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As part of the Product Development/Innovation team, this role will help explore new technologies and new markets for sustainable, renewable raw materials, like wood residuals (think sawdust & shavings from lumber/furniture and floor making industries.
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Job OverviewRetail Sales Representatives (RSR) work as a member of a Retail Team of Experts to bring the T-Mobile brand to life. 6 months of customer service and/or sales experience, Retail environment preferred.
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Receive inbound freight, prepare, and place merchandise on the sales floor per DSW standards, complete markdowns, maintain clearance standards, and organize and maintain the stockroom. Share the benefits of the DSW (Designer Shoe Warehouse) Loyalty program and enroll new members.
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Designer Brands Inc. operates a portfolio of retail concepts in more than 640 locations under the DSW Designer Shoe Warehouse and the shoe co. Complete all functions of the fulfillment process including locating items, inspecting condition of product, packaging and label placement ensuring readiness for pick up/delivery.
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As a Mom365 photographer, you'll interact with moms, families, and our hospital partners, helping to commemorate baby's first moments through the art of beautiful newborn photography and package sales.
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Our innovative model allows us to provide definitive care in the home, including point of care laboratory studies, minor procedures, splinting, wound care, suturing , IV fluid and medication administration.
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Support team initiatives and create an inclusive environment Education:High School Diploma/GED (Required) Work Experience: 6 months of customer service and/or sales experience, Retail environment preferred.
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As part of the T-Mobile team, you know the Un-carrier doesn't have a corporate ladder-it's more like a jungle gym of possibilities! All employees at T-Mobile, are guaranteed to earn $20/hour inclusive of base pay and incentives.
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Customer Service: Manage and record guest communications for customer services, and monitor point of sale system for guest transactions. We provide a full variety of massage, skin care, spray tanning, full body waxing, mineral makeup, body wraps/scrubs, and now offering eyelash extensions.
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Ordained Minister in the Evangelical Lutheran Church in America or an ELCA full communion partner: Episcopal Church, Presbyterian Church USA, United Methodist Church, Moravian Church, Reformed Church in America, or the United Church of Christ.
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Accountable for accurately utilizing PharmaCann’s Point of Sale system, including state systems and new customer files. The Budtender is responsible for compliance with all policy and procedures and all other operational objectives of the business., as well as executing visual standards and presentation needs to customer requirements, product performance, along with sales and marketing objectives.
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Learn how to input orders into our POS (that stands for “point-of-sale”; we don’t use swear words in our job descriptions). Please note the restaurant team member position could fall in line with these types of positions: crew, cashier, cook, line cook, prep cook, dishwasher, server, host, drive-thru, customer service, supervisor, team trainer, and crew member.
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Becoming proficient in the use of digital tools designed to enhance interactions and onboarding to actively demonstrate: Completing training on T-Mobile in-store experience, new skills and processes, knowledge of systems and reference resources.
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Outside Sales Representatives educate and inform homeowners on what they're entitled to through storm damage as it relates to roofing, siding and gutter projects protecting their most valued investment at a fraction of retail costs.
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Working as part of a lively, collaborative, innovative, customer-focused and diverse Product Marketing team, you will interact closely with engineers, designers, operations, quality assurance and market acceptance testers, compliance, sales, service, business systems and support teams that are distributed globally to define, prioritize, document and deliver successful solutions.
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sales floor point of sale jobs Title: sales associate Company: Daiso in Westminster, Norwood, Massachusetts
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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.
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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?
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.
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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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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.