City of Eau Claire’s Post

Great way to start a career in the railway.

In today's fast-paced world, efficient fleet management is paramount! 🚚💨 Are you aware of the crucial role that scheduling, monitoring, and staying updated on checkpoints play in ensuring a smooth operation? With Trakzee's cutting-edge Job Module, you can effortlessly achieve all of this and more! ✅ Scheduling Dispatch: Plan your routes and dispatch tasks with precision. Allocate resources efficiently and optimize your fleet's performance. 📍 Monitoring Checkpoints: Keep a watchful eye on your vehicles as they hit each checkpoint. Real-time visibility ensures that operations are running smoothly. 🚨 Real-Time Alerts: Receive instant alerts for missed checkpoints, unauthorized halts, or unexpected detours. Swiftly respond to issues, minimizing disruptions and enhancing security. Efficiency, transparency, and control are just a few clicks away. Are you ready to take your fleet management to the next level? To know more, visit our website: https://lnkd.in/dgqeG-z2 #FleetManagement #Telematics #Trakzee #Efficiency #RealTimeMonitoring

Dispatch retention. Do we have any data on the average employment duration of a dispatcher? Why are so many companies turning towards 'revolving door' policies on hiring and retention? How does it make sense to put in resources to train somebody on company policies, workflow, systems and etc., just to have them leave after a few months and then repeat the process? Seems like we are looking to retain everything, except for a solid crew in dispatch operations. What are the steps in ensuring your dispatch operations team is satisfied in their day-to-day? Or do we not care, because there are always more dispatchers to hire? #dispatch #retention #operations #trucking

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#FoodForThought Why do we have AGE a barrier while looking for a job? #ItHappenedWithMeMultipleTimesInMyProfessionalCareerOfEighteenYears Age can be a barrier in the job market for various reasons, but it's important to note that age discrimination is generally illegal in many countries, including the United States (where it is prohibited by the Age Discrimination in Employment Act), the European Union, and others. However, age discrimination can still occur in subtle ways. Here are some reasons why age can be a barrier in the job search process: Stereotypes: Employers may hold stereotypes or biases about older or younger workers. For instance, they might believe that older workers are less adaptable to new technologies, while younger workers lack experience and maturity. These stereotypes can lead to age-related biases. Salary Expectations: Older workers may have higher salary expectations due to their years of experience. Employers may prefer to hire younger workers who can be paid less. This can be a significant factor, especially in industries where labor costs are a significant part of the budget. Perceived Health or Physical Ability: Some employers may assume that older candidates are more prone to health issues or less physically capable, which could be a concern in physically demanding jobs. Cultural Fit: Companies sometimes look for candidates who fit into the organization's culture. This can lead to hiring preferences for people of a particular age group who may share similar values and interests. Technology Skills: In rapidly evolving industries, older job seekers may be seen as less proficient with the latest technologies or digital tools, which can put them at a disadvantage. Long-Term Commitment: Employers may worry that older workers are not looking for long-term employment, as they may retire in a few years. They may prefer younger candidates whom they perceive as having more years of work ahead. Generational Differences: Conflicts or communication gaps can sometimes arise between generations in the workplace, which employers may seek to avoid. While age discrimination is generally unlawful, it can be challenging to prove and address in practice. To combat age-related biases, it's essential for employers to foster diversity and inclusion, recognize the value of experience, and promote age-neutral hiring practices. Job seekers can also stay competitive by continuously updating their skills and qualifications, emphasizing their accomplishments, and demonstrating their adaptability and enthusiasm for the job. And then we talk about #DEI #Diversity #Equity #Inclusion

Overqualified or Underqualified it shouldnt matter. If a candidate has some or most of the skills and qualifications they should be given the same equal chance. Those trying to enter the work-force out of school are often neglected due to lack of experience. Yet how do we get experience if we are not given an opportunity. Those starting a career change later in life are over looked if they are close to retirement age, which is a madeup cut-off for people. More people aren't retiring at 65, or cannot afford to retire due to cost of living. How is this actual equal employment rights, if companies are finding loopholes to reject candidates based on age. Theres a constant complaint about not being able to find the "right people", or not finding applicants yet applicants are being rejected every day. So how exactly can you not find the right people? what makes a person fit into the category of "right people".

