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The primary responsibility of an IT Support Specialist is to provide direct IT support to Ultimus end-users and clients in the spirit of excellent customer service and a positive attitude.
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With a strong commitment to quality, innovation, and customer satisfaction, we are seeking a Sales Coordinator- Forestry Specialist to join our dynamic team. Our new facility in Warrington includes a state-of-the-art service department, an expansive equipment showroom, and a well-stocked parts counter, serving customers with all makes and models of heavy equipment and heavy-duty trucks alike.
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This position provides counter Sales and Customer Service for Firearms along with Floor and Counter Sales of other Hunting Merchandise. Customer Service and Sales of Firearms and Other Hunting Merchandise.
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Sales, Collections, Retail, Loan Sales, Customer Service, Customer Care, Business Development, New Grad, Newly Graduated, Entry level, Financial Sales, Management Development, Management Trainee, Finance, Full-time, Career, Benefits, Customer experience, Financial Representative, Credit, Leadership, Manager Trainee.
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Customer Service experience (1 year or more) We are looking to bring on new Remote Customer Experience Specialists. They have access to the top travel vendors, such as Expedia, Delta Vacations, American Airlines Vacations, Carnival, Royal Caribbean and Disney, to name a few.
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We are hiring an experienced Customer Success Specialist to manage client requests for the PSC Software Implementation Team. This is a remote position, and canidates should be located in the New England/Mid-Atlantic region.
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As a Delivery Specialist you will provide exceptional customer service and facilitate positive interactions with our customers. 3+ years of experience providing a world class experience in a face to face customer service setting.
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Sales, Collections or Customer Service experience. Consumer Loan Sales Specialist will learn the lending and servicing business at OneMain allowing them to grow their career. Deliver results related to individual and branch sales goals as well as customer expectations.
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Provide customer service and support as the main contact between Schaedler Yesco and job site personnel. The Field Service Specialist plays a crucial role in creating value by facilitating the needs of the customers job site.
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Deliver customer support related to inbound sales calls and emails by providing prompt and knowledgeable service to connect the financial professional with the Crump resources needed. Ability to provide excellent customer service to both internal and external customers.
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Previous experience in a high-volume support/customer service role. Field tier 1 SingleOps customer inquiries by way of phone, email, chat, and our ticketing system. The green industry is in the early innings of adopting CRM and field service software, and the SingleOps product is enabling this industry's evolution.
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All financial aid staff will be expected to participate in awarding financial aid, conducting student verifications, SAP appeal reviews, and coverage of customer service as assigned; all staff may be assigned to cover evening and/or weekend hours.
$33,105 - $41,381 a yearExpandUpdated Today - UpvoteDownvoteShare Job
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As a Vehicle Service Specialist (aka auto technician), you will help keep our guests safe on the road by providing top-tier customer service while performing preventative maintenance services for their vehicles.
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A Blueface onboarding & customer support specialist will have outstanding customer service skills and a focus on problem resolution. 1+ years experience in Technical Support, Help Desk Support or Customer Service.
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PeopleShare is looking for Customer oriented individuals for a Customer Service Specialist opportunity in the Lancaster, PA area! Assist walk-in customers with service and parts needs.
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customer service specialist jobs in Middletown, PA
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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.