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Description :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. Our GSA will be responsible for driving top notch guest experience while facilitating the completion of all store level tasks.
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Guest Service Supervisor is responsible for supervision of store operations and personnel in the absence of the store manager and assistant manager. The Guest Service Supervisor will ensure company policies and procedures are followed; while delivering a high level of customer service, store safety and appearance.
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Hampton Inn & Suites Farmington, located at 301 Colt Hwy, Farmington CT is seeking a Full-Time Guest Service Representative to join their team! The Guest Service Representative is the face of the hotel and provides superior service to all guests.
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Provide best-in-class guest service: promptly greet guests, respond to guest questions/concerns promptly, effectively, and courteously, assist guests in meeting their video gaming needs, inform guests about special promotions and the trade-in program, recommend additional items as appropriate, apply all selling behaviors during each transaction, and express gratitude to every guest for choosing GameStop.
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At Nothing Bundt Cakes , the Guest Services Representative sweetens up the place, get to play party planner by helping guests order the right cake for their celebrations. We were named the New Business of the Year for 2023 by the West Hartford Chamber of Commerce.
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Claremont is growing and we're looking to add a Part-time Guest Service Agent to our team in Glastonbury, Connecticut! Post all charges including valet and other miscellaneous charges to guest account.
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Guest Experience: Actively creates an inclusive, high-caliber experience and connection for every guest through team members. The Assistant Manager, Guest Experience role is an essential part of the store leadership team, ensuring our team members and guests (i.e., customers) receive a quality experience in our stores every day.
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Duties & Responsibilities:Successfully complete Monro's training program to enable Guest Care Specialist to execute the Monro selling process. Job DescriptionPosition Summary:You are responsible for providing a superior Guest Care experience and assisting in driving sales of automotive repair services and tires.
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There are Target job openings in your area.
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Our Crew members work hard, support their team, and bring positive energy with them every day.
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Work collaboratively with the Guest Services Attendants to maintain the front of the house as a friendly, guest-oriented location for leisure and recreation. Answer guest inquiries over the phone and in-person; providing accurate information.
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Opportunity: Guest Service Agent. Secure guests' valuables in hotel safe or safe-deposit boxes, if not available in guest rooms. Receive and resolve guest complaints, elevating to supervisor if necessary.
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As champions of the “Bob’s Way” our Retail Guest Experience Specialists find satisfaction in assisting customers with their interior design needs, offering world class customer service with a low pressure, honest, gimmick free and enjoyable shopping experience.
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Our Parking Guest Attendants (PGAs) play an essential role in our operation; providing the highest level of service to our guests during the check-in and check-out process. Partner with all team members to provide the best guest experience.
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You will coordinate the onboarding and initial training of newly hired team members, support team member engagement activities, and manage guest flow to ensure an outstanding shopping experience and drive results.
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Title: guest Company: Platinum Companies in Windsor, 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?!
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.
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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 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.