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You may even be part of the team that works with larger items, such as large screen TVs, furniture, and appliances, and be trained on how to use technology to handle these heavy bulk items. Even with climate controls, temperatures can vary between 60F and 90F in some parts of the warehouse; on hot days, temperatures can be over 90F in the truck yard or inside trailers.
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Competitive wage paid weekly, with overtime for more than 40 hours. You can even have four-day workweeks, three-day weekends – and with Anytime Shifts, you can work as little as four hours per week.
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Depending on where you work, schedules may include full-time (40 hours), reduced-time (30-36 hours) or part-time (20 hours or less), all with the option of working additional hours if needed. Relaxed, with a few rules to follow for safety.
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Many of our jobs come with great benefits – including healthcare, parental leave, ways to save for the future, and opportunities for career advancement – all in a safe and inclusive environment that’s been ranked among the best workplaces in the world.
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Candidates must be 18 years or older with the ability to understand and adhere to all job requirement and safety guidelines. Amazon Warehouse Associate in Newburgh, IN. Depending on the role or location, Amazon provides a $110 Zappos gift code towards the purchase of shoes, in order to have you prepared for your first day on the job.
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Amazon Warehouse Associate in Lolo, MT. What it's like at an Amazon Delivery Station. You'll be working around moving machines - order pickers, stand-up forklifts, turret trucks, and mobile carts. We have made a pledge to upskill our employees and offer a variety of free training and development programs, and we also have tuition support options for select employee groups.
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.