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Amazon DSPs (Delivery Service Partners) are looking for delivery driver associates to deliver packages to customers! Title: Amazon DSP Delivery Driver - at least $19.25/ hour, Pittsburgh, PA, DPP7.
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Delivery commercial driving retail truck driver diesel trucking four-wheeled hand truck stock cash trucking drivers license CDL local "home daily" The Driver Merchandiser is responsible for delivering happiness to our customers across a specific route, On Time and In Full. You will also ensure that the merchandise is stocked on shelves and in coolers and that the appropriate rotation of products is managed well.
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SummaryWatch a video of the job: The Driver Merchandiser is responsible for delivering happiness to our customers across a specific route, On Time and In Full. You will also ensure that the merchandise is stocked on shelves and in coolers and that the appropriate rotation of products is managed well.
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Auto Body Technician, laborer, fork lift driver, landscaper, marine repair. Auto Body Technician, laborer, fork lift driver, landscaper, marine repair. Automotive Technician Apprentice. Oil Change Technician.
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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. With over 41,000 proud employees, Waste Management has the largest trucking fleet in the waste industry - over 18,000 trucks, and leads in CNG advancement with the largest fleet of class 8 Natural Gas Vehicles in North America.
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Miles per week $2,000 sign on bonus Dedicated Night shift 100% Driver Load/Unload No slip seating Home Time 4 days on, 3 days off Home every weekend Benefits Medical, Dental, Vision, Life, 401K and 401K with company match Paid holidays Paid vacation Core Responsibilities include, but are not limited to Inspection of vehicle, equipment, and cargo to ensure everything is safe, legal, and secure.
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As the "face of Airgas", the Delivery Driver is responsible for safely and efficiently delivering compressed gas cylinders to local and regional business customers from an Airgas branch or plant location using a company provided straight or box truck.
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Completion of a Nurse Aide or comparable program (such as EMT, Medical Assistant, nursing student with at least one semester of clinical, or EH Technical Partner Training Program) or prior experience in related field.
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5,000 New Driver Referral Bonus. Classic Carriers is a family-owned and operated company based in Versailles, Ohio. We employ a combination of company truck drivers and owner-operators, with a driver turnover rate of less than 30.
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Leading equipment and technology specs designed for driver comfort. To learn more about E-Verify, including your rights and responsibilities, please visit Company Driver. - See full list of driver benefit package.
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Local CDL / Truck Driver Training Near You. Local CDL / Truck Driver Training. If qualified, these schools offer job placement assistance with national, regional, and local trucking companies to help you , the future driver, reach your career goals.
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Home time EVERY Weekend and Personalized Departure Scheduling In on Friday afternoon and departing on Sunday evening or Monday morning – based on Driver preference. Tarp / Conestoga / Stop / Detention / Short Haul / Supplemental Pay.
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No experience is needed, but you may be a great fit if you have experience in the transportation industry such as a delivery driver, professional driver, truck driver, taxi driver or cab driver.
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Why join as a School Bus Driver? Why join as a School Bus Driver? Paid CDL training. DOT Regulation 49 CFR Part 40 does not authorize the use of Schedule I drugs, including marijuana, for any reason.
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Sign Up Details Requirements 18 or older Any car, scooter, or bicycle (in select cities) Driver's license number Social security number (only in the US) Final Step: consent to a background check How to sign up Click “Apply Now” and complete the sign up Get the app and go
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driver job Title: partner Company: Parcelpal Technology in Murrysville, PA
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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.
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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.
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.