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Ag Pro Companies is a Drug Free Workplace and Equal Opportunity Employer. Ag-Pro provides a comprehensive range of benefits for all full-time positions that includes medical, dental, vision and a matching 401-K retirement plan along with a variety of other optional benefits.
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All applicants will be subject to a pre-employment urinalysis and hair follicle drug test prior to coming to Orientation. You will operate a 2020, 2021, 2022, 2023, or 2024 Peterbilt 579, Volvo, or Freightliner Cascadia.
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Route Driver Qualifications: High School Diploma or GED requiredExperience in a customer service or sales related role preferredMust be 21 years or age or olderValid driver’s license with a clean driving recordAble to pass a background check and drug screening (hair)Able to meet the physical requirements - lift and carry 30-75 pounds Join the Morgan Family Today.
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Recommend Drug GM items to customers to ensure they get the products they want and need. Inform customers of Drug GM specials. From one tiny Cincinnati grocery store more than a century ago, we've grown into what today is the nation's largest grocer with nearly 2,800 stores in 35 states operating under 28 different names.
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Experience: Prefer experience working in retail, hotel, restaurant, grocery or drug store environments. Experience: Prefer experience working in retail, hotel, restaurant, grocery or drug store environments.
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Note: The Andersons, Inc. conducts drug, alcohol and/or medical testing of applicants and employees based on type of position. The Andersons, Inc. is a Drug-Free Workplace. If you believe you’ve been a victim of a phishing scam, please visit the Department of Homeland Security’s Cyber Smart website to learn how to report it.
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Maintains current knowledge of John Deere and Competitive products. May require some direction or guidance from the Service Manager, Shop Foreman or senior technicians. Performs basic diagnostics and reports on agricultural and turf equipment and established Ag Management Solutions (AMS) products.
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Under the guidance of the Wing Drug Demand Reduction Program Manager (WDDRPM) or the Adjunct DTPAM, you will, within your assigned Air National Guard Service Component, directly provide the administrative support and occasional observation of selected ANG individuals providing urine samples for drug testing.
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Demonstrates proper technique for cardiopulmonary resuscitation and related drug therapy. Notifies Site Medical Director and/or Site Health Services Administrator of schedule changes. Holiday Pay: New Years Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, and Christmas Day.
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Responsible for removing ink residue and solvents from screens, reclaiming screens and screen frames for future use. Applies haze remover and manually scrubs excess emulsion, ink, or ghosting from the screens.
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FEATURED BLOG POSTS
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.
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.