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This position requires an experienced and dynamic leader who will oversee the strategic direction, fundraising, grant-making, and community outreach efforts to ensure the foundation's mission and community activities are in alignment with MCU’s mission and other areas of the credit union.
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Additional duties could include cross training in other departments such as Store Cashier, Fresh Kitchen, Facility Maintenance, and leadership roles. Innovation and perseverance continue to lead the way for the family-owned and -operated business headquartered in Oklahoma City with more than 40,000 team members in North America and Europe.
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Restaurant cashiers play a crucial role in delivering excellent customer service by providing efficient and friendly service in a fast-paced environment. The company’s core business is travel stops and convenience stores with more than 630 locations in 42 states.
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Tipping eligible states include AZ, CO, IA, ID, IL, IN, KS, KY, MD, MN, MO, NC, NV, NY, OH, OR, PA, UT, VA, WA, WI. As of May 31st, 2023, the average hourly rate for tipping across company owned restaurants is $2.40 per team member.
$9 - $14.5 an hourPart-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Assist the store manager in setting team member goals, providing feedback on goal achievement, coaching/mentoring team members, and making sure team members are staying current on their individual training.
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As a member of our team you will have the opportunity and support to develop your professional and personal skills by participating in our free leadership development curriculum. Providing your best service to customers in ensuring they meet their hunger needs and to fulfill their DReaM’s in making a difference in our communities.
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Would you like to be a valued, respected, and long-term member of a close-knit team ? Since our humble beginnings in Appleton, WI in 1986, we have been committed to providing the highest quality service, guaranteeing satisfaction, and offering very affordable prices.
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Collaboration and mentorship set us apart, with access to our exclusive in-house network of doctors, specialists, and support staff, you can push your practice to the next level. As a team member of Dental Associates, you can expect an excellent compensation & benefits, use of state-of-the-art technology, experience on-the-job training, continued education offerings, abundant opportunities for career growth, a dedicated support team, wonderful patients and the gorgeous state of Wisconsin.
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Are you: Experienced in guest servicesFriendly with a positive attitudeAble to adapt to changes in customer volume with the appropriate sense of urgencyCARIN’ We have a fresh brew of benefits perfect for you.
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Flexible Scheduling Dental Plan On-the-job training Start building an exciting and rewarding career in retail with a growing company as an Outside Yard and Receiving Team Member with Menards.
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In 1984, Craig and Lea Culver, along with Craig’s parents George and Ruth, opened the very first Culver's in the family’s beloved hometown of Sauk City, Wisconsin, and began serving ButterBurgers® and Frozen Custard.
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Now's the time to bring on a family member or friend to be your teammate on the road! Extra cash for every doubles load. Now's the time to bring on a family member or friend to be your teammate on the road.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Good to have exposure in latest TC versions and AWC configuration. As a key member, you will leverage your extensive knowledge of Teamcenter to customize, integrate, and optimize our PLM system.
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Please apply in person at the address listed. The independent franchisee is responsible for all employment related matters in the restaurant including, among other things, setting any requirements for this job and all decisions concerning hiring, firing, discipline, wages, supervision, staffing and scheduling.
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Assist in restaurant operations management in inventory control and record keeping. Inspire and supporting your team to provide their best service to the customers in ensuring they meet their hunger needs, to fulfill their DReaM's in making a difference in our communities.
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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.
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.
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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?
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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.
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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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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.