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OTR Drivers Only Dedicated Load Planner Not Forced Dispatch Apply Now for all the benefits of Partnering with F2F Transport Virtual Orientation Now Accepting Dry Van, Power-Only, Flatbed, and Reefer Drivers Leasing Options - Call a recruiter today for more information Awards for Clean Roadside Inspections Driver Trainers and Driver Advocates for Partners We cover your Semi-Annual DOT Inspection Requirements: Drivers must hold a valid CDL Class A or driver's license.
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Job Description: CDL-A Owner Operator Truck Driving Opportunity Open F2F is recruiting Owner-Operator truck driving Partners to join our team. Our Connect Program is a great option for Partners that want to run their own truck, but not book their own freight.
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Unlike typical owner-operator opportunities, F2F was designed exclusively for owner-operator truck drivers, aiming to empower them to build their own business, achieve independence, and experience success on the road through our Select Program.
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Argos USA Concrete Ready Mix is hiring a CDL A or CDL B Local Ready Mix Concrete Truck Driver in Jacksonville, FL. This is a non-union position and the driver must live within 25 miles of Jacksonville, FL. Argos USAis the industry leader in Ready Mix Concrete.
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A total of 24 months of commercial driving experience within the last 36-month period, or a total of 60 months of historical experience. SELF-DISPATCH SYSTEM MEANS YOU WORK HOW YOU WANT Call (855) 246-5009 to speak to a recruiter today.
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Currently not taking on Day Cabs, only those with Sleepers Click Apply Below and Complete the Steps that follow or Call (855) 246-5009 to speak to a recruiter today! 75% Gross Pay Dedicated Lanes Available.
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Our Select Program is our Self-Dispatch System: Enjoy Freedom, Independence, and Back-Office Support 80% Gross Pay Unlimited Home Time Negotiate Your Own Rates Weekly Settlements Payday Every Friday Samsara ELD Personalized Maintenance Escrow Personalized Back-Office Support Drive OTR, Regional, or Local Free Load Board Options Discounts for Truckstop and DAT Load Boards General Liability Coverage Cargo Insurance Fuel Card Discounts Not interested in booking your own loads.
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No serious at-fault accidents resulting in major damage or bodily injury within 2 years. Negative drug test results are required before driving under F2F Transport authority. No DUI convictions in CMV. No DUI convictions in non-CMV in 5 years.
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No driver's license suspensions within the last 2 years (consideration for recent Medical Certification issues.
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No driver's license suspensions within the last 2 years (consideration for recent Medical Certification issues.
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No driver's license suspensions within the last 2 years (consideration for recent Medical Certification issues.
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No driver's license suspensions within the last 2 years (consideration for recent Medical Certification issues.
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Kingsley Lumber and Hardware is seeking a qualified, dependable CDL Class B truck driver to join our dedicated delivery team. Job Opportunity: CDL Class B Truck Driver at Kingsley Lumber and Hardware.
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Local CDL Driver. At Waste Connections, youll thrive if you are friendly, dedicated, and prefer a work hard/play hard culture that is focused on maintaining our reputation as the premier waste services company in the markets we serve.
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CDL-A Truck Driver-Local-Home Daily. Valid CDL-A License with 1+ Year Truck Driver Experience Required. Aim Transportation Solutions is 26th on Transport Topics' Top 50 Dedicated Contract Carrier Rankings.
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cdl a truck driver dedicated jobs in Beltsville, District Of Columbia
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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.
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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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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).