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Lube Mechanic / Quick Lube or Prep Technician. To support our continued growth, Mills Automotive Group is looking to add several Quick Lane / Express Service Technicians to our growing team located at Classic Toyota / Hyundai of N Wilkesboro.
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Whether you're providing a quick, friendly checkout experience, helping our customers get the best value for their money, or assisting with payment or exchanges, it's your job as a Cashier Part-Time associate to ensure every customer exits on a high note.
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Install a new oil drain plug and new oil filter and communicate oil levels to teammates. Install a new oil drain plug and new oil filter and communicate oil levels to teammates. Use power tools, machine tools, and common hand tools to perform various tasks.
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Being able to make quick decisions and enforce them tactfully is a key part of being a successful lifeguard. Certifications: CPR for the Professional Rescuer, AED, Basic First Aid and Emergency Oxygen.
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OR schedule a quick call with Megan using this link: calendly.com/ megankarecruiting. ASCP certification or equivalent required. Opportunity for a sign on bonus and/or relocation assistance! 1 hour or so from Greensboro, NC.
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The Maintenance Person’s responsibilities may include, but are not limited to: Filtering oil fryers daily Maintaining outside grounds Clean equipment, inside and outside windows, stock rooms and restrooms Unload delivery truck 2 times a week Take out and empty trash compactor Change light bulbs Clean HVAC/Exhaust units and roof of debris At McDonald's, we are always keeping an eye out for team members who are friendly, enthusiastic, and genuinely enjoy serving guests.
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Convergence Medical Staffing is known for transparent communication, quick response, and personable service that helps travelers meet their professional and personal goals - contract after contract.
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Ideal candidates will possess basic hand tools to service vehicles, have quick service experience or independent repair shop experience – DEALERSHIP EXPERIENCE IS NOT REQUIRED. Oil and filter services.
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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 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
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