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YOUR ROLE As a part-time Brand Ambassador, you bring our brand to life every day!
Up to $16 - $17.6Part-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Prospecting possible new accounts from a variety of leadsVisiting newly established accountsVisiting established accounts with high upside potential for developmentWork as a team with Inside Sales staff on customer issues, assisting in account development, and regional development and maintenance planProduct displaysSchedule maintenance and the ability to communicate remotely with the Regional Manager.
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The Customer Service/Sales position types may include Department Sales, Lead Generator, Pro Account Sales, Sales Specialist, Special Services, and Customer Order Specialist.
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The Sales Associate bring a positive attitude and service mentality to every interaction in an effort to delight the Forever 21 shopper. Minimum of one year of retail sales experience and previous cash handling experience is preferred.
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ACP/LIFELINE Sales Professionals only. Our Management team has 135+ years of experience to help you succeed Serious SALES TEAMS ONLY Inquire via SMS TEXT ONLY: 616.633. ACP/LIFELINE Sales Professionals only.
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The Outside Sales Supervisor exercises significant independent judgement, problem solving, and discretion in the development and implementation of inside sales systems with minimal direct supervision.
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While experience in direct, inbound, or outbound phone sales is preferred, we are an equal-opportunity employer. If you have a proven track record in phone sales, we are eager to connect with you.
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Welcome to the Latest Job Vacancies Site 2020 and at this time we would like to inform you of the Latest Job Vacancies from the Frito-Lay North America with the position of Route Sales Representative - Frito-Lay North America which was opened this.
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Basic computer skills Previous sales experience in retail commission based sales environment is a plus, but not required Strong organizational skills Expected Base Pay Not Including Potential Commissions, Incentive, Bonus, etc.
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A Sales Floor Associate is responsible for merchandising the store and replenishing stock. A Sales Floor Associate is responsible for merchandising the store and replenishing stock. No experience requited, hiring immediately, appy now.
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Design Your Future at PVHSales Associate Part Time - TOMMY HILFIGERSALES ASSOCIATE REPORTS TO: Store Management SUMMARY: The Sales Associate’s primary function is to sell and promote Tommy Hilfiger merchandise through execution of the TH Customer Service Standards.
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AutoZone's Full-Time Senior Retail Sales Associate drives sales through superior customer service by exceeding customer expectations and providing a WOW! While assisting customers, the Senior Retail Sales Associate will perform daily assigned duties and remain compliant with company procedures in accordance to AutoZone expectations by Living the Pledge every day.
$16 - $16.3 an hourFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Join our upcoming Sales Trainee Program and receive a mix of formal and hands-on learning. Rotate through different areas of the business including sales, logistics, customer service, transactional and project processes.
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Drives store sales which may include performing in all Five Below services (ear piercing, balloons, buy online pick up in store, etc.) If you want to be at the beat of the Five Below pulse, our part-time Sales Associates get right in the middle of all store action.
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Are you a passionate and results-driven sales professional with a hunger for success? Join our esteemed Fortune 500 company and unlock your potential as a Sales Representative. This is an extraordinary opportunity to showcase your sales expertise and make a lasting impact in a global leader.
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Title: inside sales Company: Assurant in Visalia, CA
FEATURED BLOG POSTS
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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.
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?!
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.
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.