yes, don't know what exactly the organisation looks for, a good experienced resource or young people who might tend to shift as per the change in the interest which is obvious because they might also like to explore their career path. At a certain age the 40 aged guy looks for stability and can be looked at as a long serving resource. This needs to have a change in perception. Not only age but the last drawn also creates a huge difference and the candidate is also getting rejected due to high last drawn. There can be a scope of negotiations but they are often not discussed considering the candidate will not be open for less CTC. HR people out there...need to change the perception not only of HR but also management.

Past experiences will shape how you are today

#hiring PT Origin Data Capture Sup, San Antonio, United States, fulltime #jobs #jobseekers #careers #SanAntoniojobs #Texasjobs #Administration Apply: https://lnkd.in/dHQQ3VJV Before you apply to a job, select your language preference from the options available at the top right of this page.Explore your next opportunity at a Fortune Global 500 organization. Envision innovative possibilities, experience our rewarding culture, and work with talented teams that help you become better every day. We know what it takes to lead UPS into tomorrow-people with a unique combination of skill + passion. If you have the qualities and drive to lead yourself or teams, there are roles ready to cultivate your skills and take you to the next level.Job Description:Job SummaryThis position directly supervises part-time Package Handlers & Clerks. He/She trains, develops, and holds workgroups responsible for safety, production, and attendance. This position helps the organization by contributing to the continued growth and profitability of UPS by maintaining the highest standards for account productivity, accuracy, customer service, organization, communication, cooperation, and safety. He/She provides innovative and effective leadership and cultivates a functional working relationship with all levels of personnel throughout the organization.Responsibilities:Manages department resources to ensure maximum output, accuracy, and efficiency.Ensures all department and/or corporate policies and procedures are communicated, understood, and adhered to. Establishes and promotes a positive, team-oriented work environment emphasizing employee involvement, pro-active communication, and inter-departmental cooperation.Implements employee personal development plans. Ensures all department employees receive specific and detailed orientation, skills and safety training, appropriate materials and information, regular evaluations, and pro-active coaching to support their continued development. Establishes and maintains an aggressive cross-training program within the department to promote development, enhance flexibility, and ensure backup coverage of vital functions and processes. Functions as an effective liaison and advocate on all levels to ensure that employee, department, and corporate needs are addressed in a timely and productive manner. Qualifications:Bachelor's degree of international equivalentSupervisory experience in a production/processing environment - PreferredPrior experience in both operations and customer service - PreferredAbility to work in a fast paced warehouse environmentAvailability to work flexible shift hours, up to 5 days per weekEmployee Type:PermanentUPS is committed to providing a workplace free of discrimination, harassment, and retaliation.Other Criteria: Employer will sponsor visas for specific positions. UPS is an equal opportunity employer. UPS does not discriminate on the basis of race

Starting as a Class 1 driver in the temp sector? 🚛 Here's some advice! First and foremost, embrace flexibility. The temporary sector can be unpredictable, but this also means you'll gain a wealth of experience across different companies and routes. Each job is an opportunity to learn something new and expand your skill set. Make sure you're always prepared for varied schedules and be ready to adapt quickly. Networking is key. Build strong relationships with your recruitment agency and fellow drivers. At T.T.S 24-7, we pride ourselves on creating a supportive community for our drivers. Don't hesitate to reach out if you need advice or support. Engaging with others in the industry can open doors to more opportunities and provide valuable insights. Lastly, always prioritise safety and compliance. Familiarise yourself with the regulations and ensure your vehicle is in top condition before hitting the road. Your professionalism and attention to detail will not only keep you safe but also make you a standout candidate for future assignments. #DrivingTips #LogisticsScotland #TTSTeam