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You’ll play a major role in successfully managing the flow of merchandise from the stockroom through our stores, which is a critical element in driving positive results for the company. We are a rapidly growing brand, and provide a variety of training and development opportunities so our associates can grow with us.
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At SAS Retail Services, we hire talented associates like you and give you the tools and training you need to succeed and advance in your career. Previous merchandising and/or retail experience preferred.
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Assists with the recruitment, hiring, and training of pharmacists and technicians for both retail pharmacies and non-retail oncology infusion sties. - Monitors the performance of retail sites in relation to budget.
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Paid training in marketing, sales, promotions & professional development. As a Marketing and Promotions Representative of 716 Consultants, you'll play a pivotal role in our retail strategy, working closely with a company that prioritizes employee performance.
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Within your first year of working in the Restaurant, you can earn up to an extra dollar fifty per hour in pay increases through additional training, certifications, and performance evaluations.
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Driveline is looking for great employees to join our national retail merchandising team providing high-quality retail services to the largest retailers in the United States. Driveline offers competitive compensation, very flexible scheduling, on-the-job training, strong support, payroll advance program, and the opportunity to advance your career with our strong internal promotion program.
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The Company has over 530 Express retail and Express Factory Outlet stores in the United States and Puerto Rico, the Express.com online store and the Express mobile app; over 60 Bonobos Guideshop locations and the Bonobos.com online store; and 13 UpWest retail stores and the UpWest.com online store.
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Cracker Barrel values internal development- whether you want to become an Employee Training Coordinator, a Shift Leader, a Restaurant or Retail Manager, or come join us at our Home Office in Lebanon, TN to work in corporate support for our stores; we are committed to helping you reach your personal career goals.
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Automotive retail General Manager experience or completed NADA GM training. We are located in Bremerton, WA on the beautiful Kitsap Peninsula across the Puget Sound from the City of Seattle.
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Growth-Focused is one of our core values, and we are dedicated to helping you grow with us through training, mentoring, and coaching as well as investing in the latest design tools, production equipment and new technologies.
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The Sales Leader drives operations on the sales floor and in the stockroom, while assisting in training associates and delivering a great in-store shopping experiences for customers.
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Reporting to the President of MadRag, the Vice President of Human Resources will provide human capital leadership to our retail stores and corporate office in North Bergen, NJ. Responsibilities include overseeing the development and implementation of company policies, programs, and services, including recruitment, selection, retention, legal compliance, training, employee relations, and performance management.
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Ensures area of responsibility is maintained in accordance with Company policies and procedures by properly handling returns; zoning the area; arranging and organizing merchandise; and identifying shrink and damages.
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Assist in training associates on store operations, product, policy, and procedures. Provide in the moment coaching/training to store associates to ensure efficient and effective floor operations, customer service, coverage, stockroom management and execution of standards.
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Driveline is an industry-leading retail services company with over 10,000 team members which provides a real opportunity for advancement both financially and professionally. We also provide a full-service call center to help if you get hung up and need assistance in-store.
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FEATURED BLOG POSTS
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.