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We provide our employees with the ability to work in school districts across the country in addition to benefits, comprehensive training, flexible work schedules, and professional development. Substitute Food Service Worker An ESS substitute food service worker plays an integral role in preparing and delivering meals to students in a clean, safe, and healthy environment.
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We offer free trade training and license exam preparation through Lee Company University (LCU), our very own NCCER accredited trade school. We offer site-based positions along with competitive pay, full benefits, paid training, and opportunities for growth.
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As a Family Dollar Customer Service Representative you will be responsible for providing exceptional service to our customers. from floor level to above shoulder height; must be able to meet demands of frequent walking, standing, stooping, kneeling, climbing, pushing, pulling and repetitive lifting, with or without reasonable accomodation.
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Maintenance Operator (Solar Technician) I - II: 0 - 2 years of experience in an operations or similar field or entry level with a background in Process Technology or Instrumentation. Operate and maintain the site while maintaining a high level of Safety, Reliability, Efficiency and cost.
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Ensure the cleanliness of service counters, showroom, and customer restrooms. Previous cashier and customer service experience; experience in repair or parts shop preferred.
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STEP THREE: Connect with a career specialist to discuss available options (we'll contact you at the number provided) STEP TWO: Complete the online application (provided upon completion of STEP ONE and takes about 10 min.
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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.
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.