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6+ months of retail or long-term care Pharmacy Technician experience. 6+ months of retail or long-term care Pharmacy Technician experience. A career with Genoa Healthcare means you're part of a collaborative effort to serve behavioral health and addiction treatment communities.
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Accountable and Reports to: District Store Director, Store Manager, Assistant Managers of Perishables, Store Operations, and Health Wellness Home; Floral Department Manager. Ensures floral products are fresh in the shop and throughout the store.
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Regularly meet with dealer and sales staff to bring updates, train, review results, implement new sales and marketing programs. We're hiring a Sales Specialist to focus on Equine (75%), backyard flock, small ruminant, and companion animal nutrition sales.
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The individual who is hired will sell and manage our multi-media marketing solutions including radio, digital and event sales to local small and medium-sized businesses. #advertising #sales #media #broadcast #radio #digital #marketing.
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The location is easily accessible from downtown Minneapolis and St. Paul, the Mall of America and airport, with additional uses for the planned development to include corporate offices, retail, restaurants and entertainment.
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5+ years of experience in account planning and/or strategic brand planning, with an emphasis on consumer research, brand design, retail or CPG branding, consumer behavior, etc. Collaborate with cross-functional project teams to create and refine brand positioning for various consumer brand and retail clients.
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Work with media planning and buying agencies to build media plans that best deliver breakthrough marketing initiatives that drive sales. Develop revenue strategy-build the marketing plan and implement key marketing, sales, and customer-centric programs that will grow the customer base, improve retention, and increase customer lifetime value.
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Assistant Manager, Inventory Manager, Display Merchandiser, Quality Specialist, Retail Marketing Specialist, Inventory Control Specialist, Visual Merchandiser, Promotions Coordinator, Trainer, Planogram Lead, Team Lead, Team Leader, Training Lead, Training Leader, Department Manager, Floor Manager.
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Politics, public or government affairs, survey/polling, digital marketing, direct marketing, brand management. Proofreading reports, scripts, mail pieces, proposals, sales documents, etc.
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A Day in the Life of a BSA Retail SpecialistReviews new account documentation for completeness of CIP, CDD and Beneficial ownership exceptions. This position is a unique dual role function that is responsible for delivering a high level of customer service to both internal and external customers in areas of direct retail services and Bank Secrecy Act (BSA) administration.
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We're looking for a National Sales Training Manager to develop a deep understanding of the RBA sales methodology and implement across the RBA retail markets. Work with the local Sales Managers in the network to Develop Sales Managers across retail locations and assist in their training and evaluation.
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Promote sales on the shift through executing the marketing plan within the four walls. Potbelly got its start in 1977 as a small antique store that turned into a lines-out-the-door neighborhood sandwich shop.
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Schwan’s Company, a U.S. affiliate of the global lifestyle company, CJ CheilJedang Corporation, is a leading U.S. manufacturer and marketer of quality foods offered through retail-grocery and food-service channels.
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Prior customer service, route sales, delivery and/or entrepreneurial experience preferred. To support your success as a Route Trainee, you will be a part of UniFirst’s Buddy Program where you will partner with an experienced Route Service Representative for training and coaching opportunities.
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As a Client Engagement Specialist, you will be at the front line of an innovative global leader in business marketing and print; in a career where we'll count on you to offer customized solutions while providing excellent services to thousands of our customers.
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store retail merchandiser sales marketing jobs Company: Creative Activation in Cottage Grove, MN
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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.
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 work
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.