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Proven track record of success in door-to-door sales, preferably in the construction, home improvement, or roofing industry. As a Door-to-Door Roofing Salesman, you will be responsible for generating leads and closing sales through direct, face-to-face interactions with homeowners and businesses in the local community.
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The Manager, Front-line Sales, oversees a sales team (Canvassers) that travels to designated territories going door-to-door and reciting sales scripts with the goal of setting initial appointments to help convert prospects into customers.
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This position is responsible for all phases of garage door installation and services. We connect you to opportunities to make an impact through volunteering in our communities. Check out what benefit programs we offer to help our team and family members THRIVE with us.
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The Taco Bell Team Member is the first face that customers see when they walk through the door or first voice they hear when they place a drive-thru order so YOU will set the tone for the Taco Bell customer experience and bring the great Taco Bell tastes to life.
$11 - $16 an hourRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Must be accessible to meet the restaurant's needs and maintains an open door policy. Must display strong analytical and organizational skills and have the ability to identify and implement process improvement strategies with positive business results.
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Collect trash and recycling bags door to door within a local apartment community and take these items to the trash compactor or dumpster on the property site (no large or bulk items and no offsite driving and/or dumping.
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Travel to and from your residence to company-generated, pre-qualified appointments with homeowners within the Nashville area - no cold calling or door knocking! They provide all of the necessary information for homeowners to make a same-day decision on their window and door replacement projects.
Full-timeExpandUpdated 15 days ago
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How to Pass a Personality Test with Flying Colors
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.
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.
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.