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3 Day Blinds is a national retailer and manufacturer of quality, custom-made blinds, shades, draperies, and shutters. We are committed to providing our clients with a seamless purchasing experience that is backed by our industry-leading warranty and outstanding client care services, so you can feel confident and proud in your Design Consultant role with 3 Day Blinds.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Turnover maintenance includes but is not limited to: installation of blinds, change filters, replace bulbs, replace drip pans as needed, and replace door stoppers, caulk, and other miscellaneous repairs as needed.
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As a Design Consultant with 3 Day Blinds, you can join our growing sales team with confidence! Design Consultants at 3 Day Blinds are earning a nationwide average of $94,000 annually in commission and bonus after a year with the company.
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Enjoy amazing discounts on our 3 Day Blinds products as well as access to various other exclusive discounts! We are proud to be part of the Hunter Douglas family of brands. We offer a generous uncapped compensation plan and bi-weekly draw while you ramp up your expertise.
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Housekeeping Aids sweep, mop, scrub (machine) floors, vacuum carpets and upholstered furniture, empty waste baskets, clean light globes and Venetian blinds, wash walls, windows and ceilings by climbing small ladders, refill toilet tissue and towel dispensers and move furniture.
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Cleans, dusts, and polishes furniture, equipment, artwork, fixtures, surfaces, walls, wood paneling, windows, blinds, window sills, trim, doors, cabinets, vents, and other surfaces: and cleans/disinfects telephones, water fountains, and office equipment/supplies.
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Clean windows, walls, air ducts, woodwork, blinds and light fixtures; dust desks, ledges, and windowsills. Job DescriptionGeneral Nature of WorkUnder direction of the Building Maintenance Supervisor, this position provides lead supervision to assigned groups; supervises, inspects, and participates in the work of custodial personnel responsible for performing a full range of general custodial maintenance duties related to cleaning and maintaining assigned buildings, facilities and adjacent grounds; trains assigned employees in their areas of work; performs related duties as required.
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FEATURED BLOG POSTS
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
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.
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 work
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.