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Ability to secure and/or maintain a CDL Class B with airbrake endorsement (for applicable CDL positions) BlueTriton is a certified CDL provider and can assist you with obtaining your Class B CDL.
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The efficient public transportation system, including the Long Island Rail Road, makes commuting to Manhattan effortless. With its blend of suburban comfort and urban amenities, Nassau County presents a perfect destination for those seeking a balanced and fulfilling lifestyle.
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Non CDL holders – first six months pay guarantee of a minimum of $900 per week. Must have or be qualified to obtain and maintain a Class B Commercial Driver’s License (CDL) and Med Card with Airbrake and HAZMAT.
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Make the shift and fuel your career as a CDL Class A Truck Driver for Penske. Job Category: Driver Job Family: Drivers Address: 401 Grumman Road W Primary Location: US-NY-Bethpage Employer: Penske Logistics LLC Req ID: 2408625.
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Non CDL Driver/Warehouse Associate Since 2022, Associated Materials / Alside has been undergoing a transformation to maximize our potential through investments in people, operations, and brands.
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Devoted to serving the local communities in which its franchised restaurants operate, and known for its original chicken sandwich, Chick-fil-A serves freshly prepared food in more than 2,300 restaurants in 47 states and Washington, D.C.
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Join the largest manufacturer of tile and natural stone in the United States and watch your career stand out with Dal-Tile, a subsidiary of Mohawk Industries. If this sounds outstanding to you, take the first step forward and explore a career with Dal-Tile. Expected base pay rates for the role will be between $16.39 hr and $24.52 hr at the commencement of employment.
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Our client, a major entertainment company located in Midtown, Manhattan is looking for a ServiceNow Administrator. The ServiceNow Administrator is a new role within the Global Technology Operation organization which will be responsible for administering the organization's Information Technology Service Management, Enterprise Architecture Management , and Service Portfolio Management platforms.
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Sodexo is seeking a Biomedical Equipment Technician III in East Meadow, NY for Nassau University Medical Center. Sodexo’s growing Healthcare Technology Management Division is seeking solution-oriented candidates who excel at customer service with a proven success as an experienced Biomedical Equipment Technician 3 to support Healthcare Technology services.
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ACLD has exceptional high-growth full time opportunities for a seasoned Regional I/DD Group Home Supervisor. Enjoy ACLD's culture of quality and kindness which creates a positive workplace.
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GPI seeks a Traffic Management Operator in Westbury, NY, who will be responsible for the day-to-day responsibilities of the Nassau County Traffic Management Center (TMC). The TMC Operator on duty monitors traffic cameras on a video wall and adjusts traffic signal timing in response to roadway incidents.
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A member of Catholic Health Services of Long Island, St. Francis is consistently recognized by U.S. News & World Report as a national leader for Cardiology & Heart Surgery, as well as for Gastroenterology & GI Surgery.
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401K Schedule: Monday to Friday (some Saturdays) Experience: Truck Driving: 2 years (Required) Work Location: On the road Please apply with resume via Quick Apply or Company site for more information.
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ANDT Inspection, a SOCOTEC Company, is a leading provider of Nondestructive Testing, an FAA Certified Repair Sation, and a premier provider of state-of-the-art Non-Destructive Testing, inspection, engineering, and integrated services throughout the United States.
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Randstad - (Warehouse / Material Handler / Forklift Operator) Randstad is currently recruiting for Warehouse Worker positions for a local and established company. Responsibilities include performing all aspects of warehouse upkeep and order fulfillment, lifting up to 50lbs unassisted, operating a manual pallet jack, standing on feet for up to 8 hours, operating an RF scanner.
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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.
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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.
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).
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.