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Bob's Stores is a Leading Northeast Based Family Apparel and Footwear Store
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As a Part Time Sales Manager, you will be the first face of the brand for growing families. Maintain a genuine customer focus on the sales floor. Carters Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carters, OshKosh Bgosh, Skip*Hop, and Little Planet brands.
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We are seeking a creative, enthusiastic, and dedicated individual to join our post-acute medical sales team in the Howell, NJ area. Due to the nature of an outside sales representative position, the ability to drive a car, travel in that car 90% of each day, and interact with healthcare providers on site is required.
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Responsible for contributing to efforts in the stores achievementsMeet company standards for appearance, performance, knowledge and personal groomingMaintain an awareness of all sales promotions.
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One of the best representations of that is our Post-Acute sales team. 1,600 and growing sales representatives across the continuum of care. Requires a Bachelor’s degree and at least 2 years of quota-based sales experience demonstrating a background in cold calling, commissioned, full-cycle sales experience OR at least 5 years of quota-based sales experience demonstrating a background in cold calling, commissioned, full-cycle sales experience.
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Mobile Associates, Store-in-Store are an integral part of the Retail Team responsible for bringing the T-Mobile brand to life within National Sales partner locations, where active customer engagement is crucial for success.
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Our Sales Consultants will be on the fast track to creating long-term, sustainable wealth for themselves and their families. We will supply you with leads and sales opportunities through our vast network of professional partners and organic lead generation strategies.
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Bachelor’s degree or equivalent work experience in retail sales, field sales or customer service required. In this position, you will drive sales of our premier product lines within one of our largest retailer partners.
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Our Sales Associates are vital to the success of Sunglass Hut. You will bring an authentic, fun and energic experience to all customers while helping them find premium quality eyewear. Consistently deliver sales plan and company objectives through cultivating new and existing customer relationships building brand loyalty.
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We seek a talented, sales-oriented Beauty Sales Consultant who is passionate about the retail beauty industry and believes the client experience should be top-notch. As a retail beauty advisor, you are a CVS beauty sales enthusiast.
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Executes replenishment process, recovers, and cleans the sales floor to company standard. The Sales Associate (SA) is responsible for interacting with customers and employees to create a positive store environment.
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As a TruGreen Territory Sales Representative, you can use your people skills to help new and existing customers find the right lawn care maintenance plans, both at people's homes and/or by phone.
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You're passionate about AE & Aerie product!
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Supports and executes all digital sales strategies including ship from store and BOPIS within the store. Ability to maneuver around sales floor, stockroom and office areas. Support the leadership team in achieving all sales and operational goals.
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Drive Omni channel sales by utilizing all available tools and technology. As a Sales Assistant, you are a team player who is focused on achieving goals and driving results. Provide an engaging in store experience through interacting with customers and supporting teammates on the sales floor.
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Title: sales rep Company: Unitedhealth Group in Freehold, NJ
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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.
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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.