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As a sales associate in Apparel, Entertainment, Toys, Sporting Goods. Financial benefits include 401(k), stock purchase and company-paid life insurance. You'll find that being a sales associate will keep you moving.
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Paid time off benefits include parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
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Be a Techie: Leverages digital tools to drive sales, improve the shopping experience, and elevate associate engagement; utilizing hand held technology to make immediate business decisions related to production, training, and product quality with the member in mind; adapting to new tools and encouraging others to use them.
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Be a Techie : Leverages digital tools to plan for and drive sales, improve the service experience, and elevate associate engagement; utilizing hand held technology and systems to make immediate business decisions related to services, safety alerts, new product information, product application, and training; adapting to new tools and encouraging others to use them.
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We offer benefits that can be customized to meet your family's needs, including medical, dental, vision, life insurance, supplemental voluntary plans, wellness programs, and online discounts. Our on-the-job training will build your skills in category resets and product placement.
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You have a clean driving record and auto insurance. Be Your Own Boss: Set your own schedule and keep control over when you drive and earn. Boost Your Earnings: You get paid for the time and distance of a trip, plus tips and bonuses.
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Career Path Options Opportunities for Advancement in our Parts, Sales, and Service Departments. Medical, dental, and vision insurance available. $50,000 life insurance policy. Qualified mechanics have the option to chose between hourly pay or flat rate pay program options.
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Prefer at least 2 years of diesel technician experience. START TODAY Technician Requirements. Good communication skills and basic computer skills. Competitive Industry Pay Starting wage up to $35/hr, based on experience.
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We are a leading national provider of property inspection services and innovative process management solutions for property and casualty insurance companies. FREE training and help desk available daily.
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This is a full-time hybrid role for a Sales Associate. Insurance agent license (or willingness to obtain one) With a focus on serving farmers and ranchers, Farm Bureau Financial Services offers a suite of insurance products including auto, home, life, farm/ranch, and business.
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This position will be responsible for overseeing bridal sales performance, timepiece merchandise launch executions, implementing bridal product education provided by Signet, and developing training plans to improve areas of opportunity for Store as a whole.
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Availability-daytime hours Monday-Friday for Inspections and training. Property Inspection experience is a plus. Inspector is responsible for building inspection schedule, expenses and taxes. Obtain photos of the home, outbuildings and any hazards/deficiencies and when needed, sketch the footprint of the home and any outbuildings.
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Caseload Information: Full-Time (37.5 hrs/week) Caseload: K-12 Start Date: August 2024 End Date: May 2025 Location: Onsite Requirements: Master's degree in School Psychology Active State Psychology License Benefits: Comprehensive Medical, Dental, and Vision Insurance Weekly Direct Deposit Relocation Assistance W2 Employment Status Interested.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.