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The largest responsibility as a Chick-fil-A Team Member is providing an experience for our guests that goes above and beyond their expectations. This involves providing excellent customer service with a warm welcome and fond farewell and serving great food.
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The Field Service Technician supports the plant both internally and externally on motor repairs, switchgear maintenance, mechanical repairs, and on-site technical support. Field Service Technicians must be able to work as a productive team member in a group and sometimes solo at customer industrial sites doing everyday repairs and support.
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Friendly with high energy and the willingness to go above and beyond. Place Service Tag inside the vehicle and tag the vehicle key. Must be a team player with a strong sense of commitment to the customer and team members.
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Responsibilities include Associate development, customer service, asset protection and store maintenance. Demonstrates Ollie’s “Yes I Care, Yes I Can” behaviors in providing exceptional Associate and Customer service experiences; makes sure all company standards are consistently demonstrated in every Associate and Customer interaction.
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Management experience with these companies translates well to this opportunity: Walmart, 5 Below, Burlington Stores, Big Lots, Dollar General, Rural King, Gabes, Dicks Sporting Goods and Bed Bath and Beyond just to name a few.
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Ollie’s ATL Ollie’s ATL helps lead a retail sales team that’s passionate about selling merchandise and ensures a good customer experience. Medical, Dental, Vision, and RX coverage begins after 90 Days of employment.
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BE CARING- How do I treat others with courtesy, dignity, and respect? Assist the Store Team Leader with managing payroll budgets, expenses, store banking, shrink reduction, and the timely completion of related reports to ensure financial and operational goals are met.
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As a Class B Route Driver - Oil, you will operate a Class B tanker truck where you will be responsible for picking up waste oil at our customer locations such as automotive dealerships, manufacturing facilities, oil change companies, and maintenance facilities.
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We’ve been going above and beyond to curate life-changing experiences for nurses and allied health travelers since 2002. Our recruiters have access to travel nursing, nurse leadership and allied healthcare positions in all 50 states.
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Epic Travel Staffing is seeking a travel nurse RN Labor and Delivery for a travel nursing job in Decatur, Indiana. Concierge state licensing program for RN and other healthcare modalities in multiple states, including CA.
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Epic Travel Staffing is seeking a travel nurse RN Labor and Delivery for a travel nursing job in Decatur, Illinois. Epic Elite Program - Priority status at top facilities and exclusive loyalty bonuses.
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The Customer Success Manager provides maintenance management support and customer service to prospective and current CAMP helicopter customers. The Customer Success Manager establishes and maintains solid relationships with key decision makers and aligns CAMP resources to meet the customers' maintenance management and service requirements.
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The In-Room Dining Server goes above and beyond by taking care of our guests through the presentation of room service orders and amenities. The ideal In-Room Dining Server is passionate about guest service and thrives in an empowered environment.
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They will ensure timely delivery and anticipate guest needs throughout the placement of the room service order. Set up and deliver room service food and beverage orders.
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Epic Travel Staffing is seeking a travel nurse RN Labor and Delivery for a travel nursing job in Kirksville, Missouri. Pay package is based on 12.0 hour shifts and 36.0 hours per week (subject to confirmation) with tax-free stipend amount to be determined.
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maintenance customer service above and beyond jobs Company: Penske
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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.
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.