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If you have a passion for sales, and the notion of working as an Inbound Call Center Representative sounds intriguing, keep reading. Call Center Inbound Sales Representative.
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This position reports to the Detention Center Clinic Director. Gallatin County is large and diverse, featuring everything from the spectacular scenery of Yellowstone National Park (our first National Park) to lush farmland, and a growing economy of high-tech industries.
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The AVP of Call Center Operations is responsible for the management and performance of a blended inbound/outbound mortgage servicing call center inclusive of Customer Care, Collections, and Loss Mitigation SPOC functions.
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The Client Services Call Center is WWH’s centralized patient interfacing department responsible for assisting patients in the medical, dental, behavioral health, and other areas across the health center with accessing care.
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Our mission at DCIDS is to save lives through organ and tissue donation, and we want professionals on our team that will embrace this important work
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Previous experience working in a call center, customer service, 911 Operator, or dispatching environment. Transportation Management Center (TMC) Operators are accountable for utilizing Advanced Traffic Management Systems (ATMS) software to monitor state roads and manage events/incidents; dispatching incident management personnel; addressing public inquiries, and facilitating effective communication, coordinating, and collaborating with other staff, Florida Department of Transportation (FDOT) personnel, and other partnering agencies.
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We are seeking motivated on-call archaeologists with 2 years of CRM field experience and a background in California archaeology to join Stantec's Environmental Services Cultural Resources Team. Our cultural resources program supports a variety of clients and projects including statewide utility compliance programs, hydroelectric relicensing studies, as well as a wide range of CEQA and Section 106 projects.
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Archaeologist (On Call) - ( 230004KF ) Bachelor's degree or higher in Anthropology or Archaeology from an accredited university. Archaeologist (On Call) - ( 230004KF ) Experience writing industry-standard archaeological reports for CEQA and Section 106 projects (desired, not required.
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Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products, and now we are building America’s First Smart Network.
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On Call Dispensing Nurse – LPN/LVN. Current & good standing Licensed Practical Nurse (LPN) / Licensed Vocational Nurse (LVN) license in the State of California. On Call Dispensing Nurse – LPN/LVN.
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Two (2) years of clinical experience as a Radiologic Technologist in an acute care medical center 6 months of clinical experience as a Magnetic Resonance Imaging Technologist in an acute care medical center.
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We serve in seven counties in the bay area - Alameda County, San Francisco County, Contra Costa County, Solano County, Sacramento County, San Joaquin County and Amador County.
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Supervision Received: The Deputy Coroner On-Call is directly accountable to the Coroner for implementation of all duties and direction concerning the Coroner's Office. $36 per 12-hour on-call shift / $125 for call outs / $60 for phone calls.
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UAS Pilot - On-Call. Unmanned Aircraft Systems Operators are remote pilots of unmanned observation aircrafts, aka UAVs (unmanned aerial vehicles) that gather remotely sensed data such as imagery and LiDAR point clouds used in mapping applications.
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Call Center Customer Service Agent (Seasonal) $13. Partner with other Call Center operations to assure a positive Customer experience. Assist in the training of new Call Center employees on the computer system and procedures of Call Center operations as requested by a Supervisor.
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Title: call center representative Company: Gcb Services
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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.
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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.