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If you are mechanically inclined and enjoy working outdoors, consider the pool industry for a career path with a lot of growth opportunity!
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Apply now to be a Poolwerx pool cleaner and dive into an exciting new career with Poolwerx! Being a Pool Cleaner at Poolwerx is more than just a job. Job title: Pool Cleaner. Apply now to be a Poolwerx pool cleaner and dive into an exciting new career with Poolwerx.
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A driving force for a cleaner, healthier, and more sustainable world, ABM provides essential services and forward-looking performance solutions that improve the spaces and places that matter most.
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Bonus opportunities, client tips, health insurance, and steady hours
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Cleaner must be flexible and willing to complete all tasks that are assigned. The Cleaner position provides the cleaning and upkeep of an assigned area. Monitors building security and safety by performing such tasks as locking doors after operating hours and possibly checking electrical appliance use to ensure that hazards are not created.
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Must keep janitor’s closet neat and orderly and maintain equipment in good working order. Periodically cleans overhead vents, dusts blinds, and polishes wood furniture. Sprays insecticides and fumigants to prevent insect and rodent infestation.
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Benefits: Company car Competitive salary Free uniforms Paid time off Training & development Job title: Pool Cleaner Monday through Friday - NO weekends! Benefits: Company car Competitive salary Free uniforms Paid time off Training & development Job title: Pool Cleaner Monday through Friday - NO weekends.
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The primary job of the Cleaner is to clean and reset auditoriums when the movie is over. The primary job of the Cleaner is to clean and reset auditoriums when the movie is over. Cleaners also assist with restroom checks, hallway sweeps, rolling silverware and taking out the trash.
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FEATURED BLOG POSTS
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.
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.
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.