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Driver/Warehouse Associates serves to help oversee daily operations in the Food Warehouse & Distribution center. Driver/Warehouse Associates serves to help oversee daily operations in the Food Warehouse & Distribution center.
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As a PTI Driver, you will be responsible for safely transporting railroad crew members wherever the railroad requests. Were looking for a reliable driver to join our team. Come be a part of the nations largest rail-crew transportation company.
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ALL YOU NEED FOR THE CDL Truck Driver/Blast Crew Member is the following: Valid Class-A or Class-B CDL license and clean driving recordAbility to work outside in all weather conditionsPhysical ability to lift 50 lbs.
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Job Type: Full-Time, Petroleum Driver, Night Shift, Two Weekdays Off. Driver must be able to obtain a Medical Examiner's Certificate, under the requirement of subpart E, Section 391 of the Federal Motor Carrier Safety Regulations.
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Specialty Beverage of Virginia - is in search of a Delivery Driver for our retail routes based out of Salem, VA. Qualified applicants must have a valid and clean CDL B driver's license, a high school diploma or GED, experience driving full-sized straight trucks.
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We are hiring immediately for full time MICROMARKET ROUTE DRIVER positions. The Route Driver is the face of the company and must project a professional and positive image of Canteen at all times while maintaining and building excellent client and customer relationships.
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The Transport Driver is responsible for ensuring safe and timely delivery of CCCI full goods, raw materials, and other essential items to and from branches and production facilities per Federal Motor Carrier Safety Administration (FMCSA) regulations, Company policies, and DOT Hours of Service guidelines.
$22 - $27.5 depends on experienceFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Make the shift and fuel your career as a CDL Class A Truck Driver for Penske. Driver referral bonus program up to $5000 per referral. Premier Driver Recognition Program. Driver referral program up to $5000.
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Team Van Truckload truck driver Average pay: $1,300-$1,590 weekly Home time: Every three weeks Experience: THREEMONTHS Overview Dry van trailers with 95% no-touch freight. Constant support – Team driver advisors, current or previous top-performing Schneider Teams, provide insights and tips.
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You have at least 1 year of Class A or Class B driving experience.
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Dedicated Driver Qualifications. CDL A Yard Spotter| Home Daily | $21 per hour! At Cardinal Logistics, we believe that those who drive our trucks are PEOPLE first and DRIVERS second. Known for our 100% dedicated truck driving routes, Cardinal Logistics has over 175 locations around the country with opportunities to advance your career through different dedicated routes.
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Maintain DOT driver log and other required transport documentation. This is no touch freight work and driver will be home daily. Maintain DOT driver log and other required transport documentation.
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Safety-Kleen in Roanoke, VA is looking for a Route Sales and Service Driver (Sales and Service Representative) to operate a Class B box truck to provide onsite service for parts washer machines and sell products and services in a defined route.
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Truck Driver - CDL Class A with Hazmat Tanker Endorsement. We are seeking a reliable and experienced Truck Driver with a CDL Class A with Hazmat Tanker endorsements on license to join our team.
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Monthly monitoring via spot checks of CMS records, data insight, performance driver identification and leading continuous improvement activities across Restart. Previous experience of working with remote teams EEO Statement Maximus is committed to developing, maintaining and supporting a culture of diversity, equity and inclusion throughout the recruitment process.
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driver job Company: Amazon in Salem, VA
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.