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Loads and unloads trucks as needed and regularly uses heavy equipment, including a pallet jack, double stacker, floor scrubber, and hydraulic lift. Occasionally uses a pallet jack and regularly uses a conveyor belt.
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Strong prior experience with technology including excel, powerpoint, FIS, Jack Henry, nCino, FISERV, and other Banking software. Strong prior experience with technology including excel, powerpoint, FIS, Jack Henry, nCino, FISERV, and other Banking software.
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Under general supervision, Lift Truck Operator (LTO), Warehouse Worker will ensure safe and accurate receipt, storage, and shipment of food products utilizing equipment including, but not limited to sit down and stand up forklifts, stand up straddle trucks, walk behinds, pallet jacks, double pallet jacks and radio frequency equipment.
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Climb or balance: Must be able to ascend/descend on a ladder, forklift, pallet jack, or other warehouse equipment Occasionally – up to 20% The Senior Procurement Specialist is responsible for executing sourcing strategies, managing and improving Parts Super Center (PSC)/Inside Sales in-stock fill rates by monitoring inventory levels and adjusting replenishment settings for its assigned vendors.
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Enters customer and loan application information into the Jack Henry core system. High level of computer proficiency and full understanding of Microsoft Office products and similar applications; knowledge of the Jack Henry core system helpful.
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Maintain product fill levels on store racks, shelves, displays and in coolers; transporting product between truck, backroom and display floor with MHE such as: pallet jack, hand truck. Ability to repetitively push and pull manual transport equipment such as: pallet jack, hand truck a minimum of 100 yards without assistance.
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May be required to use power equipment, such as a forklift or pallet jack, to load the truck. Ability to use equipment such as forklift and pallet jack to load trucks, and remain certified to operate all such equipment.
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Perform freight handling using appropriate motorized and manual equipment, including but not limited to: forklift, pallet jack and hand truck. If hostler/yard mule duties required, experience preferred.
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FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.
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Load and unload freight on trailers using a motorized forklift, pallet jack or manually in compliance with state and federal DOT guidelines. Old Dominion Freight Line, Inc. is an equal opportunity employer.
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Climb or balance: Must be able to ascend/descend on a ladder, forklift, pallet jack, or other warehouse equipment None. Climb or balance: Must be able to ascend/descend on a ladder, forklift, pallet jack, or other warehouse equipment None.
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Operate a manual pallet-jack, powered pallet stacker or "straddle stacker" (if over 18 years of age). Remove merchandise from the pallet and sorting into groups according to which area of the store it is stocked.
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Efficiently Unload palitized product from 3 accessible temp zones of the trailer using equipment like forklifts or pallet jacks. Efficiently Unload palitized product from 3 accessible temp zones of the trailer using equipment like forklifts or pallet jacks.
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Use of warehouse equipment and machinery, including forklifts and pallet jacks. - Unload trucks using equipment such as forklifts, pallet jacks, or hand trucks. - Familiarity with warehouse equipment such as forklifts, pallet jacks, and hand trucks is desirable.
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Requires operating and using equipment such as knives, scales, wrappers, compactors, garbage disposals, pallet jacks, and hand trucks. Requires operating and using equipment such as knives, scales, wrappers, compactors, garbage disposals, pallet jacks, and hand trucks.
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pallet jack jobs Company: Goodwill Of Central Southern Indiana in Indianapolis, Vienna, West Virginia
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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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.
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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.