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The Westin Beach Resort & Spa and the Morningstar Buoy Haus Beach Resort, an Autograph Collection Hotel are the epitome of an island escape where, we guide our guests to a refreshing state of tropical chill; immersing them in modern comfort and the relaxing rhythm of life on the beach.
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Ryder offers comprehensive health and welfare benefits, to include medical,prescription, dental, vision, life insurance and disability insurance options, as well aspaid time off for vacation, illness, bereavement, family and parental leave, and a tax advantaged 401(k) retirement savings planJob Category: Network.
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JOB SUMMARY: The Purchasing Specialist role supports the purchasing and supply chain department areas of responsibility. It's the ripple effect that changes and improves everything for your family, your community, and the world.
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Retail Store Manager (RSM) work as the leader of a Retail Team to bring the T-Mobile brand to life. Job DetailsJob Description Retail Store Manager- Arch TelecomWe’re a national T-Mobile Preferred Retailer with 300+ retail stores across the Since ‘93, we’ve been providing superior service and quality wireless products featuring the latest in technology.
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Certain positions with Oshkosh Corporation require access to controlled goods and technologies subject to the International Traffic in Arms Regulations or the Export Administration Regulations.
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Oshkosh Corporation will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
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Working Conditions: The Body Shop Manager will work at a desk which is enclosed in the body shop garage. The Body Shop Manager directs the activities of body shop employees in performing body repairs, time schedules, quality control, and productivity levels.
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STS Technical Services is a Top 100 Staffing Firm that’s partnered with some of the largest names in the aerospace, manufacturing, defense and industrial industries. This may include moving racks or carts by hand and the use of material handling equipment such as a fork lift or overhead crane.
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The Manager in Training (MIT) position is expected to be a short-term transitional role that provides both work assignments and training opportunities to prepare MITs to be promoted into Retail/Commercial Store Management positions.
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Provide, and monitor services as stated in the student’s IEP. Develop behavior goals for the IEP and Positive Behavior Support Plan. Revise and oversee the implementation of student behavior plans as necessary.
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Ensure the MVP savings center KIOSK is filled with paper and properly working. Performs the task of sales associate when scheduled or as needed per the surge plan guidelines. Responsible for assisting the Customer Service Manager and the Assistant Customer Service Manager in maintaining standards according to Front End Standard Practice Manual, maximizing sales through excellent customer service.
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JLG began in 1969, when our founder, John L. Grove set out to resolve growing safety concerns in the construction industry. The Materials Specialist will identify opportunities and align efforts cross functionally to maximize the ROI associated with lean material flow initiatives, returnable container implementations, logistics route engineering and shortage mitigation.
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The Permanency Coordinator works through the Statewide Adoption and Permanency Network (SWAN) to deliver SWAN units of service including Child Profile, Child Preparation, Child Specific Recruitment, Family Profile, Placement, Finalization and Post Permanency Services (Assessment, Advocacy/Case Management, Respite, Support Group) to support permanency for children.
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We at Kelly® Professional & Industrial have partnered with JLG in McConnellsburg, PA. We’re seeking Welders , to work at JLG, an Oshkosh company that manufactures mobile elevating work platforms, telehandlers, utility vehicles and accessories—can be found all over the world.
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This position works closely with commercial paint customers to determine their needs, answer their questions about Sherwin-Williams products, and recommend the right solutions. Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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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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.
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.