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Collaborate with subject matter experts to ensure training content meets the needs of volunteers and aligns with best practices in early childhood development to support vulnerable populations.
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The Activist Training and Development Specialist, 6-month contract is a full-time, exempt, hybrid position based in Washington, DC or the Bay Area, CA, with preference for the Bay Area. This role will report to the Activist Training and Development Program Manager.
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The Customer Service Lead, in absence of the Store Manager and Assistant Store Manager, takes full responsibility for all store operations. HERE’S WHY: Career opportunities: At Dunn-Edwards, we believe in promoting from within and invest in your training and development.
$19 - $24 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Constantly refining our best-in-class service, IHS Corporate manages the behind-the-scenes operations to ensure a seamless customer experience through analytics, project management and training initiatives.
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High School diploma supplemented by five (5) years of previous experience and training involving building permitting, customer service, urban planning, local/state land use, zoning, site plan review, geographical information system operations, digital mapping, map design/interpretation, and personal computer operations.
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Training and Development: Receive comprehensive training on our eco-friendly travel services, customer service techniques, and company policies to support your success in the role.
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The Learning & Development Operations Specialist reports to the Learning & Development Manager and is responsible for managing logistics for in-person and virtual training sessions across the University of Oregon.
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Assist in the development and design of traffic engineering projects. They will assist in developing traffic studies, traffic analyses, signing/payment marking plans, traffic signal designs and plans, lighting designs, and/or ITS designs for various highway and roadway traffic engineering projects.
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The Customer Service Advisor (CSA) often begins as a Pick-n-Pull Greeter and can work their way up through Part Sales, Parts Specialist and eventually a store Sales Lead through positive work ethics and evaluations.
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The Assistant Manager, Training will supervise and assist in managing the daily activities and overall development and performance of bus operator Instructors and Trainees at Metro Transit's Operations Support Center.
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At ShipBob we benefit from diverse cultures and perspectives in service of the global community. With an almost 100% accuracy rate in fulfilling orders and orders shipped on time, our merchants can count on us to deliver excellent service.
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Preferred Qualifications Position Summary The Customer Service Representative plays a vital role in the successful execution of print and passport execution services in Print & Copy Services and UGA Passport Services within the Tate Student Center.
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The Marketing and Communications Manager, reporting directly to the Chief Communications Officer, is responsible for the development and execution of all marketing and communications activities for the Honolulu Museum of Art, including media relations, advertising, digital content, social media, and audience development efforts.
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Employees who possess the skills, training, and certification necessary to work in either delivering liquid petroleum products or in a service technician, help us effectively serve our customer's needs in all seasons.
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Reporting to the Director of Category Development, you will build consumer and customer-focused strategies, tactics, and category grounded solutions. Experience understanding, using, and employing syndicated data, customer card/POS data, and panel data to guide internal and external wins through sales and share growth (experience with data sources such as Nielsen, IRI, NPD, Numerator, 84.51, dunnhumby, SPINS, Stratum, Spectra/demographics, SPSOneScreen, Symphony Retail AI/EYC.
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customer service training and development manager in jobs Title: manager in training center in Enfield, Connecticut
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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?
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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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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.