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Positions available for No-Touch Freight and Touch Freight. Keywords: tractor trailer driver, commercial driver, Class A cdl driver, professional driver CDL-A Driver, CDL A Truck Driver, Class A CDL Driver, Class A CDL Truck Driver, CDL Truck Driver, CDL Commercial Truck Driver, Class B cdl driver, professional driver CDL-B Driver, CDL B Truck Driver, Class B CDL Driver, Class A CDL Truck Driver, CDL Truck Driver, CDL Commercial Truck Driver.
$24 - $29 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Compensation and Benefits: - CDL-A tractor-trailer driver $1300 to $1500 per week on average $1,000 Orientation Pay $1,000 Sign on Bonus Full benefits Package: Medical Dental Vision 401(k) Vacation Pay Rider and Pet Policy Dry Van No touch Freight No Endorsement requirements CDL-A Truck Driver - Tractor Trailer Driver - Company Driver - No Touch - Dry Van - Fully Equipped Automatics Disclaimer: In case of changes or typographical errors, current company practi ces/policies shall prevail.
$1,300 - $1,500 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Keywords: CDL A, CDL B, driver, commercial driver's license, building products, job site, building materials, distributor, distribution, touch freight, load, unload, commercial vehicle and delivery.
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Must be a safe driver with no hit & runs or no DWI or DUI convictions within the last three years. Drivers operate within a maximum of a 200-mile radius of their home branch, with deliveries originating and ending at the branch (no deliveries result in an overnight stay.
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Local CDL A or CDL B Driver. SRS Distribution believes in hiring military veterans at any level for any position. The primary duty of the Driver, which we call a Logistics Specialist II with or without a Crane Operator, is to deliver building materials to a customer’s place of business or to a job site.
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Conduct a job site inspection and document any existing damage to lawn, landscaping, or driveway, and the location of any power lines, sprinklers, septic tanks, mailboxes, fences, etc. If crossing state lines or transporting hazardous materials, then the minimum age is 21.
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Local CDL A or Local CDL B Driver w/ Knuckleboom or w/ Crane Certification. Boom Truck- Fixed Cab Certification a plus. Prior commercial driving experience and knowledge of DOT & OSHA safety regulations for Logistic Specialists a plus.
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Typical air traffic control tower or terminal office environment with no unusual hazards, occasional lifting to 20 pounds. Provide VFR and Visual separation between manned and UAS aircraft conducting multiple VFR approaches, SFO's, low approaches, and touch and go operations.
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R/nAs a terminal and switching service provider for its owners, CSX Transportation and Norfolk Southern, Conrail provides safe and efficient rail service for many local rail freight customers in Detroit, New Jersey and Philadelphia.
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Articulating Boom Crane Certification a plus. All CDL Drivers in the US must register with FMCSA as of January 6, 2020. Be a leader for job site safety by operating all equipment in accordance with local, state, and federal laws at all times.
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Valid Class A Commercial Driver’s License (CDL) or Valid Class B Commercial Driver’s License (CDL). Company paid Life insurance and Short-Term Disability. Validate and confirm inventory loaded on the truck comparing purchase orders, sign-off on delivery tickets and confirm addresses on delivery tickets and ensure that routing information is obtained prior to leaving the branch.
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Must pass a required drug test and possess a current DOT medical certificate. If offered a job, our background check company will check that you registered before continuing with your background and drug screen.
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1st Shift Route Sales Delivery Driver - No Weekends. Type of Freight: Box Truck/ Cargo Van. Keywords: Box Truck, van, local, in town, in-town, delivery, route, route sales, courier, customer service, route driver, delivery route, local delivery, route sales, delivery sales, motor transport operator, transit.
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We are committed to the personal and professional growth of our team members and we show this by having a clear path of advancement for our Drivers with on-the-job and web-based training for you to move up as a Driver or other positions within the branch.
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Equity Growth Incentive Plan (after 6 months of employment) Safely drive a commercial vehicle in compliance with all DOT regulations. Competitive salaries for all team members paid weekly. Ability to load and unload building products that weigh up to 100 lbs.
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no touch freight jobs Company: Climate Express in Oak-hill, West Virginia
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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.