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Note: If you have experience working in any of the following types of jobs, we encourage you to apply: Assistant Store Manager, Key Holder or Key Carrier, Retail or Shift Supervisor, Sales Lead, Customer Service Team Lead, Customer Service Manager, Retail Associate, Store Associate, Hospitality and Hotel, Front Desk Agent, Leasing Agent, Rental Agent (i.e. car rental, RV rental, storage rental, apartment rental, etc.
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Provide direct sales assistance to Athletes to meet sales KPI targets set by the Retail Store Manager+ Deliver omni-channel requests in line with UA process and policy through digital experience Brand Image & Customer Experience+ Model the UA service culture and customer expectations+ When assisting athletes communicate brand messages according to UA Service Model+ Incorporate product knowledge into selling process by participating in training.
TemporaryExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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As a Client Advisor, you will play a crucial role in driving the success and growth of our business through collaborating with the team in achieving the quantitative and qualitative objectives for the store while providing exceptional customer service.
$18 - $20 an hourPart-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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Responsible for assisting the management team (Captain, First Mates, and Second Mates) in driving sales through exceptional customer service. Reports To: Captain (Store Manager)/First Mate (Assistant Manager)/Second Mate (Management Trainee.
Part-timeExpandUpdated Yesterday - UpvoteDownvoteShare Job
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The Sales Associate reports to the Store Manager and provides exceptional customer service, generates sales and participates in all the essential duties necessary to the effective day-to-day operation of the store, including the support of all visual and brand directives.
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Ensures the customer experience, supports our brand promise (“Every Day Should Feel This Good”) and makes service a top priority. -Customer Service-oriented experience preferred but not necessary.
Part-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The ideal candidate for the Retail Sales Associate position will possess a combination of skills, qualifications and experience that contribute to effective sales performance and customer service excellence.
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As a Store Sales Associate, your role encompasses a broad range of responsibilities aimed at enhancing customer experience and driving sales efficiency. Administrative Support: Undertaking various administrative tasks as directed by the Store Manager, Assistant Manager, or Team Lead.
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Relevant Experience: Preferred candidates will have prior experience in a Retail Sales Associate role or a similar position, demonstrating a history of engaging effectively in a retail or customer focused environment.
Part-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Customer Engagement: Professionally greeting and directing customers upon their entry into the store, ensuring a welcoming and informative atmosphere. Join Daiso as a Retail Store Sales Associate.
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Reports To: Captain (Store Manager)/First Mate (Assistant Manager)/Second Mate (Management Trainee) Overview: Responsible for assisting the management team (Captain, First Mates, and Second Mates) in driving sales through exceptional customer service.
$15 - $16.5 an hourPart-timeExpandApply NowActive JobUpdated 6+ months ago - UpvoteDownvoteShare Job
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Sales Associate, Sales, Associate, Regional Manager, Merchandise. Adhere to and practice the companys service standards with each customer. Meet both sales and work goals as directed by members of store management, while meeting the Policies and Procedures set by the Company.
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Reporting to the Store Manager, the Sales Associate is the customer service specialist of the store. Pro-actively manage customer needs and exceed expectations by utilizing the U.N.I.Q.L.O. service standard, following the Uniqlo Fundamental Principles and saying the 6 standard phrases.
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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.
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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.