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Delivery driver, route driver, driver, non-CDL driver, box truck driver, truck driver, box truck, local truck driver, part-time. The Box Truck Driver drives company trucks to make route deliveries and completes paperwork.
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The Route Sales Driver also ensures product availability at accounts, including ensuring that all beverage sections, racks, displays and vendors are completely filled according to Coca-Cola Bottling Company High Country standards.
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As a part of the Sales Team, the Route Sales Driver is responsible for sale and distribution of products on designated routes in a continuous effort to provide superior customer service and maximize sales & volume growth through developing and maintaining strong customer relationships.
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We welcome those with experience in jobs such as Industrial Truck and Tractor Operator, Route Driver, and Independent Courier Driver and others in the Transportation to apply. Permanent, full-time small package delivery drivers receive an average total compensation package of $145,000 per year.
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We welcome those with experience in jobs such as Shipping, Receiving, and Traffic Clerk, Route Driver, and Straight Truck Driver and others in the Transportation to apply. Casual Package Deliver Driver.
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We welcome those with experience in jobs such as Route Driver, Courier Controller, and Independent Courier Driver and others in the Transportation to apply. SHIFT YOUR FUTURE Casual Package Deliver Driver SHIFT YOUR TEAM Who exactly are casual UPS Package Delivery Drivers.
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Responsible for completing assigned delivery route via non-CDL vehicle until Class A License is obtained Once permit/license are obtained, you will learn how to safely drive a tractor trailer (pre-trip, post-trip, DOT rules/regulations, etc.
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We welcome those with experience in jobs such as Heavy and Tractor-Trailer Truck Driver, Independent Courier Driver, and Fuel Transport Driver and others in the Transportation to apply.
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We welcome those with experience in jobs such as Route Driver, Teammate, and Independent Courier Driver and others in the Transportation to apply. Casual Package Delivery Drivers are expected to comply with UPS appearance guidelines and wear the company-provided uniform.
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We welcome those with experience in jobs such as Route Driver, Straight Truck Driver, and Teammate and others in the Transportation to apply. UPS full-time small package delivery drivers receive an average total compensation package of $145,000 per year.
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We are hiring immediately for a Non-CDL Delivery Driver! White Cap is hiring immediately for a Non-CDL Delivery Driver ! A Non - CDL Driver at White Cap. Preferred QualificationsValid license endorsement(s) for class of vehicle being operatedKnowledge of warehouse procedures, requisitions, purchase orders, invoices, and delivery documentsSpanish language proficiencyStrong understanding of customer service and problem solving.
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We welcome those with experience in jobs such as Independent Courier Driver, Route Driver, and Heavy and Tractor-Trailer Truck Driver and others in the Transportation to apply.
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Manager, lead driver, supervisor, box truck manager, non-cdl senior manager, delivery driver manager, truck driver manager, truck driver lead, Military Friendly#INDHP.
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We welcome those with experience in jobs such as Delivery Driver, Industrial Truck and Tractor Operator, and Independent Courier Driver and others in the Transportation to apply. Who exactly are casual UPS Package Delivery Drivers.
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Valid driver’s license—no CDL required (License type varies by state) They’re a friendly, physically active crew who enjoy fast-paced work, being outdoors, and being behind the wheel! Full-time UPS employees work eight to ten hours per day and workdays can vary (Monday - Friday) or (Tuesday - Saturday) depending on the business needs.
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delivery route driver jobs Title: delivery driver Company: Kehe Distributors
FEATURED BLOG POSTS
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.
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.