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Who We Are As seen on ABC's Shark Tank and world famous for "The Original Kimchi Fries"! Who We are Looking For Dedication - We are passionate about our Core Focus and committed to providing the "Southern Hospitality" experience to our customers, team members, and our communities.
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You’ll work Fountain & Frozen, Food Production, Grill, Fryer, Switchboard and, if applicable, Drive-Thru. SONIC Drive-In is a food service mecca, and our Crew Member is at the center. Like a Grilled Chicken Wrap, the SONIC Drive-In Crew Member position is a savory plethora of food service responsibilities rolled into one.
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We are currently looking for Shift Leads and Crew Members for our new Desert Ridge location who are fun, energetic, loud—and want to grow with us. We are growing in Phoenix and are looking for Superstars to join our team.
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Qualifications for the job: Must have reliable transportation Must be 18 years of age (required to operate slicer) Experience is a plus and can include being a Crew Member at locations such as McDonald's, Culver's, Dunkin', Cousins Subs, Tropical Smoothie, Charleys Philly Steaks, Little Caesars Pizza, MOD Pizza, Wendy's etc, however this is not required as we will teach and train you the necessary skills to excel within our team.
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Immediate Benefits: Low Cost Medical Coverage Free Meal Per Shift Share of Tip Pool Instant Pay with ZayZoon 401(k) with 100% Match Up to 3% Benefits After 90 Days: Anthem Blue Cross Health Insurance Dental Insurance Tuition Reimbursement for Students Vacation Benefits: One Week Paid Vacation After a Year Increases with Tenure Experience as a crew member at Chipotle, Choolaah, Chilgo, DiBella's, Steak N Shake, Arby's, Panera Bread or Dairy Queen is a bonus.
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Sure, classic cars and vintage threads may be things of the past, but the Sonic Drive-In experience will always be groovy, right on, awesome, wicked, fab, the bee’s knees, cruisin’ Requirements:Carhop/Skating Carhop server requirements:Contagiously positive attitude (You are a SONIC Brand Ambassador.
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As a SONIC Carhop, you are part of an elite group, filling a role offered by no other company. SONIC and its independent franchise owners are Equal Opportunity Employers. Carhops deliver orders with a smile because “This is How We SONIC.
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What our crew members love about Take 5: Full-time & flexible schedules are available Earn competitive base pay rates & weekly bonuses SAME DAY PAY available through myFlexPay FREE oil changes.
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Take 5 Oil Change is offering an opportunity to showcase your skills and join our growing team of full-time crew members and lube techs! We will train you how to be a lube technician who can change oil, replace wiper blades/air filters, fill air in tires, and perform other light maintenance services.
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With our Pit Tech to President growth path, Take 5 is where you can invest in yourself while we invest in you. We provide PAID TRAINING to help our team members advance through the company and become Take 5 leaders who earn salaries and bonuses.
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Our motto is “Hire Fast, Pay Fast." You can start today and get paid today! U-Haul has observed this hiring practice since February 1, 2020 as part of our commitment to a healthy work environment for our team.
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Managing a U-Haul moving and storage center is varied, fast-paced and rewarding work. We also offer a $100 hiring bonus! In addition, we offer a $300 cash bonus, paid immediately upon completion of U-Haul Equipment Inspection and Verification through our 1-2-3 Punch Certification Program at retail stores.
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The states in which U-Haul will decline to hire nicotine users are: Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia, and Washington.
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In addition, we offer a $300 cash bonus, paid immediately upon completion of U-Haul Equipment Inspection and Verification through our 1-2-3 Punch Certification Program at U-Haul centers. As General Manager you will be responsible for keeping your center profitable and efficient by hiring effective staff, keeping track of inventory and managing equipment.
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Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. U-Haul Holding Company, and its family of companies including U-Haul International, Inc. (“U-Haul”), continually strives to create a culture of health and wellness.
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crew member fast paced we are hiring always jobs
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2023 Quarterly Review: What’s Happening in Recruitment?
It’s that time again. It’s your quarterly review. Get excited because this is a great time to review some of the amazing accomplishments you and other pros like you have made in recruitment for 2023 thus far! Despite recruitment challenges, things are starting to balance out in the candidate market - partly because of the brilliant ideas and methods being used.
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.