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All positions must strive to support WFM core values and goals, promote national, regional, and store programs and initiatives, and ensure adherence to all applicable health and safety regulations including Food Safety and regulatory duties required in the department.
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Experience: Prefer experience working in retail, hotel, restaurant, grocery or drug store environments. Assists in maintaining a clean, well-stocked store for customers during their shopping experience.
Full-timeExpandApply NowActive JobUpdated 6+ months ago - UpvoteDownvoteShare Job
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Experience : Prefer store management experience in retail, grocery, or drug store environments. As a Family Dollar Assistant Store Manager you will be responsible for providing exceptional service to our customers.
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Come join SFS as a Retail Merchandiser independent contractor and enjoy all the benefits of creating your own schedule.
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Supports collaborative and productive relationships with departmental leaders, store leadership, and 1P/3P partners, e.g., Amazon delivery drivers. In this role, you will support the Team Leader in leading and executing the Customer Service & E-Commerce programs; this means you are responsible for the checkout experience and grocery delivery & pickup at your assigned store.
Part-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
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Maintaining the performance of your store by running retail inventory compliance. Own store success and take ownership for store employees’ work-related needs, store leadership, staffing and scheduling, maintaining labor controls, marketing, loss prevention and all other store functions.
$69,572 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Have departments ready for business by times outlined by Store Director and in accordance with company policy. Maintain a clean store by limiting clutter in isles, cleaning up any spills, and clutter on the premises before store opens for business.
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Ability to operate and use all equipment necessary to run a store (e.g. dolly, handtruck, forklift, baler, computer, cash register) (forklift and baler requirements do not apply if under the age of 18.
Full-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Perform all store opening/closing duties, including performing day end procedures, verifying/securing money/deposits according to company policy, preparing bank deposits as needed, ensuring all night security lights are on, locking doors and securing building, arming/disarming security alarms, and checking/securing/locking delivery vehicle(s) parked in a secure designated area.
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Develops and maintains creative store layout and product merchandising. All positions must be performed in accordance with team and store Standard Operating Procedures. Maintains good vendor relationships, develops new vendor relations, and ensures all paperwork is properly submitted for vendor processing.
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Ability to safely access all areas of the store including selling floor, side lot, stock area, and register area. Work shifts vary from one store to another, but generally are no less than 4 hours and may exceed 8 hours.
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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 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
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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.