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Our Tag & Title Specialist will play an important role in the processing of car deals, verify costs for the accounting department, including the costs of reconditioning and equipment add-ons, and handle the legal transfer of documents for the Department of Motor Vehicles.
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Automotive Tag and Title Specialist in Roseville, CA at EchoPark Automotive. EchoPark Automotive is hiring a Tag and Title Specialistto start at our Sacramento location in Roseville! Automotive Dealership Title Clerk Experience - required.
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Verify that funds have been collected and the correct lien holder paid off before processing title applications. All your information will be kept confidential according to EEO guidelines. Process all vehicles for registration in the state in which they will be titled.
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Create and execute reconditioning plan to prepare vehicle for sale. The Vehicle Procurement Coordinator's career path could lead into a Sales Associate role. This position interacts daily with Service Customers, Sales Associates, Sales Managers, Service Advisors, Service Director, other associates, Financial Services Manager, and support staff.
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And we’ll help bring out the best in you too, being part of a skilled team, with a clean, modern, climate-controlled environment and production facilities for top-notch reconditioning. Experience in one or more of the following: engine repair, steering and suspension, brakes, heating and air conditioning.
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The Mid-Level Manager role oversees multiple reconditioning lines and is responsible to ensure necessary production metrics are consistently met. To make sure our cars are in first-rate condition, we’ve built multiple vehicle Reconditioning Centers around the country, where our cars are inspected, perfected, and photographed before reaching the Carvana website.
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L0507 Roseville Toyota
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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.
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.
A Potential TikTok Ban?!
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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
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