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As the newest member of the Bi-Mart family, Cascade Farm and Outdoor is committed to quality and value throughout our stores. We are an equal opportunity employer and value diversity at Bi-Mart. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
$15.85 - $18.65 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a community-based company, we want our customers to feel right at home when they shop at Bi-Mart. As an employee-owned company, Bi-Mart stores are open 9:00 am - 8:00 pm Monday - Friday and 9:00 am - 6:00 pm Saturday - Sunday.
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Your local Bi-Mart is looking for a fantastic individual to join the team as a Receiving Clerk. We are looking for an organized and energetic Receiving Clerk to join Bi-Mart. This position builds, promotes, and delivers a high degree of customer service.
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Whether it's the everyday shopping list, a home improvement project, automotive maintenance, or outfitting for the great outdoors, you'll find it and more at your local Bi-Mart. Bi-Mart stores are convenient, easy to shop at, and offer real values every day on name brand products.
$15.85 - $18.65 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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A company that runs an online e-commerce platform is looking for a remote Operations Coordinator. The platform was founded to help independent knitting and crochet designers and artists streamline e-commerce management and increase pattern sales.
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Your local Bi-Mart is looking for an outstanding individual to join the team as a Sporting Goods & Automotive Department Manager. We are looking for a hardworking and energetic Sporting Goods & Automotive Department Manager to join Bi-Mart. This position builds, promotes, and delivers a high degree of customer service.
$16.28 - $18.9 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Purchase materials, plan event inventory and oversee warehouse inventory in partnership with CEO / co-founder. Process Payroll in Gusto (HRIS) Continue implementation and enhancement of Gusto system, including the building of Team Portals and addition of Company Policies.
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Knowledge of Gusto a plus (will train) Ensure the organization’s processes remain legally compliant in collaboration with HR Consultant. The role is remote but requires travel to company events approximately 4 times a year that are mainly held in NYC and Chicago.
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Experience with QuickBooks a plus (will train) The duties of the role include bookkeeping, HR, and administrative support. Manage budgets, forecasts and reconcile credit cards in QuickBooks. Coordinate team member travel plans - manage team member event logistics.
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The CEO has founded 2 other successful companies in the creative space. Proactively manage Company Team calendar & schedule - occasionally mange CEO calendar scheduling in collaboration with the CEO’s assistant.
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Reports to: Aquatics Director
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Reports to: Aquatics Director
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The MDS Coordinator supervises the Care Management Nurse, MDS Nurse. Is prepared to conduct PPS meetings maintaining MDS assessments per Medicare schedule and maintains PPS board for monitoring of Medicare days and RUGs utilization in the absence of the Care Management Coordinator.
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The Area Behavior Analyst works under the support and direction of the Area/Regional VP, Operations and onsite Program Directors to enhance the academic, social, emotional, and behavioral outcomes of students through use of evidence-based interventions and in collaboration with the operations and educational staff from each campus within assigned area.
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Start a new career as a Lifestyle Coordinator at The Lutheran Home Hearthstone Assisted Living Community! Start a new career as a Lifestyle Coordinator at The Lutheran Home Hearthstone Assisted Living Community.
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Title: area coordinator Company: Bi Mart
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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.
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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.