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The Route Service Delivery Drivers primary responsibilities are to provide premium customer service to residential, commercial, and retail customers, accelerate growth through upselling, manage account information, and work safely.
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BlueTriton also owns and operates ReadyRefresh®, a water and beverage delivery service for homes and offices. Service-oriented with strong face-to-face sales skills. Maintain necessary delivery information on all accounts including cash and receipts.
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What you’ll be doing: As a Van Delivery Driver, you will transport products safely and deliver office supplies on your assigned route to customers. In this role, you will organize and load product for delivery utilizing the manifest assuring the most efficient delivery route and schedule.
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This is a non-CDL driver position. Do you have at least six months of delivery driver experience with a company vehicle and are ready for a fresh start? Staffmark is hiring a Local Delivery Driver in Avon, MA to work for our phenomenal client responsible for the creation of America's most popular meal kits.
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The Local Delivery Driver will be responsible for accurately delivering meal kits to customers' homes. The candidate selected must be at least 22 years old, have a valid driver's license, and bring at least six months of verifiable delivery driver experience with a company-owned vehicle.
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Adhere to our safety policies which include the prohibited use of electronic devices while driving and reporting any on-the-job incidents or changes in driving status Service Orientation Be courteous, outgoing and always maintain a professional image.
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Requires a CDL license to operate delivery vehicle in excess of 26,001 pounds. Operates crane or boom on delivery truck, including rigging, planning and hoisting of a variety of heavy construction materials.
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The Customer Service Specialist is part of a team and will assist sales representatives and customers, usually by phone or email, in areas relating to inquiries, orders, pricing, delivery and responding to customer complaints, questions and problems.
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Primary duties of the Trash Collector include: - Operating garbage trucks - Collecting and dumping trash receptacles - Following route assignments as directed Waste Management offers an excellent benefits package that includes medical, dental, vision, life, 401(k) savings and more.
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As a Marriage and Family Therapist you will ensure the delivery of evidence-based practices in suicide prevention and crisis intervention, applying the techniques of: Engagement, Assessment, Planning, Implementation, and Evaluation.
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Parking Enforcement Driver Part-Time (Route 128, Westwood, Ma) Assist with additional customer service and parking management duties as directed by supervisor. Complete allocated vehicle route between parking lots safely within allowed times.
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As a Property Services Maintenance Tech, the primary responsibilities are to perform a variety of work in the maintenance and repair of equipment and facilities of common area elements and buildings, condominium buildings and the recreation center including but not limited to carpentry, roofing/gutters, electrical, plumbing, masonry, painting tasks and snow removal.
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Adjunct faculty in Community Education provide instruction for non-credit courses and programs for personal enrichment and professional and career development. Non-credit Adjunct Faculty Massasoit Community College Posted: July 3, 2021 Location: Brockton, Massachusetts.
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The incoming cardiologist will be part of a Cardiology Department that includes four non-invasive cardiologists, two interventionists, three Advance Practice Practitioners as well as two visiting electrophysiologists from our affiliate HMFP/Beth Israel Deaconess Medical Center.
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The ideal non-CDL Driver will be at least 23 years of age with experience driving non-cdl commercial vehicles of at least 24' and 26' in length. Communicate from the field with the dispatcher, customer service and/or branch logistics.
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delivery driver non route service jobs Title: cdl driver delivery Company: Ernst Young in Sharon, MA
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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
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.
Recruitment strategies that are weird, but actually workÂ
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.Â