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Standard operating hours are Monday through Friday, 1st shift 6am – 3pm, 2nd shift 2pm – 11pm, 3rd shift 10pm – 6am (dependent on department). The Sanitation position is 3rd shift, 10pm-6am and regular scheduled overtime is required on Sundays (4 hours.
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Monday - Friday 1st shift. As a Forklift Technician, you are responsible for performing planned maintenance, installation and repairs on forklifts, utility vehicles, sweeper scrubbers, aerial lifts and more at customer sites.
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Two years of diesel truck mechanic experience within the heavy duty industry. Monitor the profit/loss of each job to maximize profitability while maintaining the highest standards of quality; minimize warranty claims and re-work.
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You will work Monday - Friday, 10:00 am - 6:30 pm and will be paid weekly at $18.00 per hour with a full benefits package. With over 79.000 employees at some 1,300 locations in over 100 countries, the Kuehne+Nagel Group is one of the world's leading logistics companies.
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This position offers several shift options, including: 1st shift 7:00 a.m. – 3:30 p.m. Monday - Friday 2nd shift 12:30 p.m. – 11:00 p.m. Monday – Thursday, shift premium applies.
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1st Shift - Monday - Friday 9:00am to 5:30pm and overtime when required (Monday is typically a 10hr shift - plan to work 10 hours) SIMOS is now hiring General Warehouse Associates for a first shift position within a new climate-controlled warehouse located in Litchfield Park, Arizona.
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Your typical work schedule will be Monday - Friday, 5:00 am - 1:30 pm, and will be paid weekly at $19.00 per hour. If you have at least 2 years of experience in a full-time inventory role, and experience operating an order picker forklift, consider joining us at our distribution site in Southaven, Mississippi.
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The Printing Departments runs a Monday through Friday schedule on 1st, 2nd, and 3rd Shifts. The hours for this role are 10:45pm to 7:00am, Monday – Friday. Reporting to the Printing Shift Supervisor, the Machine Operator is responsible for operating a dry offset printing press and packing/unpacking rigid plastic containers and lids.
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Monday - Friday 1st, 2nd, and 3rd shift. 6PM - 6AM Monday - Thursday. Our openings include receptionist, data entry, customer service, collections, office managers, call center, administrative assistant, accounts payable clerk, accounts receivable clerk, file clerk, warehouse, assembly, production, pickers, packers, forklift, machine operators, and maintenance mechanics.
$18 an hourTemporaryExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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TRACTOR TRAILER MECHANIC - Monday-Friday 8am-5pm. The Trailer Technician will repair trailers and perform all types of chassis repairs including brake jobs, welding, cutting with a torch and repairing and replacing parts on the chassis using standard repair tools.
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Shifts: Monday-Friday (1st, 2nd, and 3rd shifts available, with most openings on 3rd shift). Pay: $21-$25 per hour (based on experience, department, and shift) Willingness to train on day shift for 2 weeks.
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The work schedule for this position will be 1st Shift Monday thru Friday 8:00 am-4:30 pmRequirements:Bachelor's degree in Biology, Chemistry, Clinical Laboratory Science, Medical Technology or equivalent required.
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Employment Type: Full time Shift: Day Shift Description: Highlights: 1st Shift 8 am -5 pm, Monday - Friday, no weekends, or holidays Located at our Johnson Family Cancer Center Day 1 benefits, no waiting period.
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Monday-Friday: 1st shift (no weekends) actual shifts may vary anywhere between the hours of 8AM – 6PM EST. Bilingual in Spanish, Portuguese, Haitian Creole or other language is highly desirable.
Full-timeWork from homeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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1st Shift Hours: 6 am- 4 pm, Monday-Thursday 2nd Shift Hours: 4 pm - 2 am, Monday-Thursday 3rd Shift Hours: 4 am - 4 pm, Friday-Sunday The candidate selected as our new Production Assembler will assist with product creation, with lifting requirements up to 50 pounds.
$16 - $17ExpandApply NowActive JobUpdated 5 days ago
monday friday 1st shift jobs
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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.