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Limited delivery area - unlike gig apps, we won't send you all over town. Driver On-Road/Driver In-Shop $10.03-$17.29 + Tips DOE We are not your everyday fast food franchisee. When not out on a delivery, drivers will work as in-shop employees helping to make sandwiches, restock, greet customers, and keep the restaurant clean.
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Deliver sandwich orders to customers in a safe, courteous, and timely manner in the established delivery area only. We are not your everyday fast food franchisee. Work with management to reconcile cash from delivery sales at the end of shift.
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Delivery Drivers are responsible for delivering sandwiches to customers in a designated delivery area. We don't just do fast food; we do food. Drivers check all delivery orders to ensure accuracy and quality then deliver the products to customers in a safe and courteous manner.
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We are a freaky F.A.S.S.T. Jimmy John's franchisee looking for freaky F.A.S.S.T. delivery drivers to deliver and help make our freaky fresh sandwiches while keeping our store freaky clean. Delivery Drivers / Sandwich Makers.
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Become an Area Manager or Director of Operations with a fast-growing organization. Must be at least 18 years of age, have a valid driver's license, reliable transportation (We do not supply company vehicles; therefore, you must have your own), current automobile insurance and clean driving record.
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Maintain cleanliness and sanitation of the restaurant including all tables, floors, windows, beverage station, and restrooms. Benefits including PPO Medical, PPO Dental, and Vision! No fryers, grills, or grease so you leave smelling like fresh baked bread.
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Are you looking for a Fun and Fast-Paced job as a Delivery Driver ? Ensure accuracy in order delivery and customer satisfaction. Maintain a clean and organized delivery vehicle. Delivery Drivers - Jimmy John's.
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Career development programs that provide mentorship and support through your immediate supervisor and HR department. Many of our drivers only work 2-3 hours for lunch so it's a perfect part time job! Must be able to pass sandwich tests at the end of the first two weeks of employment and at future testing times.
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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 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
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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