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Storage Customer Service Representative Minimum Qualifications:Driver’s license and the ability to maintain a clean driving recordExcellent communication skillsAvailable to work on weekends and holidaysWork Environment:The work involves moderate risks or discomforts which require special safety precautions, e.g., working around moving parts, machines, fumes or irritating chemicals.
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As a Storage Customer Service Representative, you will work as part of a support team to be the face of U-Haul Company’s exceptional service. U-Haul is in search of friendly, motivated people for the position of Storage Customer Service Representative.
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General understanding of Storage environments such as IBM Elastic Storage Server (ESS), Seagate, LSI, or Oracle storage systems, Oracle large scale tape libraries, IBM tape libraries, IBM and Oracle Enterprise class tape drives, as well as Brocade Fiber Channel switches.
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Storage provisioning to Linux, VMware ESX hosts form Dell EMC Powermax, VMAX All Flash by using EMC Unisphere and Solutions Enabler Symcli. Creation of multiple zones from Fabric switches Cisco MDS Directors MDS for the host access to storage as well to the EMC Data Domain and HP SureOnce Virtual Tape Libraries.
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Show storage units, explain the terms of rental agreements and prepare rental contracts. Ensure that all vacant storage units are clean, dry, secure and available for new customers.
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Facility Housekeepers set the stage for U-Haul’s exceptional service by keeping the U-Haul facility clean and inviting. U-Haul Holding Company, and its family of companies including U-Haul International, Inc. (“U-Haul”), continually strives to create a culture of health and wellness.
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Start your career at U-Haul and join an exceptional, supportive team. The states in which U-Haul will decline to hire nicotine users are: Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia, and Washington.
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Dispose of trashMaintain and track cleaning supply inventory, requesting supplies as neededOther duties as assignedFacility Housekeeper Minimum Qualifications:Organization skillsWillingness to learnSelf-starterWork Environment:The work involves moderate risks or discomforts which require special safety precautions, e.g., working around moving parts or machines, fumes or irritant chemicals.
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Responsibilities:The purpose of the Logistics and Storage intern/co-op program is to identify and develop future technical and leadership talent for the benefit of MPC, the engineering intern/co-op, and the engineering profession.
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L&S transports crude oil and refined products to and from the refineries and onto storage terminals for distribution to retail marketing facilities, via pipelines and marine transportation operations.
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Physical Demands:The work requires some physical exertion such as long periods of remaining stationary, moving around outdoors, positioning oneself to reach objects at varying heights, and moving equipment weighing a minimum of 50lbs assisted or unassisted.
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Logistics & Storage and Midstream is comprised of six primary components:Logistics & Storage Support Services - L3S provides engineering design and project management services to Terminals, T&R, MPL, and Marine.
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Experience with HSM software such as SAMQFS and Versity Storage Manager. This includes general storage administration tasks, storage software and hardware support, storage device configuration, support of daily backups, monitoring of storage devices, storage performance tuning and troubleshooting.
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Well rounded knowledge of Asbestos, Lead Based Paint, Mold remediation, Radon, and Fuel Storage programs. Areas of environmental focus include, but are not limited to: asbestos, lead-based paint, radon, mold and fuel storage.
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After completing comprehensive training, Tool Storage Sales Reps operate and maintain their tool storage display vans and work with franchisees and company stores to increase tool storage product sales.
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and storage jobs Title: customer service representative Company: Richelieu Hardware
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Talent Mapping for the Rest of the Year
As you enter the next quarter of 2023, it's important to reflect on how well your talent strategy is aligning with your business goals. This is an opportune time to design or reassess your talent mapping approach, so your recruiting and hiring scheme going forward stays in line with this year's business goals.
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You know the negative reputation cubicles have – dull, dreary, gray. How can you possibly be expected to sit in one every day and be your naturally productive, enthusiastic, and upbeat self? The answer lies in decorating your cubicle so it sparks creativity and feels welcoming. While this might seem impossible given the bland canvas you have to work with, take heart because it’s totally doable!
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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?!
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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?
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.