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Whether you are looking for full time or part time contracts or just the occasional shift away from your everyday job we have the work available! 24 hour on-call service & support.
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We are looking to hire 1 Full-Time Guest Service Agent (must have flexible schedule) and 1 Part-Time Guest Service Agent (PM shift and weekends). We are looking to hire 1 Full-Time Guest Service Agent (must have flexible schedule) and 1 Part-Time Guest Service Agent (PM shift and weekends.
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FLSA: Full-Time/Part Time, Hourly, 6-8 Hour Shift, Union. Strong communication and time management skills. Restaurant Depot is a wholesale cash-and-carry foodservice distributor.
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Part-time, full-time, live-in and split-shift positions are available. Full-time, part-time, occasional, long term & short term positions available.
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All part-time and full-time nurses accumulate PTO, based on the number of hours worked (per year). Part-time nurses work a minimum of 1 week day shift & every other weekend both Saturday & Sunday.
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Full-time and Part-time (Full time: 30-40 hours per week, Part time: 20-29 hours per week) Benefits apply to Full-Time positions only.
$17.08 - $19.19 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Job Type: Full-time and Part-timePay: $14.35 - $16.00 per hourShift: 4-8 Hours Monday-Sunday (Opening/Morning, Day, Closing/Evening Shifts)Restaurant Type: Quick service drive-thru ONLY coffee shopHours of Operation: 5 AM-8 PMDescriptionThe Barista creates a memorable customer experience by providing fast friendly service and consistent quality products.
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Now Hiring / Immediate Opportunities for Full Time & Part Time Restaurant Shift Leader The ideal candidate will have experience leading a team and working in a fast-paced environment.
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How to Pass a Personality Test with Flying Colors
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.
10 Practical and Effective Strategies to Persuade Anyone of Anything
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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.