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Patrol HCMA property while operating a patrol car, golf cart, motorcycle, motor scooter, bicycle, pick-up truck, fire truck, horse, watercraft and/or snowmobile, or on foot in a variety of environmental conditions and over variable terrain.
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Truck & Trailer Specialties has been serving the public works industry since 1974; our niche is plow trucks! · Truck & Trailer Specialties, Inc is an Equal Opportunity Employer. You'll utilize welders, torches, plasma cutters, shears, punch presses, drill press, and metal cutting saws, fabricate parts as needed, weld ferrous and nonferrous metals using MIG or Arc (electrode), daily communication with shop manager and team leads to assess job processes.
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Safely drive and maneuver a box truck. This job posting is for a position at the individually owned and operated TWO MEN AND A TRUCK ® franchise located in Howell, MI. The employer at this location is AN3 Transport LLC.
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The primary function is driving a transport truck to gas stations and other commercial locations, loading and unloading bulk fuels and completing assigned paperwork. Responsible for general maintenance of truck, such as checking oil and fuel levels.
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Ensure that the truck is loaded with correct fuels for each drop locations. Keep truck clean and orderly at all times. Complete all "pre-trip" requirements before each truck run.
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As a Goodyear Commercial Tire & Service Centers Retread Maintenance Technician, you will perform retreading functions for light and medium truck, bus and specialty tires. We are a service and retreading market leader with over 200 Commercial Tire Centers and Truck Care Centers located across the United States.
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Ability to withstand exposure to varying temperatures, humidity, and other elements while performing certain job duties including but not limited to curbside, truck unload, etc. Leverage omni channel offerings to deliver a frictionless customer experience.
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Accurately deliver on our operational processes, BOPUS, BOSS, MLS, SFS. Support sales floor, fitting room, point of sale, and operational processes, as required. Basic math and reading skills, legible handwriting, and basic computer operation.
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Responsible for inventory processes including truck put away, shoot outs, cycle counts, Back stock, etc. General stocking including truck stocking and back stock. The employee is also occasionally exposed to moving mechanical parts; high, precarious places; toxic or caustic chemicals; risk of electrical shock; explosives; and vibration.
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Minimum one year truck driving experience or successful completion of credited, approved truck driving school. Be able to pass a DOT driver physical and DOT pre-employment drug test. Be able to pass a road test conducted by Meijer Private Fleet management consisting of several factors and at twenty miles in length.
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Operating equipment (e.g., pallet jacks, hand trucks, breakdowns, etc.)
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Moving products within a store (e.g., safely stacking and moving products on equipment such as a u-boat, hand truck/dolly and/or breakdown, etc.) Serving customers (handling customer complaints, responding to customer requests, or meeting customer needs)For positions that require use of a personal vehicle for a sales route, mileage reimbursement is provided.
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As a Material Handler, you will: Load and unload pallets and individual cases to and from trailers; Pick appropriate cases according to order; Load trailers via carts or stack cases on the floor of a truck trailer; Receive and distribute product and assist in weekly product inventory; Perform general housekeeping and specific sanitation tasks.
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Packaging and palletizing of orders per classifications, and from overstock, loading all truck orders each day. Additionally, this role will move freight, stock, or other materials to and from storage or production areas, loading docks, delivery vehicles, trucks, or containers, by hand or using a pallet truck, fork-lift, or other equipment.
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CDL Class A Reefer and Van Opportunities: Dedicated, Regional, and OTR Driving Positions Available
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truck job in Howell, MI
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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?!
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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.
How to Navigate Hiring Out of State
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.