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For multiple AAA products and services;Prepare and provide TripTik® travel routings, marked road maps, tour books, and other travel-related materials;Make hotel and car rental reservations for members, and provide travel destination information;Issue passport photos;Accept payments for the various products, provide accurate change and receipts; balance and reconcile cash drawer;Perform additional job-related duties as assigned by management.
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Make hotel and car rental reservations for members, and provide travel destination information; AAA East Central currently has a full-time Retail Service Specialist opportunity available. Make hotel and car rental reservations for members, and provide travel destination information.
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Schedules, coordinates, and supervises recurring group activities; such as, basketball, volleyball, softball, including making reservations, arranging transportation, and other related arrangements and providing information concerning these activities based on overall recreation program plans.
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Other duties as assigned by the supervisor such as assisting PBX operators or reservations agents. If making people happy, makes you happy, then a front desk agent position is the perfect fit.
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In coordination with Division leaders and the Division’s Project Manager, coordinates logistics for key recruitment and university events, including facility rentals/reservations, runs of show, ordering materials, handling permits, catering logistics, IT logistics, vendor payment, etc.
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Process customer reservations for guests of the golf course. The Golf Shop Attendant will offer friendly and expedient service to the property’s guests and assist the golf professional staff in golf shop operations, merchandise sales and other golf-related activities.
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By applying, you consent to your information being transmitted by Jobcase to the Employer, as data controller, through the Employers data processor SonicJobs. Auto Club Enterprises is the largest federation of AAA clubs in the nation.
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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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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?
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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 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.