- UpvoteDownvoteShare Job
- Suggest Revision
Our efficient application process pre-screens candidates, ensuring you're only matched with companies genuinely looking to onboard. Specializations such as Hazmat, Tanker, or Flatbed are highly sought after in today's market, commanding premium compensation.
$100,000 a yearExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Discover the myriad of opportunities awaiting you. Team drivers or those open to teaming are especially in demand. Highlight your specialized experience to expedite your journey back on the road. We align you with trucking companies presenting the prime fit for your career aspirations.
ExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Equipment – Kenworth and Western Star Trucks with State of the Art Automated Onboard Technology. Company uniforms provided annually for all seasons. NO Experience-NO Worries-We Will Train You and you get paid while training.
$28 an hourExpandUpdated 1 days ago - UpvoteDownvoteShare Job
- Suggest Revision
JetBlue is seeking Part-Time Ground Operations Crew to step onboard and join a team working towards the ultimate mission of inspiring humanity. As Ground Operations Crew, you'll: Operate ground service equipment to service the aircraft (Potable water truck, ground power unit, tug, aircraft pushback, lavatory truck, deicing truck, etc.
ExpandUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
NEWER EQUIPMENT: 2019 thru 2020 Freightliner Cascadia Penske Leased - Full Maintenance Plan Included (Tractors and Trailers) Berry values its drivers and their referrals $2500 referral for every driver brought onboard.
ExpandUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Onboard all new salon associates and groomers, ensuring their completion of all training requirements and annual safety certifications, evaluating the quality of grooms, and providing ongoing learning opportunities.
Full-timeExpandUpdated 5 days ago
FEATURED BLOG POSTS
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.
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.