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Complete route observation reports and discuss observations with driver including safety issues, customer calls, route cleanliness and truck appearance. Review all truck repair issues and address with shop manager to ensure mechanical issues are fixed.
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Shrink wraps and labels with correct truck, stop and other required information. Shrink wraps and labels with correct truck, stop and other required information. Perform duties in accordance with Hazard Analysis Critical Control Points (HACCP) and Safe Quality Food (SQF) policies and procedures, as appropriate for location.
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You will be driving a parcel, cube van, or box delivery truck. 21 years of age for Non-CDL Back Up Driver. 19 years of age for Express Back Up Driver. 25% of this position will include back up driver duties.
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Monitor driver time and attendance, completed route sheets, disposal tickets and compliance with DOT hours of service and Waste Pro regulations. Address all customer issues, complaints and inquiries by speaking with the customer and/or driver.
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TIPS AND MILEAGE PAID DAILY (average varies based on location, shift and number of deliveries)
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All you need is a mode of transportation (bike, car, scooter) and a smartphone to start making money.
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TIPS AND MILEAGE PAID DAILY (average varies based on location, shift and number of deliveries)
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If you're a licensed CDL Driver looking to advance your career with a nationally established company, look no further. You will make both ground and rooftop deliveries. ABC Supply, America's largest wholesale distributor of exterior and interior building products, offers professional driving opportunities that allow you to do what you love every day and still be home every night.
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Our commercial delivery driver position is responsible for the delivery of parts to our commercial customers. Must be at least 18 years old and have a valid driver's license and able to meet AutoZone’s driver requirements.
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Shuttles trucks to and from truck rental facilities if necessary. Administration and a valid state specific Commercial Drivers License, Class A. Ensures trucks have received pre-trip inspection prior to driver departure.
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Assists in unloading all merchandise from delivery truck, organizes merchandise, and transfers merchandise from stockroom to store. We offer generous benefits, flexible work schedules and the ability to work today and get paid tomorrow.
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Summary: Southway Crane and Rigging Inc. is currently seeking a full time experienced Truck Technician Mechanic to help build our branch location. At least (3) years' experience as mobile Truck mechanic / technician that can demonstrate ability to inspect cranes in order to diagnose defects.
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As Ground Operations Crew, you'll: Operate ground service equipment to service the aircraft (Potable water truck, ground power unit, tug, aircraft pushback, lavatory truck, deicing truck, etc.
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Operation of Post Pounder/Driver Truck. Loading and unloading materials on a flat-bed truck and/or trailer by hand, digging holes, using power tools, etc. Working from elevated platforms, ladders or truck beds.
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Fumes associated with tires and occasionally car parts and lubricants prevalent. Protective equipment required: steel or composite toe boots, safety vest, harness, seatbelt, SRL (self-retracting lifeline.
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truck job Title: class driver Company: Gfl Environmental in Quincy, FL
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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?
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).
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.