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The Assistant Store Manager position assists with the daily operations of the store and carries store keys to perform opening and closing responsibilities. At General Manager direction, can assist the GM with timely administration of 'Incident' and 'Violation' level that would result in a next step of Progressive Discipline excluding Suspension or Termination levels.
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Assists the General Manager in training cash handling and store operational standards. Assists the General Manager and Store Manager to achieve financial goals. Assists the General Manager in the execution and delegation of Company Operational, Merchandising and Visual standards.
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Assists the General Manager in Phone Interviews. Provides overrides, performs safe and till counts, and reconciles cash settlements. Follows all Loss Prevention Guidelines in deterring theft and providing timely documentation as needed.
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Ability to execute the concept by understanding and applying report information. Required to successfully complete Key Carrier Certification exam within 60 days of hire or prior to promotion. Ability to train and mentor associates to assure company standards are met.
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Identifies and informs GM of personnel training opportunities. Ability to work flexible schedules including nights, weekends and holidays. Ability to believe in our customer centered culture to deliver a superior customer service experience.
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Demonstrates Total Customer Service Standards and attempts to resolve customer issues timely and professionally. 2+ years of retail sales or customer service experience. Requests assistance from SM/GM as needed.
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Previous supervisory experience preferred but not required. Excellent verbal communication and active listening skills. Employee Assistance Program. Comprehensive Medical, Dental, & Vision Benefits. 401(k) Retirement Plan.
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Excellent sales and customer service skills. Employee Stock Purchase Plan. Life, Disability, and Voluntary Benefits. Paid Time Off (Vacation & Sick Time) Employee & Family Discounts. Flexible Spending Accounts.
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Starting Wage: $16.15. Supervises associates and delegates tasks to ensure productivity, coordinates meals/breaks, and shares department successes and opportunities.
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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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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.
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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 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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.