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Jenny D. is an Employee Advocate at Wegmans Retail Service Center in Pottsville Learn More. As a member of our Front-End Team, you can enjoy the work you do in one of the following roles:Cashier, E-Commerce Store Shopper, Lot Attendant (Helping Hands), Maintenance, Accounting Office and Service Desk.
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Purpose:The Design Specialist at Floor & Decor is the entry point into sales and is responsible for engaging customers on the sales floor to support their design projects to determine their needs in the selection of tile, wood, stone, and accessory products of various colors textures, patterns, and design.
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Dates: Thursday July 20th 10am - 7pm Friday July 21st 9am - 7pm Saturday July 22nd 9am - 5pm LOCATION: Holiday Inn Express 2100 69th Ave Moline IL The Retail Sales Associate assists Ollie's customers and helps to maintain the store appearance.
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The Retail Sales Associate has the opportunity to develop great relationships with our repeat customers in addition to informing the first-time customer of everything we have to offer.
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The Wegmans Organic Farm is comprised of individuals who are passionate about creating a self-sufficient and sustainable farm. Cultivating Sustainability at the Wegmans Organic Farm Learn More. Cultivating Sustainability at the Wegmans Organic Farm.
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We are seeking a candidate with exceptional sales ability preferably in the watch or fine jewelry industry to join our team at the Philadelphia Premium Outlet in Pottstown, PA as a Part Time Sales Associate.
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We are seeking a candidate with exceptional sales ability preferably in the watch or fine jewelry industry to join our team at the Mills at Jersey Gardens in Elizabeth, NJ as a Part-Time Sales Associate.
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Floor & Decor’s Sales Associates play a key role in continuously providing customers with friendly, accurate service and support in finding products to complete their project. If you love to learn and have a passion for helping others, come join us on our sales floor.
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Our Sales Associates contribute to a fast pace, safe environment by keeping sales departments clean and well stocked. This policy and the law prohibit employment discrimination against any associate or applicant on the basis of any legally protected status outlined above.
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Work in cooperation with management and team members to achieve sales goals. Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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Note: Floor & Decor considers all applicants for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, medical condition, pregnancy, marital or familial status, veteran status, or based on any other class protected by applicable federal, state, or local law.
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Floor & Decor also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Where permissible by state law, certification to use heavy equipment requires successful passing of a drug test.
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This role has a minimum base pay from $15.00 per hour with higher starting pay available based on experience. Process customers at checkout using point of sale (POS) system. The noise level in the work environment is typically quiet to moderate.
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This role has a minimum base pay from $16.00 per hour with higher starting pay available based on experience. Provide above and beyond customer service and exceed customer expectations when assisting customers.
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Some positions may require completion of forklift certifications through F&D. Medical, Dental, Vision, Life and other Insurance Plans (subject to eligibility criteria) Monday - Friday 7:00 AM - 7:00 PM.
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Title: retail sales associate Company: Nestl Nespresso Sa
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.