostering a positive work environment, and nurturing the professional development of our team members.
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As a part-time Store Associate at Shoe Carnival Inc., you will get to work in a vibrant and lively store environment. The team at Shoe Carnival, Inc. genuinely love coming to work, and we believe you will too.
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We are eager to meet passionate individuals ready to bring their skills to Shoe Carnival, Inc. Don't hesitate and seize your chance to grow with us. Join us, and like many of our team members, you may find that loving your job isn't just a dream, it's daily reality.
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The company's premiere annual event, Electric Daisy Carnival Las Vegas, is the world's largest dance music festival and attracts more than 525,000 fans over three days. Enhanced by state-of-the-art lighting, pyrotechnics and sound design, large-scale art installations, theatrical performers and next generation special effects, our events captivate the senses and inspire a unique level of fan interaction.
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Join our team of skilled Medical team working on any of our 90 ships across our nine brands: Carnival Cruise Line, Princess Cruises, Holland America Line, Seabourn, Cunard, AIDA Cruises, Costa, P&O Cruises (UK) and P&O Australia.
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Apply now to become part of the Shoe Carnival family! Are you looking for a Part-time position that offers you a fun, dynamic workplace while allowing you to indulge your passion for shoes and fashion.
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Customer service-oriented with in-depth knowledge of basic business management processes. As an Assistant Store Manager, you'll feel a strong sense of connectedness not only to your work and your coworkers, but also to the community that we serve.
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Ability to work flexible work schedule including nights, weekends and holidays. This role will help you feel connected not only to the company and your fellow employees but also to our loyal customers.
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Carnival Corporation & plc and Carnival Cruise Line is an equal employment opportunity/affirmative action employer. Carnival Cruise Line is the most popular cruise brand in North America and operates a fleet of ships designed to foster exceptionally safe, fun and memorable vacation experiences at an outstanding value.
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Ability to believe in our customer centered culture to deliver a superior customer service experience. Our company is known for being a truly beloved employer with a warm and welcoming community of workers.
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Learn more about what McCall has to offer you: Payette Lake ( Ski at Brundage ( Ponderosa State Park ( McCall Winter Carnival ( McCall Golf ( Hot Springs (St. Luke's is an equal opportunity employer and does not discriminate against any person on the basis of race, religion, color, gender, gender identity, sexual orientation, age, national origin, disability, veteran status, or any other status or condition protected by law.
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Follows game procedures and trainings when dealing Blackjack, Carnival Games, Craps, Roulette, Poker, Baccarat, and any other form or variation of table games. This course covers a grouping of games considered “secondary” / “carnival” / “novelty” games.
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Embodying its festive spirit is Mardi Gras, the late-winter carnival famed for raucous costumed parades and street parties. The historic heart of the city is the French Quarter, known for its French and Spanish Creole architecture and vibrant nightlife along Bourbon Street.
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Insomniac may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, Internet recruiting, job fairs, college recruiting and search firms.
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Our portfolio of leading cruise brands includes Carnival Cruise Line, Holland America Line, Princess Cruises and Seabourn in North America; P&O Cruises, and Cunard Line in the United Kingdom; AIDA in Germany; Costa Cruises in Southern Europe; and P&O Cruises in Australia.
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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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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.