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The overall responsibilities of the Sales Associate position include providing clinical and customer support in hospitals and procedures, while ensuring customer service, sales logistics, technical expertise, and product knowledge of the highest order/level.
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All employees of company are responsible to practice good risk management, quality assurance, and deliver excellent internal and external customer service. Performs primary care and women’s health services.
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Requirements: Associates or Bachelor's degree in Radiography or Radiologic Technology State license and certification to practice Ability to operate and understand radiographic technology and equipment Excellent interpersonal, organizational, and customer service skills, especially the ability to show compassion for patients coming from all walks of life Willingness to challenge patients, other team members, and yourself.
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Unicity leadership has a clear vision for the future of the company and the home care service. Our determination to provide a concierge level of service to our clients has resulted in a high level of customer satisfaction, and ultimately employee satisfaction.
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The role of the entry-level Customer Service Manager is to execute tactical objectives fulfilling our commitment to superior customer care and a positive customer experience.
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Ensure customer service and management activities are done in a culturally competent manner. Ensure customer service and management activities are done in a culturally competent manner.
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Collaboration and Feedback: Collaborate closely with internal teams, such as clinical and customer success, providing valuable customer feedback, insights, and market intelligence to enhance service offerings and improve customer satisfaction.
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Assists in the responsibility for all foodservice-related activities; including customer/patient care, retail, cafeteria, catering etc., quality improvement, sanitation, infection control and all facility-related activities.
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Responsibilities include but are not limited to: Follow bank established guidelines regarding customer service and deliver an exceptional customer experience in accordance with Valley's mission statement.
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Medical Search International offers: Malpractice insurance coverage Paid travel and housing while on assignment Full credentialing team led by a CPCS professional, with 20+ years of hospital experience, to assist you with your paperwork and credentialing 24/7 access to our staff and unparalleled customer service Please contact Medical Search International at ext 819 or me directly at.
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As a Dining Services Supervisor, you will be responsible for assisting in the successful operation and customer service of the food service department. Experience in restaurants, hotels, corporate dining, education, military, health care, and/or related food service operations.
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Experience in salesfloor supervisor, cashier supervisor, customer service management, or retail management. Upholds company standards throughout all customer and donor areas of the store (inside and outside), remaining aware of customer and donor needs, and monitoring and ensuring fast, accurate, and friendly service at cash registers, self-checkouts, on the retail floor, and at point of donation.
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Adhere to Contact Center performance metrics to ensure service levels and customer expectations are consistently achieved. Customer Care Center Call Specialist I - Part Time.
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They seek enthusiastic and dedicated Wound Care Consultants who are driven to achieve outcomes, thrive within teams, aspire to leadership roles, and prioritize exceptional customer service.
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This includes handling office equipment, communication, customer service, and providing general office administration support. Strong communication and customer service skills.
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customer care service jobs in Montclair, NJ
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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.
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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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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.