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Chick-fil-A has awarded $162 million in team member scholarships, with 13,000+ winners in 2023. Upper management and leadership growth opportunities including Team Lead, Shift Lead, and Director positions.
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Oil Change Team Member. Take 5 Oil Change is offering an opportunity to showcase your skills and join our growing team of full-time crew members and lube techs! We provide PAID TRAINING to help our team members advance through the company and become Take 5 leaders who earn salaries and bonuses.
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Team Members must be prepared and able to perform the duties inherent in other Team Member job descriptions. All positions must be performed in accordance with team and store Standard Operating Procedures.
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Back of House (BOH) Team Members are the heart of the kitchen – where our Damn Good food is made from scratch every day! In a fast-paced, high-volume restaurant, whether it is managing the dish pit, prepping with fresh ingredients, cooking, frying, grilling, and building each taco to order, our BOH Team Members ensure our kitchens deliver the best damn tacos.
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We are hiring full-time and part-time Team Members for a variety of positions and departments, including: Front End: Cashier, Lot Attendant, Customer Service, Eagles Nest Attendant. We’re one giant family of diverse and talented Team Members.
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Ability to foster a collaborative team approach to solving challenging situations. This can include: interviewing and processing incoming guests for admissions and conducting exit interviews for discharging guests; responsible for bed count & bed list accuracy; ensuring facility/building safety; coordinating resources between other team members and Guests.
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Team Member Discounts. Working Relationships: Clerks, Team Members, Shift Leaders, Assistant Manager, Restaurant General Manager, District Manager, Brand Manager, and various Corporate personnel and vendors.
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If you are a high energy, outgoing person who loves to work as part of a team, this job is for you! Quick Service Restaurant Team members play a key role in serving and delighting our guests.
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As a Team Member at Panera, your job is to:Meet & greet our guests, delivering excellent customer service in every circumstance. Career Growth OpportunitiesRequirements for the Team Member Position include:Must be at least 16 years old.
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Exploration Team Members (ETMs) will perform subsurface exploration duties using conventional drilling or in-situ testing techniques. Work as part of a multiple person team on projects.
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As a Pet Play Coordinator, you are part of a larger team who is focused on the daily pet care of our guests. The Pet Play Coordinator comes with the potential to move to other positions and shifts as you grow with our team.
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Provides member service by acknowledging the member and identifying member needs; providing guidance and support to members regarding self- service technology; assisting members with purchasing decisions; locating merchandise; resolving member issues and concerns; and promoting the company's products and services.
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In-situ testing techniques may include cone penetration testing (CPT), pressure meter testing, and rock dilatometer testing. Drill methods may include; auger drilling, mud rotary drilling, air rotary drilling, and diamond bit coring techniques.
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Our Columbus, OH National Distribution Service Center is seeking a DC Team Member responsible for fulfilling and shipping customer orders within a distribution center environment. Come join our amazing team where we go for great, put the customer first, operate as one team, cultivate a passion for animals, and always act responsibly for customers and society.
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We are also committed to values like diversity and sustainability for our community, our team members, our vendors, and our planet. Weve grown to become the leading provider of integrated entertainment, sports content, and casino gaming experiences thanks to our 43 destinations across North America, online sports betting and iCasino via ESPN BET and theScore Bet Sportsbook and Casino.
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team member jobs Title: team member in Columbus, OH
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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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