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Safely operate forklift or other machinery in order to complete tasks, such as loading, unloading, sorting, staging, and transporting products. General Warehouse Team Members are responsible for loading, sorting, staging and transporting products into and out of the Distribution Center.
$20.55 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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PRIMARY RESPONSIBILITIES:· Follow Menards safety policies and procedures and encourage other Team Members to do the same· Safely operate forklift or other machinery in order to complete tasks, such as loading, unloading, sorting, staging, and transporting products.
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Maintain proper hand speeds for picking and sorting various materials. Occasionally exposed to loud noise, humidity, hot and cold weather conditions, moving mechanical parts, vibration, toxic and caustic chemicals, fumes and airborne particles.
$18 - $20 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Reporting to the First Operations Manager this role is primary responsible for unloading parts at the Gemini machine, grinding and finishing metal parts, sorting and counting order quantities. Reporting to the First Operations Manager this role is primary responsible for unloading parts at the Gemini machine, grinding and finishing metal parts, sorting and counting order quantities.
ExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Other skills sets may apply: cleaning, washing, repairing, sorting. Our client, a supplier of industrial containers, is looking to add to their production team. Other skills sets may apply: cleaning, washing, repairing, sorting.
ExpandApply NowActive JobUpdated 10 days ago
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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 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.
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