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Provide DIY service including battery installation, testing, wiper install, etc. The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, trouble shoot and project assist for DIY. Responsible for developing and maintaining commercial customer relationships and program growth.
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Manage DIY services including battery installation, testing, wiper installs, etc. Ability to execute and train all store operational processes and procedures, and testing and diagnostic equipment for DIY services.
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Coach all team members to deliver on customer expectations (DIY and Commercial) High school diploma or general education degree (GED), Bachelors degree in business or a related area preferred.
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Coach all Team Members to deliver on Customer expectations (DIY and Professional) The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, troubleshoot and project assist for DIY. Responsible for developing and maintaining Professional Customer relationships and program growth.
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A General Manager must be committed to inspiring our team, helping our Customers succeed and growing our business with integrity. Essential Job Skills Necessary for Success as a General Manager.
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A Store General Manager must be committed to inspiring our team, helping our customers succeed and growing our business with integrity. Essential Job Skills Necessary for Success as a Store General Manager.
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Floating General Manager - District 2725 in Logan, WV at Advance Auto Parts. Prior Experience that Sets a Store General Manager up for Success. The employee is also occasionally exposed to moving mechanical parts; high, precarious places; toxic or caustic chemicals; risk of electrical shock; explosives; and vibration.
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General Manager store 7336 in Philadelphia, PA at Advance Auto Parts. General Managers are required to work a schedule based on the needs of the business. Prior Experience that Sets a General Manager up for Success.
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General Manager I - Store 7298 in Athens, GA at Advance Auto Parts. General Manager I - Store 7298 in Athens, GA at Advance Auto Parts. The average schedule is 5-6 days a week, 11 hour shifts, including rotating nights and weekends, with an hour for lunch.
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General Manager II (Store 3555) in Greece, NY at Advance Auto Parts. General Manager II (Store 3555) in Greece, NY at Advance Auto Parts. Speak and write English (Spanish a plus); communicate effectively and build strong relationships with Customers, peers and upper management.
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Provide DIY services including battery installation, testing, wiper installs, etc. Provide GAS3 selling experience for DIY and professional customers. Essential Job Skills Necessary for Success as an Assistant General Manager.
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Ability to work an assortment of days, evenings, and weekends as needed Prior Experience that Sets a Manager In Training up for Success. Speak and write English (bi-lingual a plus); communicate effectively and build strong relationships with customers, peers and upper management.
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Successful experience managing profitability; proven financial and business acumen. Use Microsoft software effectively (Word, Excel required - PowerPoint preferred) Provide leadership and developmental coaching for store Team Members.
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Position is eligible for sales commission based on individual or store performance. 2-3 years of experience managing a team of 10 – 20 Team Members in a fast-paced and highly dynamic retail environment.
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ASE certification preferred, but not required. Ability to review and analyze business reports, such as profit and loss statement (P&L) Manager on duty responsibilities (touch base/coaching, issue resolution, floor/phone mgmt., task assignment and completion, safety, open/close duties.
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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.
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.
How to Navigate Hiring Out of State
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.