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Assist Front Desk with Express Check-outs newspaper delivery and with van runs as requested or applicable to the needs of the Hotel. When it's time to relax, guests will enjoy our hotel's setting close to the Basketball Hall of Fame, Six Flags New England, Dr. Seuss Museum and the MassMutual Center.
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Miles: Solo: 1,500 miles per week / Team: 3,000 miles per week Stops: Average 8 stops per route Equipment: 2014-2021 Peterbilt with automatic transmission, Pre-Pass, EZ Pass, 28'/48' Dry Van with lift gates Freight: Touch freight - Automotive parts Truck Speed: 65 mph pedal and cruise Double Endorsement: Preferred but not required Physical Requirements: Handling, positioning, and securing roller cages, lifting boxed parts (40-75 lbs.
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In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis.
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Richards Building Supply Co. is currently searching for a CDL Class B Driver for our Springfield, IL location. Boom Truck, Crane (OSHA certified) experience is desired. Flatbed with Moffett, Knuckleboom, Box Truck, and/or Laddervator experience desired, but willing to train.
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Are you an owner-operator with a Sprinter Van or Small Straight Truck and ready to go over-the-road? The truck should be registered under your name or a direct family member (parent or child.
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Provide tow and recovery services using established guidelines and quality control procedures (Tow Truck Driver position). Enter call information accurately into in-truck technology, process payments, handle cash and complete reports as required.
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Job Summary Owner Operator Dry Van OTR $7,000 - $8,000 gross total weekly avg. Equipment Requirements Max truck age: 15 years No overdimensional trucks allowed Orientation Details Offers paid orientation Accommodation is covered Drivers get their own room No meals are included Covers some or all travel expenses Hiring Requirements Class A license without any of the following restrictions: (L,Z) Air Brakes, (G) Night Driving, (O) No Semi Trailer or (K) Intrastate Only 2 years Tractor Trailer experience We're an equal opportunity employer.
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American Central Transport is now hiring CDL-A drivers for high-paying runs in the Midwest and Southeast, pulling steady dry van freight. CDL-A Truck Drivers: Join one of America’s Best Fleets for high-paying runs with flexible schedules.
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CDL-A Truck Drivers Enjoy: Top earners avg. Apply today and take your career to the next level with American Central Transport. Apply now and drive your future forward with American Central Transport.
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Job Summary Owner Operator Dry Van, Hopper Bottom, Refrigerated, Flatbed trailer and Power Only OTR $5,500 - $7,500 gross total weekly avg. miles per week Base plate discounts available Dedicated, Line Haul 5% Driver Load/Unload No tarping Home Time 3 - 10 expected days out You can stay out longer if you want to Home at least 2 weekends per month 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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CDL-A Local Driver Benefits: - Competitive hourly pay based on experience - Daily home time - Paid time off including 8 paid holidays (after 90 days) CDL-A Local Truck Drivers are the champions of the local area, earning the opportunity to develop long-term relationship with the customers they serve.
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Local and OTR Drivers around MO State Empire National Inc. is a family-oriented interstate freight carrier headquartered in Fletcher, North Carolina.
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Regional Drop and Hook Truck Driver Class A $1,000 Sign On Bonus Home Every Week Pick Your Truck - Volvo, Freightliner or Peterbilt 34 Hour Reset No Touch Freight Job Are you a CDL A Truck Driver with 6 months of OTR/Regional Experience.
$1,250 - $1,450 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Rise Prep is open to all interested students, with preference given to students currently attending Rise Academy or Van Sickle Academy. Students and families receive individualized support to plan for post-secondary education and opportunities, including one-on-one assistance with college applications and financial aid applications.
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Team Van Truckload truck driverAverage pay: $1,340-$1,630 weeklyHome time: Every three weeksExperience: ALLCDLOverview. Dry van trailers with 95% no-touch freight. Leading equipment and technology specs designed for driver comfort.
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van job Title: truck driver Company: Online Transport in Springfield, Arlington, Tennessee
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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.
The Effects of Workplace Racism and Sexism
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.
How to Navigate Hiring Out of State
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.