- UpvoteDownvoteShare Job
- Suggest Revision
Whether you are an experienced CDL A truck driver looking for a career change or a new CDL A truck driver just getting started - we are excited to offer you the opportunity to join our dedicated team of Sysco delivery partners.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Hub Group Final Mile is Hiring Non-CDL ISP Appliance Delivery Team. Non-CDL ISP Appliance Delivery Team. Professional work experience as an Appliance Installer or a willingness to learn the trade.
$4,200 a weekExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Voigt's Is Now Hiring CDL A Local Truck Driver in the Rogers, MN Area. Must Have A Valid Class A CDL & 1 Year of Consecutive Verifiable Experience Within The Last 3 Years.
ExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Our team of drivers are a well rounded breed with many years of over-the- road experience to guarantee every interaction with a B&B driver is better than the last. and their dedicated service is a true testament to what it means to be a B&B driver.
$29 an hourFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
TransForce is seeking part-time CDL A drivers in Brooklyn Park, MN. This job is offering $216/ Per Day. CDL Class: CDL A. Route Type: Local. Apply NOW or call your local.
$216 a dayPart-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Local Intermodal truck driver. - Valid Class A Commercial Driver’s License (CDL). - Leading equipment and technology specs designed for driver comfort. To learn more about E-Verify, including your rights and responsibilities, please visit Company Driver.
ExpandUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Currently hiring CDL-A Truck Drivers! KAG Energy, a division of Kenan Advantage Group, is currently hiring Local Truck Drivers in your area! KAG Energy, a division of Kenan Advantage Group, is currently hiring Local Truck Drivers in your area.
$34.25 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
32/Hour - Pay with Built-In Overtime on a Weekly Basis! 24/7 Dispatch & Roadside Assistance. Air Brakes & Double Endorsemen t REQUIRED. Additional Medical, Dental & Vision Supplemental Benefit Options.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Earn extra with our driver referral program. Call a recruiter today to learn more! Join KAG today to take advantage of great pay, competitive benefits packages, supportive terminal managers and great equipment.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Equipment: Single axel tractor and 28, 48 & 53 foot trailer Automatic TransmissionQualifications: Must be at least 21 years of age Must have a valid CDL A license 1 years driving experience required Warehouse and direct store delivery experience preferred Proven experience of safe driving behavior and no serious driving convictions in the last 5 years.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Koch Trucking is looking to hire professional CDL-A truck drivers to join our dedicated division. All candidates must have a valid CDL- A license and one year of driving experience.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
CEVA Logistics is hiring a CDL Class A Company Driver in Eagan, MN. This is a day shift position and the days of operation are Monday - Friday. Driver will deliver Tractor Trailer loads within a 150 – 200 miles from Eagan, MN. Driver is responsible for securing, loading, and unloading cargo.
ExpandApply NowActive JobUpdated Today
FEATURED BLOG POSTS
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.
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.