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The Attractions Technician will assist with facilitating the repair and maintenance of our attractions and any associated equipment. MAINTENANCE TECHNICIAN JOB SUMMARYThis role will be responsible for the maintenance and appearance of all attractions.
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Responsibilities Prior demonstrated, successful experience in marketing a skilled nursing facility or facilities to local referral sources To manage and maintain the systems and processes associated with patient/resident financial services Ability to meet admissions/marketing goals for census improvement/maintenance.
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The Tire Technician is the backbone of our success and is the first step in your journey with Discount Tire. Our Tire Technicians repair, install, and maintain tires on cars, trucks, and commercial vehicles.
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You will manage a variety of diverse tasks, with limited supervision, including vehicle sales, processing of sales paperwork, assessing vehicle condition for use in appraisals, and even managing repair orders.
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In this role, you will acquire proven industry knowledge, skills and resources to develop your operations & fleet maintenance background. Accountable for coordinating with Maintenance, Asset Management, Sales and Marketing to ensure customer satisfaction.
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Gerber Collision & Glass is one of the largest collision repair companies in North America. Gerber Collision & Glass has been WOWing customers with our collision repair services for over 80 years.
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You Have:Qualified candidates must have 7+ years of relevant job experience or hands-on field experience, installation, maintenance, troubleshooting and repair of electrical or lighting systems, wiring, and controls.
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Ensure policy and processes are followed to optimize running costs and maintenance overhead. Manage running costs and maintenance overheads. This requires the Manager Trainee to work cross functionally across Operations, Asset Management, Sales, Quality, and Rental Management.
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Manages internal projects by supporting Maintenance and Fabrication Shop employees involved in new projects and retrofits/upgrades. Manages internal projects by supporting Maintenance and Fabrication Shop employees involved in new projects and retrofits/upgrades.
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Ability to frequently use general maintenance tools, supplies, and equipment such as, but not limited to, pressure washers, lawn care equipment, snow and ice removal equipment, ladders, hand tools, etc.
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Support Car Maintenance: Help diagnose car issues and assist with wiper blade, battery, and light bulb installations. For step-by-step instructions on how to apply visit careers. That's why AutoZone offers thoughtful benefits programs with one-on-one benefit guidance designed to improve AutoZoners' physical, mental and financial wellbeing.
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Eligibility and waiting period requirements may apply; benefits for Autozoners in Puerto Rico, Hawaii or the U.S. Virgin Islands may differ. As a part-time Retail Sales Associate, you play a crucial role in creating an exceptional shopping experience for our customers.
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About G & R Heating and Air: We provide HVAC and Roofing repair and installation services in the Northwest Suburbs of Illinois, the Southwest Coast of FL and the Phoenix area of AZ. We are family owned and operated and believe in hiring good quality talent and paying them extremely well.
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Job Details:What you'll do: Conduct tire maintenance including repairs, mounting and rotationsClean hubs and wheels for corrosionMaintains an organized and safe work environmentOther duties as assigned by manager Requirements: 18 years oldA valid driver's license is required for this positionHigh school diploma or GED is helpfulAbility to lift an object weighing up to 75 pounds Varying work hours, Mon-Sat, some overtime may be required.
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Install, diagnose and repair electrical systems, apparatus, and electrical components of industrial machinery and equipment. Plan and install power supply wiring and conduit for newly installed machines and equipment such as palletizers, conveyors, and programmable controllers.
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predictive maintenance repair jobs in Elgin, IL
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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?
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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 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.