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Keywords: Diesel OR Trucking OR Dealership OR ADP OR Mack OR Volvo OR Caterpillar OR Allison OR Cummins OR Dealer ORHeavy Equipment OR Trailer OR Truck Sales OR Deal Sheet OR Class A OR CDK OR Frame Shop OR Foreman OR Leasing OR Service OR Warranty OR Parts OR Office OR Semi Truck OR Mechanic OR Google Jobs OR Career OR B2B Outside SalesOR Sales Representative OR Commercial Sales, OR Fabrication #ZR.
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High School Diploma or equivalent and prior auto parts sales experience (preferred) Oversee the parts sales process from start to finish. Notify parts manager of out-of-stock parts or shop materials that need immediate attention.
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Employee discounts on vehicle sales, parts, and service. Perform retail sales counter transactions for parts and catalog items. We are currently hiring at our Landmark Honda dealership for a Parts counter associate.
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Qualifications/Requirements - Parts Counter Person:ADP/CDK experience preferredExcellent customer service and communication skillsAbility to work in a fast-paced environmentStrong work ethic and organizational skillsMust be a friendly 'people person' with a positive attitudeProfessional appearanceValid driver's license and a good driving recordResume must be uploaded, and online assessment completed for immediate consideration.
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Parts Sales, Parts management, Parts Inventory management, Parts counter assistance, Automotive parts manager, Auto Parts Manager, Dealer Parts Manager, Dealership parts manager, Car Parts manager, Parts ordering, Dealer Parts, Auto Parts, Car parts, Managing auto parts, Automotive parts, Dealership Parts, inventory, inventory manager, inventory control.
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Currently we have a dealership in your area looking to hire an Automotive Parts Manager. Have at least a few years of Automotive Parts Manager Experience. Forecast for Parts Department Goals.
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Research for potential new customers for parts sales. High school diploma required; minimum 2 years experience with heavy duty truck parts, and automotive parts. Be able to keep good records, fill out and hand in call sheets at the end of each week, and bring any customer problems to the attention of the Parts Manager.
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YouTube - Parts Department Video. Stock necessary parts on and off outside vans and pickups. Research customer's account for proper invoice to issue credit for returned parts or cores.
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Previous experience in automotive counter (parts sales preferred) a plus. As a team member for Auto Parts Shipping & Receiving , you will be responsible for shipping, receiving, and delivering parts in the local market to ensure luxury, hospitality, and value for our guests.
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1-year experience with auto parts sales (preferred) The Parts Wholesale Associate will contribute to the success of the Parts department by providing prompt service to customers.
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You will be responsible for shipping, receiving, and delivering parts in the local market to ensure luxury, hospitality, and value for our guests. Properly use and maintain equipment provided by the parts department.
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Issue credit for cores or returned parts immediately after examining for defects. Must be able to access parts information from computer and CD-ROM's, check availability, pricing and substitutions.
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Works closely with warranty clerk to assure proper routing and packing of warranty parts. High school diploma required; minimum 2 years experience with heavy duty truck parts, automotive parts, or retail warehousing.
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As a Parts Back Counter Person, you will be one of the primary team members contributing to the success of the Parts Department by being involved and adding to our guest satisfaction. We're a hospitality company that happens to sell cars, parts, and service.
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XL Parts and The Parts House (TPH) a Marubeni Group is the fastest-growing wholesale auto parts supplier in the Southern US. Competing with industry giants, we listen to understand, and then commit ourselves to provide fast, reliable auto parts solutions.
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parts sales jobs Company: Mercedes Benz Of Bellevue
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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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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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Recruitment strategies that are weird, but actually workÂ
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