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LinkedIn for instance, has a number of talent solutions that enable you to find, vet, and contact candidates. Sites such as Facebook and Twitter, while not specifically made for recruiting, can also help you find new hires. Use Twitter to spread the word about your openings and put a special careers tab on your Facebook page where your fans can browse and apply for jobs.
Even Instagram has proven to be a good platform, particularly for companies looking for young and fresh talent. Consider what Vocus is doing. Target, for example, has a special careers page that enables candidates to search for openings and submit applications.
An increasing number of users are now using their mobile devices to access job boards and look for career information, so make sure your posts and listings are optimized for the small screen.
He recommends that merchants bring the candidates to the sales floor and watch how they interact with department managers and employees. How do they relate as they walk the floor?
How do they engage with people? Try to have a hiring manager at the store level speak to every applicant.
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I have made, seen and witnessed many great hires that were made because the hiring authority took the time to meet someone at the counter or in the store. Have your team role-play as customers Brian Dreschera former retail operations and category manager in the retail grocery and specialty industries, says that he has his team engage with interviewees as if they were customers.
If we were unable to get them to engage in conversation on the sales floor, it could be a sign that they may not bode well with what we were trying to do. Get multiple perspectives Business consultant Amanda Taylor advises recruiters to get multiple perspectives when vetting an applicant.
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You can do this by creating an interviewing team. Usually this will be comprised of the people this candidate will be interacting with the most. Ensure everyone on the team has interviewing training. Agree on what questions each person on the team will ask ahead of time. Have your team conduct individual interviews instead of a panel interview. Sales associates often move on to management, design, merchandising, or marketing careers.
Travel opportunities may also become available to qualified employees. Material Handler — Working from within warehouse locations, material handlers take responsibility for receiving goods, stocking, conducting periodic cycle counts, and providing general cleaning.
Employees may also face duties operating RF scanners and moving items through distribution centers using trucks or pallet jacks. Ideal candidates work well within teams, provide previous shipping and receiving experience, prove capable of moving up to 50lbs. Potential hires must also pass pre-employment physicals before receiving offers. Back Stock Associate — Back stock associates ensure the back rooms of stores remain replenished at all times.
Other daily tasks may include stocking front-of-store shelves, placing item orders, and receiving and sending shipments. The position also calls for applicants capable of lifting up to 20lbs.
Previous stock room experience may prove necessary for hire. Management — As the middle man between retail associates and corporate-level personnel, store managers ensure store operations occur in accordance to head office procedures and requirements. Store managers must reach individual and collective sales goals, prepare employee schedules, train new staff members, track payroll, and interview new candidates.
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Applicants should hold prior management experience, as well. Assistant store managers act as managers in training by supporting and learning all efforts of the store manager. Candidates should prove quick learners capable of operating under pressure. The company receives high volumes of candidates every week and suggests applicants attach photos capturing personal styles with applications.
Tips For Applying Most positions require job hopefuls either apply online or send resumes to the company careers email address listed on available job postings.
Applicants choosing to email documents must place the position of interest in the subject line to ensure hiring personnel easily understand the intentions of the submission. Potential hires selecting the online application process find a simple form requesting identification credentials, a personal statement, a resume, and up to three pictures providing hiring managers with an idea of personal styles.
Job hopefuls should double check all provided information for accuracy before hitting the Submit Application button at the bottom of the page.
Application Status Hiring managers often request interviews with applicants within a week or two of receiving hiring materials. The company does not inform unsuccessful applicants of resolved employment searches, so job hopefuls may assume the selection of another individual for a position occurred if management does not reach out within two weeks.
In such cases, potential hires may choose to apply for another position.
Applicants hoping to follow up with the company may inquire about the status of an outstanding application in person or via telephone. In-person visits to store locations should include appropriate dress, preferably while wearing the company brand. Efforts to represent the company logo may prove favorable to hiring managers and allow personnel to easily envision applicants in retail positions.