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To Succeed in this Role as an Appliance Repair Technician, Here’s What You Need:Exceptional Customer Service: In this role, you are the face of the company. Your Responsibilities as an Appliance TechnicianAs an Appliance Repair Technician, you are the key component in providing excellent customer service by providing high-quality maintenance services for our customer’s appliances.
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Learn more about Furniture components: Furniture Learn more about Work Furniture: Work Furniture Maintenance Technician Leggett & Platt, Incorporated is looking for someone to hire to be a Maintenance Technician in Grand Rapids, Michigan.
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The Mr. Appliance Academy is designed to take you from Apprentice to Master Technician quickly. Mr. Appliance is looking for Appliance Repair Technicians. Job RequirementsThe following are the minimum requirements to be considered for the Appliance Technician position.
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High school diploma or equivalent· Valid driver’s license and clean driving recordPrevious experience of one year or more in appliance repair is a plus! Benefits & PayThe pay range for this position is $ to $ per hour, depending on your experience in appliance repair.
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Our Georgia-Pacific, Broadway location in Green Bay, WI is looking for a motivated individual to join our team as a Repair Technician in our Maintenance Department on Day Shift. Repair and rebuild Georgia-Pacific's Paper Machine roll inventory.
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Benefits & PayThe pay range for this position is to $ per week, depending on your experience in appliance repair. Must have at least ONE YEAR of previous experience to be considered*· High school diploma or equivalent· Valid driver’s license and clean driving recordPrevious experience of one year or more in appliance repair is a plus.
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Benefits & PayThe pay range for this position is $45,000 to $65,000 annually, depending on your experience in appliance repair. Here are your primary responsibilities:· Diagnose and repair home appliances and equipment.
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Mr. Appliance is looking for a Lead Appliance Repair Technician. To Succeed in this Role as Lead Appliance Repair Technician, Here’s What You Need:Exceptional Customer Service: In this role, you are the face of the company.
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First Student is hiring an Auto Body Repair Technician to serve Multiple Districts in the Brooklyn/Queens Area under NYC DOE! As an Auto Body Repair Technician with First Student, you will perform automotive body repairs, including straightening bent bodies, touch-up painting, removing dents, and replacing damaged parts.
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Your Responsibilities as Lead Appliance TechnicianAs a Lead Appliance Repair Technician, you are a key component in providing excellent customer service to our customers and our team of Appliance Repair Technicians.
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Benefits & PayThe pay range for this position is $35k to $52k per year, depending on your experience in appliance repair. Your birthday is a paid holiday for you· Paid Training: We will train you and help you build a career.
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4+ years experience in a technical, electrical, or service industry· High school diploma or equivalent· Valid driver’s license and clean driving recordPrevious experience of four years or more in appliance repair is a plus.
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High school diploma or equivalent· Valid driver’s license and clean driving recordPrevious experience of four years or more in appliance repair is a plus! · Lead a team of Appliance Repair Technicians to properly diagnose and repair appliances.
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Working with sheet rock, mortise lock installation, glazing, glass cutting, vinyl bases, installing, maintaining and repair of furniture, ceiling tiles, grid work, fasteners, doors, walls, sliding glass doors, framework, cabinetry, hinges, locks and closers, repair all types of special fabricated furniture, assemble and install cabinetwork, partitions, permanent structures, walls and ceilings.
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I-CAR (Inter-Industry Conference on Auto Collision Repair) certification or equivalent is highly desirable. Strong understanding of auto body repair techniques, including welding, sanding, masking, and painting.
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dependable furniture repair technician jobs Company: Bp Furniture Services
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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.
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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.
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.