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Job placement is not guaranteed and programs require tuition.
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Previous experience as a non-CDL driver or in general labor, loading, unloading, landscaping, construction, production, manufacturing, factory, assembly or warehouse helpful! Non-CDL Driver / Mover.
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As a CDL A Local Owner Operator truck driver, you'll build relationships with our trusted customers as you make local deliveries. As a Local LTL Owner Operator Truck Driver with Roadrunner, you will get Top performers earn $130,000-$156,000 annually Monday-Friday schedule No weekends Daily home time Consistent freight with steady rates Virtual orientation Referral bonus High weekly settlements High quality freight from our long-term, consistent customers to move Access to health and medical plans Assistance for Veterans who are just returning to civilian life or those looking for a new home away from home.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a Local LTL Owner Operator Truck Driver with Roadrunner, you will get Earn an average of $130,000-$156,000 annually Monday-Friday schedule No weekends Daily home time Consistent freight with steady rates Virtual orientation Referral bonus High weekly settlements High quality freight from our long-term, consistent customers to move Access to health and medical plans Assistance for Veterans who are just returning to civilian life or those looking for a new home away from home.
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Longo Lexus is looking to hire an ambitious, detailed, & energetic Parts Driver! The Parts Driver Position has a Pay Scale consisting of the following elements and ranges. Discounts with Corporate Partners like GE, Dell, Oakley, Yeti, Ray Ban, and many more.
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This position is 100% on site at Lon Parts, Driver, Manufacturing, Automotive. This position is 100% on site at Lon Parts, Driver, Manufacturing, Automotive. Wages include Base Hourly Rate of $17.50.
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As Parts Counter/Driver , you're one of the most important team members at Norm Reeves Honda in West Covina. As Parts Counter/Driver , you're one of the most important team members at Norm Reeves Honda in West Covina.
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CDL Class A Driver. Primarily in Riverside County, San Bernardino County, Los Angeles County, and Orange County. CDL Class A Driver. Monday thru Friday with Weekends off. Assigned Equipment, Assigned Dispatcher, Fuel Card.
$80 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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STEP TWO: Complete the Hub Group online driver application (provided upon completion of STEP ONE and takes 10-15 min) Local routes, home daily. STEP THREE: Connect with a Hub Group talent specialist to discuss the available role (we’ll contact you at the number provided.
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Move merchandise and throughout the warehouse from-receiving to a customer’s car door.
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Secure Nursing Service LLC is seeking a local contract nurse RN NICU - Neonatal Intensive Care for a local contract nursing job in Pasadena, California. Perks: Local contract available at a great facility that treats travel staff well.
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As a driver on this fleet, you will get home weekly while still getting great mileage ranging from 2,200-2,500 a week. Trailers are pre-loaded at the shipper and drivers will assist with unloading pallets and reloading returns at most stores using pallet jacks available at most locations.
$85,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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License to drive - valid Class A Commercial Driver License (CDL) with a clean driving record. Handles company equipment properly, follow written driver safety rules, and performs a pre-trip inspection.
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No experience requited, hiring immediately, appy now.
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No experience requited, hiring immediately, appy now.
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Title: local driver Company: Argos Usa in Duarte, CA
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Virtual Reality Job Interviews
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?
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.
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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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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.