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No matter which area of the business you support or which brand you decide to advance within our food service concepts, Alltown Fresh, Ramuntos, D’Angelos, Subway, Aroma Joes, or even our convenience brands, XtraMart, Honey Farms, Fast Freddies, Mr Mikes, Alltown, Jiffy Mart, Gulf, Honey Dew, Mobil Mart, Verc, Convenience Plus Brands, we know your contributions will be extremely valued and rewarded.
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Now Hiring for Guest Service Associates – Full-time and/or Part-time We are looking to add an Guest Service Associate (GSA) to our family. You display a guest come first mentality and showcase your exceptional guest service skills by providing pleasant greeting and parting remarks to everyone.
$16 an hourFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Excellent communication and customer service skills. As a used car service technician, you will be responsible for diagnosing and repairing vehicles in accordance with manufacturer standards.
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Wieland currently has an immediate need for a Slitter Operator to set-up and operate slitter machines and continually monitor materials and machine parameters to assure compliance with safety and customer specifications.
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PURPOSE AND SCOPE: The student intern supports FMCNA's mission, vision, core values and customer service philosophy. Accountable for outstanding customer service to all external and internal customers.
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Hartford Hospital is one of the largest and most respected teaching hospitals as well as a Level I trauma center.
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We provide a large product and service portfolio including power, automotive, ammunition, coinage, construction materials, refrigeration, electronics and many other industries. Work/Life Balance - An employee with less than twelve months of service on January 1st of the vacation year will be granted 5 days of vacation (40 Hours) once they have attained 12 months of service.
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A leader in catastrophe-exposed property insurance, SageSure was founded in 2009 to deliver reliable products, exceptional customer experiences, and strong underwriting results in challenging insurance markets.
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The daily commitment of its employees to provide premium service focused on the customer first has earned Copper and Brass Sales the position of a respected leader in the nonferrous metals industry for over 80 years.
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Hiring for: In-home therapist Location: Southington, CT Type of role: Part-Time Fee for Service (Minimum of 10 clinical hours/week) Qualifications: Active LPC, LMFT, or LCSW licensure in Connecticut Eligible for: $1,000 sign-on bonus* Stokes Counseling Services is a leader in mental health private practice and group practice within the state of Connecticut.
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Oversee cross-functional integration (planning, controlling, executing) within Tooling and Engineering departments, including coordination between customer service, purchasing, production, and engineering.
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The Full Time Personal Trainer/Small Group Training Coach is responsible for ensuring a positive customer experience and delivering great member service, Semi-Private, and Personal Training for our Ultimate Transformation Program.
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Review RFDS and other RF engineering documents to determine constructability and develop SOW/OOM/BOM. Advise the Project Manager/Customer of any problems with the constructability of the RFDS design.
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If you have professional experience in the automotive inspection business; or as a lot porter, auto detailer, car washer, service writer or vehicle inspector then this position is for you. We are proud of the collaborative, innovative, team-oriented work environments, excellent career enrichment opportunities, community service opportunities, competitive earnings, and comprehensive benefits package which includes a generous 401(k) plan.
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Contribute to meeting or exceeding the stores goals related to retail and service sales, guest loyalty (including credit), retail shrink and omni-channel sales, with a specific focus on the skin care category as set by Ulta Beauty.
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customer service agent jobs in Cheshire, CT
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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.
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.
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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).