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No experience is needed, but you may be a great fit if you have experience in the transportation industry such as a delivery driver, professional driver, truck driver, taxi driver or cab driver.
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Our Women+ Connect is here to improve the ride experience for all drivers and riders. Drivers can cash out any time with Express Pay. Drivers enjoy flexibility with no hourly requirement.
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Making Rideshare Better: Diverse communities are stronger, more interesting communities. You might consider driving with Lyft to earn extra money, driving with Lyft is a great way to supplement your part time or full time income.
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Boost Your Earnings: With Upfront Pay you can view the fare for a ride before you accept it, giving you more control of your earnings. Be Your Own Boss: Set your own schedule and keep control over when you drive and earn.
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Driving with Lyft is the perfect way to earn money on any schedule and is a great alternative to part-time, full-time and seasonal opportunities. You own an iPhone or Android smartphone. Peace of Mind: Women and nonbinary drivers can turn on Women+ Connect to increase their chances of matching with more women and nonbinary riders.
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Earn a $500 bonus in Raleigh when you give 100 rides during your first 30 days. You have a clean driving record and auto insurance. Does not apply if you are renting a car through Express Drive program.
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Earn $2,000 in Resort Rockies when you give 170 rides in 30 days. Lyft is a flexible earning opportunity and a platform that connects drivers with individuals that need rides. You have a 4-door from 2009 or newer.
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Earn $2,000 in Baton Rouge when you give 170 rides in 30 days. You have a 4-door from 2013 or newer. Community Connections: Good vibes. Plus, you keep 100% of your tips. New drivers only. Making Lyft better for everyone.
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Earn $2,000 in Middletown when you give 170 rides in 30 days. You have a 4-door from 2008 or newer. Conversations that turn into friendships. You're at least 25 years old. Car year may vary by region.
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Earn $2,000 in Omaha when you give 170 rides in 30 days.
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Earn $2,000 in Cheyenne when you give 170 rides in 30 days.
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Earn a $400 bonus in Little Rock when you give 40 rides during your first 7 days.
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Earn $2,000 in Ames when you give 170 rides in 30 days.
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Earn a $400 bonus in Greater Washington when you give 40 rides during your first 7 days.
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Earn $2,000 in Sioux Falls when you give 170 rides in 30 days. You have a 4-door from 2014 or newer.
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no experience needed jobs
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â