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The Job: As a SONIC Drive-In Carhop, your primary responsibility is to provide every guest with a SuperSONIC experience by: Delivering a warm, friendly, and fast experience to every guest Being a menu genius and helping SONIC customers navigate all customizable combinations Being empowered to resolve customer concerns, guaranteeing every guest leaves satisfied Maintaining SONIC safety and sanitation standards What You'll Need: Contagiously positive attitude (You are a SONIC Brand Ambassador.
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Bachelor's degree in Computer Science, Information Technology, or related field and 5 years' experience in information technology within the past. NET, Rexx, Cobol, Powershell), SAP, SQL technology, Version control software (for example, Subversion, Git, Librarian), We value candidates with a background in creating inclusive digital experiences, demonstrating knowledge in implementing Web Content Accessibility Guidelines (WCAG) 2.2 AA standards, assistive technologies, and integrating digital accessibility seamlessly.
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Operate NOAA’s specialized aircraft, manage research and survey vessels, and support data collection missions, including fisheries surveys, atmospheric sampling, and coastal mapping.
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Develop software systems and solve complex problems by leveraging state-of-the-art technology. Option 1: Bachelor's degree in computer science, computer engineering, computer information systems, software engineering, or related area and 2 years' experience in software engineering or related area.
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Education and/or Experience : Must hold an Associate’s degree or be enrolled in a program to complete in Psychology, Sociology and Human Services, Addictions or related field; Bachelors’ preferred.
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Proficient in Microsoft Office applications, POS systems; experience with METRC and Green Bit's preferred. Compensation Estimate Disclaimer All compensation range estimates are generated by the third party job search engine websites; C3 Industries will compensate qualified candidates commensurate with experience and industry norms.
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Sure, classic cars and vintage threads may be things of the past, but the Sonic Drive-In experience will always be groovy, right on, awesome, wicked, fab, the bee's knees, cruisin' SONIC and its independent franchise owners are Equal Opportunity Employers.
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Balance work with an active lifestyle with activities including golf (1 private, 3 public courses), tennis, numerous gyms, running, and hiking the scenic chert bluffsEnjoy easy access to nearby streams and lakes for fishing, kayaking and boatingMultiple preK-12 options exist to make sure young minds have the opportunity to thrive.
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As a Closing Manager, this is how I do it: Building Relationships – I successfully initiate, develop, and foster relationships with others. Closing Manager: What I Do, How I Do It, and Why I do it As a Closing Manager, this is what I do: Grocery Department Operations – I assist with grocery department operations including department readiness, supervision, marketing plan execution, price maintenance, policies and procedures, inventory preparation, department cleanliness, and safe use of equipment and tools.
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As a Walmart associate, you will play an integral role in shaping the future of retail, tech, merchandising, finance and hundreds of other industries-all while affecting the lives of millions of customers all over the world.
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Located less than 1 hour from national airports in Springfield, MO and Bentonville, AR and 90 minutes from international airport in Tulsa. Cardiology team consists of Five interventional, one EP, two non-invasive cardiologists and 4 NPs round out our heart program.
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The Parts Specialist will provide all retail and installer customers with a high level of service. Assist with the completion of daily image maker, and planogram updates, including freight receival, stocking shelves, fronting and facing, cleaning, etc.
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At Miller, our drivers are treated as family, and we continually work to cultivate communication and match driver personalities with a fitting counterpart in a driver manager. Miller Truck Lines has an appreciation for the individuals and the sacrifices that our drivers, as well as non-drivers, make to achieve success.
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We hope you never need it, but we also offer confidential Workplace Chaplains for emotional and spiritual support! Only the franchisee is responsible for employment matters at the salon including hiring, firing, discipline, supervision, staffing, scheduling, wages and benefits.
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Merchandising and/or retail experience. SFS, Inc. is a leading supplier of field services to Fortune 1000 manufacturers and retailers in the U.S. We contract over 3 million retail merchandising, auditing, installation and assembly projects in almost every zip code in the country, including Puerto Rico and the Virgin Islands.
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graphic art and technology experience jobs Company: Walmart in Anderson, MO
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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.
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.