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To always provide our brand promise of a stress-free moving or hauling experience, and always provide our clients with H.U.N.K.S. (which stands for Honest, Uniformed, Nice, Knowledgeable, Service).
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Driver saf Driver, Residential, Manager, Vehicle, Manufacturing. Driver will transport the material to a disposal, transfer or recycle facility when trucks reach legal load capacity.
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Performs pre- and post-trip inspections of assigned vehicle using utilizing standard DVIR (Driver Vehicle Inspection Report); notes all issues on DVIR form for corrective review/repair. Video – WM Driver: Billy Shelby.
$31.5 an hourFull-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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The Patient Driver/Transportation Coordinator picks up and delivers geriatric, frail and/or physically limited Elder Place participants to and from their destinations in regular or specially equipped vehicles, depending upon the individual geriatric participants needs.
$29.06 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Immediate opening for a SOLO Non CDL Truck Driver and we want the right Trucker to join us at Ryder in Clackamas, OR. We will buy your truck if you're looking to switch from Owner Operator to a Company Employee Driver, we will help make the switch even easier.
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As a delivery driver, your goal is to get the right parts to the right customers, on time. Our locations are authorized service centers for Mack, Volvo, Cummins, Meritor, Eaton and Fuller warranties.
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All positions are armed, so you will be required to have and maintain the necessary licenses for your area to work as an armored truck driver/messenger. If you are over 21, enjoy working in a fast-paced environment and seek new challenges, a position as an armored truck Driver/Messenger might be right for you.
$21.5Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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High Reach Forklift Driver page is loaded. High Reach Forklift Driver. Use stand-up reach forklift to move products, equipment, and materials while following all regulatory and company safety standards, policies, and procedures.
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Primary responsibilities include: driving guests to designated locations assisting guests with luggage maintaining vehicle cleanliness and concierge duties.
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We are looking for coverage of deliveries in the Portland Metro Areas with some out of town deliveries if the driver is interested. Job DescriptionJob DescriptionWe are a local package delivery company looking for drivers who have extra availability to handle small parcel delivery services.
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This position reports to the Yard Manager and works closely with external and internal customers. Lumber Yard Associates are responsible for providing legendary service by safely and efficiently loading customer vehicles with building materials.
$22 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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All you need is a mode of transportation (bike, car, scooter) and a smartphone to start making money.
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Must have reliable automobile transportation, maintain an acceptable driving record and valid driver license, and maintain auto insurance coverage at least to the minimum amount specified by the Company and state law.
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Keywords: CDL A, CDL B, driver, commercial driver’s license, building products, job site, building materials, distributor, distribution, touch freight, load, unload, commercial vehicle and delivery.
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Driver Positions Pay Weekly. Travel Requirements Driver. Let Ryder pay you more and Refer a Driver. We love our Ryder babies and offer 12 weeks of PAID Maternity Leave. Freight: Touch – Furnace/AC Units.
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Title: driver yard Company: Hogan in Happy Valley, OR
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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?
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.
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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.