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Unpack stock as deliveries arrive in store, maintaining a quick pace. Our most successful Store Associates thrive in a fast-paced environment and are open-minded to different ways of doing business.
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Frequently communicate and exchange information with customers on the telephone and face-to-face in the store, as well as with managers and coworkers. It all starts with our purpose and then, The Five Below Way, which is our values and behaviors that each and every associate believes in.
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As a part-time Store Associate at Shoe Carnival Inc., you will get to work in a vibrant and lively store environment. Ability to work flexible work schedule including nights, weekends and holidays.
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Actively participates in all company and store contests and events. Overall, the Sales Associate is expected to work as a positive member of the store team and consistently provide an exceptional customer experience.
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Support and maintain the integrity of the Vera Bradley “experience” through exceptional customer service, upholding store image standards, maximizing sales and assisting in store operational needs.
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When you’re a part of our team, you have the full support of a diverse, close-knit team in our stores. Ability to work a flexible schedule including nights, weekends, and some holidays.
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To prioritize togetherness, culture, and accountability, RVO Health operates on a hybrid in-office work schedule. Founded in 2022, RVO Health is a new healthcare platform of digital media brands, services and technologies focused on building relationships with people throughout their health & wellness journey.
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Monitors the schedule to maintain in-store customer needs, online order capacity, and cognizant of labor budget. In this role, you will support the Team Leader in leading and executing the Customer Service & E-Commerce programs; this means you are responsible for the checkout experience and grocery delivery & pickup at your assigned store.
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FEATURED BLOG POSTS
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?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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).