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This position handles customer service issues by interacting with the customers and internal department teams to manage the accounts receivable processes. Acts as a point of contact for our customers, maintaining a positive image and providing customer-obsessed service.
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Post-Secondary Education OR equivalent knowledge/experience within the Client/Customer Service industry. Our technology is paired with the latest in payment security and backed by superior customer services.
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Provide good customer service in defending and educating our merchant's about the dispute process. Our technology is paired with the latest in payment security and backed by superior customer service.
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Excellent proactive Customer Service and communication skills are required for Customer engagement. Job Description OBJECTIVE: Provides a service to Customers and demonstrates and sells product through educating customers in product uses and location.
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The position provides support to the sales organization while maintaining order integrity, ensuring a clean book of business, and providing exceptional customer service. 1-2 years of customer service experience (preferred not required.
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The Patient Access Representative interacts in a professional, respectful manner with internal and external customers, provides excellent customer service to patients and visitors. Maintains customer service and/or productivity guidelines set forth by applicable leadership.
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NO Experience Required: We will train the right candidate who has NO experience to be a Certified Travel AGENT Specialist! Book Cruises, Disney, Major Attraction Tickets, Theme Parks, Sporting Events, Super Bowl, Car Rentals, Trains, Airline Tickets, Yachts, Resort Stays, Concerts, Hotels, All Inclusive Packages, Nightclubs and More.
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Customer Engagement Specialist. Conduent is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, creed, religion, ancestry, national origin, age, gender identity, gender expression, sex/gender, marital status, sexual orientation, physical or mental disability, medical condition, use of a guide dog or service animal, military/veteran status, citizenship status, basis of genetic information, or any other group protected by law.
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Customer Service Specialist. Answer questions about products and services, retail stores, general service line information and other information as necessary based on customer call needs.
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Maintain relevant communication with Service Coordinator, Equipment Specialist and Territory Manager. Strong customer service skillsMotivated team playerPreferred QualificationsAt least 4 years of experience as a Certified, Licensed or Registered Veterinary Technician will be considered.
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The Customer Service Advisor (CSA) often begins as a Pick-n-Pull Greeter and can work their way up through Part Sales, Parts Specialist and eventually a store Sales Lead through positive work ethics and evaluations.
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As a member of the National Accounts Team, the technical support specialist position provides technical product support to National Accounts customers and coordinates field service troubleshooting through our authorized service vendor network.
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The Retail Service Specialist will support the Store Manager and Assistant Managers in areas of sales, customer service, store appearance, and store operations. Supervise the customer service levels on the retail showroom to include team member execution on customer service programs (Related sales, Hi5, Rock the Call, Never Say No, Rock the Lot, etc.
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The Retail Service Specialist delivers a superior customer service experience that builds customer relationships and brand loyalty. Demonstrates 5.11 Tacticals values and mission through customer service and brand experience.
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The Customer Service/Sales position types may include Department Sales, Lead Generator, Pro Account Sales, Sales Specialist, Special Services, and Customer Order Specialist.
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customer service specialist jobs in Fort Worth, TX
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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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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
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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.