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Aside from the appropriate CDL, drivers of flatbed equipment need to be adept at securing cargo with tarps, come-a-longs, chains, strapping, or other types of devices. The various types of trailers will also cause a truck to handle differently, so a driver needs to be especially safety-conscious and alert when learning aerodynamics, braking, and other aspects required of various trailer types.
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Over the Road (OTR) Routes. OTR drivers are generally paid by the mile and are on the road for much of the year with limited home time. To earn and maintain the HazMat (H) endorsement, drivers must successful complete the following: (1) written knowledge test, (2) Transportation Security Administration (TSA) Security Threat Assessment application, (3) submit fingerprints along with two forms of ID (Drivers license, DOT medical card, etc.
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The Cameron Dean will oversee a budget of over $20 million and a talented academic team including six discipline areas, three Associate Deans, Assistant Dean of Student Success, Fiscal Officer, Director of Marketing, Executive Director - Center for Retail, and a dedicated administrative staff.
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Fort Transfer has been providing the transportation industry with its quality service and reliability for over 90 years! The information below provides insight into how being a Lease-Purchase driver may meet your expected lifestyle, work into your long-term career plans, and provide the working environment you seek.
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With over 79.000 employees at some 1,300 locations in over 100 countries, the Kuehne+Nagel Group is one of the world's leading logistics companies. We invite you to join one of the most successful international logistics organizations here at Kuehne+Nagel.
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Our bicycle department has over 350 bikes on display in our beautiful showroom, including road, gravel, mountain, hybrid, children's and electric bikes. Our staff is made up of passionate and professional individuals who are dedicated to helping all customers experience the joys of cycling at their own level, without any attitudes.
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Marshall Fleet Solutions is a long established dealer of Thermo King equipment as well as being main dealers for most manufacturers of tail lifts sold in the UK. The company has over 200 engineers, together with a national call center in operation 24 hours a day, 365 days a year.
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From towing and road service, auto and truck repair, and off-road diesel fuel delivery to knuckle boom crane and environmental clean-up services; whatever it is you need- Mike s has you covered.
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Automotive Technician (On the Road) Ready to rev up your career? Minimum Qualifications: Self-starter Ability to work without supervision Positive attitude Familiarity with diagnostic tools Understanding of automotive/trailer mechanics Valid driver’s license and the ability to maintain a clean driving record Perks of joining the U-Haul Team: Get your career moving with a company who empowers team members to be the healthiest version of themselves.
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Outside the office, you may find him on the links of the South Shore Country Club or riding his Road King Harley Davidson motorcycle out on the open road. Outside of the office Rob is a proud Father and he works as an assistant soccer coach for his daughter's team.
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Outside of the office, Josh is an avid runner and game enthusiast, and lives in Pawtucket, RI with his wife and cats. With a Bachelor of Arts from Florida State University, Tyler’s responsibilities include managing clients and overseeing the Building Team in the NY/NJ/PA markets.
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With a Bachelor of Science from Bentley College, Jon is involved with the day-to-day recruiting and operations for our Boston group; focused on the New England market. With a Bachelor of Science from the University of Scranton, Tom's responsibilities include client service as well as training and managing recruiters in the New York group; focused on the NY/NJ/PA civil market.
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Outside of the office, Chamila enjoys exercise, spending time with her 5 siblings/family and has a passion for helping her friends through her love and keen eye for Interior Design. Chamila focuses in the NY/NJ &PA markets and holds a Bachelor’s degree in Business Administration & Management from Fisher College in Boston.
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With A Bachelor's degree in Sociology from the University of Massachusetts, Rob's responsibilities include recruiting candidates and managing clients for our Boston group; focused on the New England market.
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Outside of the office, Jon is the consummate New England sports fan who spends his weekends cheering on the Boston teams and enjoying time with family. Josh's responsibilities include recruiting, client management and managing a team of recruiters for our New York Civil Group which is focused on the NY/NJ/PA markets.
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over the road jobs Company: Van Wyk Inc
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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.
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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.
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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.
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.