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Beginning with the first store in Brooklyn, New York, the Ashley Stewart brand captured the hearts and minds of women searching for fashion-forward, well-tailored but affordable clothing in an easily accessible and welcoming environment.
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Posting Notes: Marshalls Store 0335. Three to five years' retail leadership experience as a Store or District ManagerProven ability to manage, develop and motivate a large teamPrevious volume responsibility of $5 million or moreStrong interpersonal, communication and follow through skillsThis is a bonus eligible position with a starting pay range of $73, to $100, annually.
$73,400 - $100,900 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Recruit, interview, and hire high-caliber employees with in-store needs. To recruit, hire, train, and manage store personnel to achieve store and personal sales goals, control expenses, and to protect company assets while pursuing growth opportunities.
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Support the development of associates and store management team through appropriate talent management processes (e.g., performance management, development plans, career conversations, development opportunities.
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Assisting fellow associates as needed throughout the store. From unloading trucks in the summer to filling ice cream in the freezer, this fast-paced job can be physically demanding - it's like being paid to go to the gym.
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General SummaryStore Associates provide friendly service to customers shopping in-store and those engaging through omni-channel services. Share the benefits of the DSW Loyalty program, answer questions regarding merchandise and complete the purchase through either in store sale or digital order.
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Initiates and participates in store recovery as needed throughout the day. Maintains all organizational, cleanliness, and recovery standards for the sales floor and participates in the maintenance/cleanliness of the entire store.
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Directs and guides members of management and hourly associates on proper customer service approaches and techniques by modeling excellentcustomer service (for example, tour to teach); ensuring customer needs, complaints, and issues are successfully resolved within company guidelinesand standards; building relationships with associates to ensure proper feedback; and answering questions or providing information to customers andassociates.
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As a NAPA Automotive Parts Specialist , you are looked at as the "face of the retail store" and the go to person as soon as our customers enter our retail stores for all of their automotive needs.
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As an Assistant Service Center Manager (ASCM), you are the right hand of the Service Center Manager.
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Retail Store Tailor. The success of Tailored Brands is powered by a team of 20,000 passionate employees at locations throughout the US, Canada, and the UK. Our popular brands include Mens Wearhouse, Jos. A. Bank, Moores Clothing for Men, and K&G Fashion Superstore.
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Lifting, including the ability to lift up to a maximum of 50 pounds on an occasional to frequent basis Experience: No previous retail experience required Some High School Education Preferred Qualifications Minimum of 1 year of retail experience as Cashier, Retail Floor Generalist, or Store Receiver is preferred.
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Our team of people, that support your growth toward your leadership career include: your District Leader, Human Resources Business Partner, Training Store Manager, and your Store Manager coach.
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Assist the Center Store (Grocery) Manager as necessary to train, schedule, and maintain a qualified stock crew. Assist the Center Store (Grocery) Manager in providing quality customer service within the Center Store (Grocery) Department.
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The drive to achieve and exceed personal sales and productivity goalsPromote career growth by working with store management in the opening, closing and operating of a retail store. Display an awareness of all store communications including: product information, advertising, promotions and other marketing initiativesBoost product knowledge by learning the features, advantages and benefits.
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Title: store Company: Finish Line in Newport News, VA
FEATURED BLOG POSTS
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.
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.