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Conn's Home Plus, a $1.3 Billion Texas company is currently looking for in-home flooring sales consultants to join our Home Improvement sales team. With more than 160 stores across 15 states and online at Conns.com, our over 4,500 employees strive to help all customers create a home they love through access to high-quality products, next-day delivery and personalized financing, including flexible, in-house credit options.
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Solution various issues in collaboration with the team, driving continuous improvement and innovation in our financial processes. Experience in a SOX compliant environment, with hands-on knowledge of financial systems and reporting platforms (Deltek Costpoint, Unanet, Oracle EPM Cloud.
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Participate in ongoing continuous U-Haul education through U-Haul University. If so, then consider becoming U-Haul Company's newest U-Box Customer Care Representative (CCR; local delivery driver.
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Exposure to Business Process Analysis, Data Analysis, Finance, and Accounting, Excel and Macro Development, SAS or Other Reporting Tools, Data and Analytics, Microsoft Power Platform, SharePoint, RPA (Automation Anywhere big plus), Software Development, Project Management, Business Process Improvement/Engineering (BPI), Technical Support and Customer Service, Business Knowledge (Any Area) are all a big plus.
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Strong Analytical Skills, Process Improvement, HR/Team Leadership, Financial Literacy & Budget Management, Problem Solving, Compliance Management, Simplified and Effective Communication Style, Incident Response and Customer Satisfaction, Agility/Flexibility/ Adaptability.
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Operate and manipulate automated systems such as CHCS, AHLTA, ADS, Essentris, MHS Genesis and Clinical Information System (CIS), participate in clinical staff Performance Improvement (PI) and Risk Management (RM) functions, as prescribed by the Commander.
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Seek and implement the continuous improvement of the process through equipment improvement modifications. Continuous and close coordination with the Maintenance Manager, other Maintenance Supervisor(s), other Team Members, and Human Resources.
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Relationship Building: Viewed as a truthful individual who shares authentic and constructive feedback in a respectful manner in the spirit of being a force for good; builds mutual respect and trust by listening, learning and acting with compassion to encourage others in discovering their genius; takes responsibility for mistakes and offers impactful solutions; recognizes personal strengths and weaknesses; seeks and openly welcomes feedback for continuous improvement and personal growth.
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The Maintenance Supervisor maintains a role in the facilities staff on-call process in the event that on-call staff does not respond in a timely manner. The Maintenance Supervisor must be able to respond to emergency or other major events occurring on campus.
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Our mission goes beyond merchandising - we exist to empower home improvement stores like Home Depot, Lowe's, Ace Hardware, Menards, and product manufacturers to excel in what they do best: sales.
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Must possess State of Florida Advanced Training for Worksite Traffic Supervisor certification and at least 1-3 years of experience as an MOT (Maintenance of Traffic) Supervisor/Foreman in highway construction.
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Provide continuous up-time support for applications software issues associated with the X-ray and Vascular modalities. Utilize Digital Imaging and Communications in Medicine (DICOM) for viewing, filming, archiving, networking, and database administration.
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You have a "Lead by Example" approach, which has influenced your team in the past to strive for continuous improvement. viridianstaffing.com) is the original, professional staffing, recruiting, and HR consulting firm solely dedicated to organizations in and supporting the commercial, medical, and industrial cannabis / hemp industry.
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Previous Cleaning or Maintenance Experience : If you've worked as a custodian, commercial cleaning technician, janitor, in housekeeping, residential house cleaning, warehousing, or assembly, and thrive in a dynamic, team-oriented environment.
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Possess continuous improvement experience with emphasis in the laboratory information management and deployment of LEAN/Six Sigma, analytical methods and manufacturing process development for polymeric materials.
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continuous improvement jobs Title: house supervisor Company: Ford Motor Company in Jacksonville, FL
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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.
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.
Recruitment strategies that are weird, but actually workÂ
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.Â