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The Bobtail Driver will also be accountable for upholding the highest standards for safety in the delivery and handling of propane and for conducting regular vehicle inspections and maintenance.
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If so, we’d like you to join our team as a Delivery Driver (Non-CDL). Cowan Supply is one of those trade names and is looking for a non CDL Driver at their Atlanta location. Pay for non CDL Driver is $21 per hour at this location.
$21 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Experience in or as a driver, delivery driver, non CDL driver, general labor, landscaping, transportation, construction, production, manufacturing, factory, assembly or warehouse helpful.
Part-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Keywords: CDL A, CDL B, driver, commercial drivers license, building products, job site, building materials, distributor, distribution, touch freight, load, unload, commercial vehicle and delivery.
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Related experience may include: Long Haul Driver, Heavy Haul Driver, Lowboy Driver, Equipment Driver, Equipment Operator, Owner-Operator, Delivery Driver. As a Class A CDL driver, you will deliver and recover a variety of equipment, tools and supplies to and from the customer worksite.
ExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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NON-CDL Delivery Driver Melbourne, FL, USA Req #6275 Monday, March 25, 2024 Hajoca Corporation is one of the country’s largest privately-held wholesale distributors of plumbing, heating & cooling, and industrial supplies.
Full-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Local CDL A or CDL B Driver. The primary duty of the Driver, which we call a Logistics Specialist II with or without a Crane Operator, is to deliver building materials to a customer’s place of business or to a job site.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Must be a safe driver with no hit & runs or no DWI or DUI convictions within the last three years. Validate and confirm inventory loaded on the truck comparing purchase orders, sign-off on delivery tickets and confirm addresses on delivery tickets and ensure that routing information is obtained prior to leaving the branch.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Is seeking a Class A CDL Driver. Class A CDL Driver. This role will generally drive a Class A truck hauling equipmenton on a flatbed (dovetail) or RGN (lowboy) trailer in a variety of conditions, including urban, suburban, rural settings.
$22.05 - $29.41 an hourExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Experience driving flat-beds, RGN/lowboy, dovetail trailers. From pumps to scaffolding to general construction tools, we aim to be the only call needed to outfit a job site with the proper equipment. Gear up for an exciting career.
ExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Sunbelt Rentals strives to be the customer's first choice in the equipment rental industry. We pride ourselves on investing in our workforce and offer competitive benefits, as well as extensive on-the-job training for all eligible employees.
$19.85 - $26.47 an hourFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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We are committed to the personal and professional growth of our team members and we show this by having a clear path of advancement for our Drivers with on-the-job and web-based training for you to move up as a Driver or other positions within the branch.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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SRS Distribution believes in hiring military veterans at any level for any position. Conduct a job site inspection and document any existing damage to lawn, landscaping, or driveway, and the location of any power lines, sprinklers, septic tanks, mailboxes, fences, etc.
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If crossing state lines or transporting hazardous materials, then the minimum age is 21. SRS/Heritage considers multiple factors including job related knowledge, skillset and experience when determining the final salary.
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Ability to drive safely in tight settings such as construction zones is required. Sunbelt Rentals is an Equal Opportunity Employer — Minority/Female/Disabled/Veteran and any other protected class. Ability to troubleshoot and make minor repairs to equipment and vehicle at job sites.
ExpandApply NowActive JobUpdated 13 days ago
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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.