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Customer Service Representative (On-Site) Apply today and discover why over 440,000 game-changers around the globe call Concentrix their "employer of choice." Celebrations for Concentrix Day, Team Appreciation Day, Customer Service Week, World Clean Up Day, #MyOneEarthPromise, and more.
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Physical wellness - medical/Rx, dental, vision and on-site wellness center access or gym reimbursement (as applicable). Company provided protective clothing required: Uniforms, hardhats, earplugs, safety glasses, hair restraints, steel-toed shoes, gloves, and safety harness may be required based on task performed; employees are required to wear all required PPE (Personal Protective Equipment) (i.e., hard-hats, safety glasses, earplugs, uniforms, and steel-toed boots) in addition to job specific PPE requirements.
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SESI partners with school districts to run classrooms, on-site, within district boundaries and standalone schools that meet the academic, behavioral, and social-emotional needs of special and alternative education students with Autism Spectrum Disorders, Emotional Disabilities, Learning Disabilities, and other challenges.
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Acting as a one-man attachment to other special forces teams, these highly specialized Airmen are trained in a wide range of skills, including scuba, parachuting and snowmobiling, as well as being FAcertified air traffic controllers in order to establish air control and provide combat support on missions all over the globe.
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Part-time work consists of shift-work on any day from Sunday through Saturday, which may include irregular hours, nights, holidays, overtime, extended shifts and weekend shifts, changing shifts, and split shifts.
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That you have included on your LinkedIn profile to your Academy Sports + Outdoors job application. Operate and coach others on the use of POS equipment, symbol and telephone (Cashier Only.
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The Valdosta site is a tobacco and e-cigarette free facility; any exceptions will be addressed on site. We put diversity and inclusion into action with our Employee Resource Groups, which unite employees based on common perspectives, identities, demographic factors, or out of a desire to be an ally.
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Completes training on T-Mobile in-store experience, new skills and processes, knowledge of systems and reference resources. Exploring individual needs and providing hands-on demonstrations of the latest and greatest technology in-store.
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Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.
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Makes the most of their time on shift, consistently seeking out information between customers, learning about innovations in wireless and technology. At GP Mobile, A T-Mobile Premium Retailer, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
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MedicalDentalVisionLife Insurance/ ADDisability InsuranceRetirement PlanFlexible Time OffHoliday Time Off (varies by site/state)Associate Shopping ProgramHealth and Wellness ProgramsDiscount MarketplaceIdentity Theft ProtectionPet InsuranceCommuter BenefitsEmployee Assistance ProgramFlexible Spending Accounts (FSAs) Morrison Healthcare maintains a drug-free workplace.
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Occupied bedrooms will only be entered when accompanied by an on-site team member. Groundskeeping - property beautification is often put on the back burner during turn but remains a critical aspect day-to-day operations for the community.
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Assist in the sign and print shop as needed, to include grommet install on banners, vinyl adherence, UV protectant application, sign cut out and install. Provide recommendations on materials, new installations and repair work to ensure the most cost and labor effective resolutions, to minimize repetitive maintenance upkeep.
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At least three (3) years prior experience in on-site multifamily property management, at least one (1) of which must have been a Property Manager / Community Manager. â— Tenant Relations: Lead the on-site teams in excellent customer service.
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We offer high-paying loads daily based on your needs and you do not have to be exclusive to us alone. We understand what it's like to be on the road, which is why we hold drivers in such high regard because we know how important they are to the economy.
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on site jobs Title: weekend Company: North Hill in Valdosta, GA
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You know the negative reputation cubicles have – dull, dreary, gray. How can you possibly be expected to sit in one every day and be your naturally productive, enthusiastic, and upbeat self? The answer lies in decorating your cubicle so it sparks creativity and feels welcoming. While this might seem impossible given the bland canvas you have to work with, take heart because it’s totally doable!
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.
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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.
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.