- UpvoteDownvoteShare Job
- Suggest Revision
The Assistant Manager is responsible for supporting the Store Manager in the various tasks involved in the overall operation of a store ensuring maximum sales/profitability by establishing and maintaining Guest Services, developing staff, controlling expenses, shrinkage and all aspects of merchandising and inventory control.
$16.55 - $18.2 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Assistant Store Manager supports the Store Manager in the staffing, setup, merchandising, pack-up and teardown of a Seasonal Store. In 1999, Spirit Halloween operated 63 seasonal locations throughout the United States and was acquired by Spencer LLC. Since its acquisition, Spirit has expanded its store base from 63 locations to over 1,100 in the US and Canada and has become the largest Halloween specialty store on the planet.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Spirit Halloween stores are situated in high visibility, high-traffic strip centers. Spirit Halloween's specialty retail stores are the most comprehensive one-stop destinations for everything shoppers can imagine for Halloween.
$17.5 - $20.95 an hourExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Job Description Brand - Spirit HalloweenThe Assistant Store Manager supports the Store Manager in the staffing, setup, merchandising, pack-up and teardown of a Seasonal Store.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Prior retail management experience is required. The physical demands of the job require 8+ hours of standing and walking, climbing ladders, setting up fixtures and lifting/moving up to 50 pounds.
TemporaryExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Brand - Spirit Halloween The Assistant Store Manager supports the Store Manager in the staffing, setup, merchandising, pack-up and teardown of a Seasonal Store.
ExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum age requirement is 18 and must have a flexible schedule.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Spirit Halloween was founded out of the observation of a trend on the verge of explosion. A large portion of the selection is exclusive merchandise found only at Spirit Halloween.
$17.78 - $22.49 an hourExpandApply NowActive JobUpdated 4 days ago
retail merchandising jobs Title: assistant store manager Company: Spirit Halloween
FEATURED BLOG POSTS
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.
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.