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Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. Must have at least 2 years of Class-A combination (tractor/trailer) driving experience within the last 10 years.
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Oldcastle APG, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. Oldcastle APG, a CRH Company, is the leading provider of outdoor living solutions in North America with an award-winning portfolio that enables customers to Live Well Outside.
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Manager goals will align closely with those of the AVP Radiation Oncology and local system leadership, while being the present and accountable leader to transform the vision and goals into action.
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Current CDL Class A with doubles endorsement and clean MVR are required. Job ID: 496870 Oldcastle APG, a CRH Company, is the leading provider of outdoor living solutions in North America with an award-winning portfolio that enables customers to Live Well Outside.
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PCQI certification a plus. Review performance, coach to achieve productivity and safety targets, and deliver disciplinary action. Experience with warehouse management systems (WMS) and inventory control systems a plus.
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As a Cashier (Customer Service Associate), you are the first and final interaction for Floor & Decor's customers. Note: Floor & Decor considers all applicants for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, medical condition, pregnancy, marital or familial status, veteran status, or based on any other class protected by applicable federal, state, or local law.
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Acts as a technical resource responsible for maintaining specific programs such as contractor safety, fall prevention, illness and injury prevention programs, accident investigations, hazard communication, emergency action plan(s) and ergonomics programs.
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On a 28-day cycle, the Senior-Level Tactical Support Engineer will download and process NGA (National Geospatial Intelligence Agency) data to stay compliant with FAA (Federal Aviation Administration) regulations and standards as well as process, compile, create and validate Special Operations Aviation (SOA) aircraft map data, as applicable.
$106,000 - $152,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a Class A CDL driver, you will deliver and recover a variety of equipment, tools and supplies to and from the customer worksite. is seeking a Class A CDL Driver.
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Tempur Sealy is proud to be an Equal Employment Opportunity and Affirmative Action employer. As a global leader in the design, manufacture and distribution of bedding products, we know how crucial a good night of sleep is to overall health and wellness.
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Our associates also get to help us make a difference in our communities through our Zero Hunger | Zero Waste and Framework for Action: Diversity, Equity and Inclusion plans. Visit the thekrogerco.com to learn more about our work in the communities we serve and how our associates help us be a good neighbor.
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Possess a Class A commercial driver's license (CDL) Why be a Mohawk Delivery Driver? Dal-Tile is a part of Mohawk Industries, a Fortune 500 multinational flooring company that employs 24,000 people throughout North America, including a private fleet of drivers who deliver our products.
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CDL Class A Truck Driver Overview: - Full time employment, 13- Hour Blocks, with 3 CONSECUTIVE WORKDAYS available. CDL Class A Driver, Minimum Requirements: - Must be at least 23 years old, with a minimum of 1 year of Class A driving experience.
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We welcome highly motivated, driven candidates to apply for a spot in our flagship class of Auto Glass Technician Apprentices. You'll learn trade skills through hands-on practice working side-by-side with experienced techs on a fast-paced shop floor.
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Chick-fil-A may be best known for serving a mean chicken sandwich, hot waffle fries and that oh-so-delicious Chick-fil-A Sauce, but our restaurants are also known for another secret sauce: our friendly team members.
$20 - $23 an hourFull-timeExpandApply NowActive JobUpdated Today
class a affirmative action jobs Title: driver in Tacoma, West-greenwich, Rhode Island
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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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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.