Thành viên:Nhiêu Lộc/Wal-Mart Hiring Center

Welcome to the Hiring Center

Wal-Mart Stores - Online Hiring Center

One of the many beliefs of Wal-Mart Stores, Inc., Respect For The Individual, has been central to our success. One way Wal-Mart Stores, Inc. shows respect for the individual is through the many benefits offered to Wal-Mart Stores, Inc. associates.

Wal-Mart Stores, Inc. has come a long way from the first store in 1962. While Sam Walton created the world´s largest retail corporation, Mr. Sam´s lasting legacy will not be the establishment of a multi-billion dollar corporation, but rather the way he revolutionized the philosophy of excellence in the workplace.

Interested in applying with the world's largest retailer? The application takes 30 minutes to an hour to complete, and you can come back and complete your saved application at any time over the next 60 days.

Page 1

Wal-Mart Stores, Inc. offers reasonable accommodation in the employment process for individuals with disabilities. If you need assistance in the application or hiring process to accommodate a disability, you may request an accommodation at any time. Please contact any member of management at your nearest Wal-Mart Stores, Inc. facility.

Wal-Mart Stores, Inc. is an Equal Opportunity Employer- By Choice.

Page 2

Wal-Mart Stores, Inc., in considering my application for employment, may verify the information set forth on this application and obtain additional background information relating to my background. I authorize all persons, schools, companies, corporations, credit bureaus, and law enforcement agencies to supply any information concerning my background.

I have read, understand and agree to this statement.

Page 3

I understand that Wal-Mart Stores, Inc. has a commitment to maintain an alcohol/drug-free workplace and that Wal-Mart Stores, Inc., unless prohibited by state law, requires a drug screening test as a part of its selection and hiring process. I understand that such drug screening will consist of the testing of a urine sample or other medically recognized test designed to detect traceable amounts of a controlled substance in my body. If after a second confirmatory test reviewed by a Medical Review Officer, it is determined my specimen contains a prohibited controlled substance or was altered or substituted, I will be disqualified from consideration for employment and any offer of employment will be withdrawn. I further understand and agree that if I am employed, I may be required to submit to alcohol/drug-testing under certain circumstances during my employment.

I certify that the information on this application is correct and I understand that any misrepresentation or omission of any information will result in my disqualification from consideration for employment or, if employed, my dismissal. I understand that this application is not a contract, offer, or promise of employment and that if hired, I will be able to resign at any time for any reason. Likewise, the company can terminate my employment at any time with or without cause, unless otherwise required by law. I further understand that no one other than the President of Wal-Mart Stores, Inc., or Vice President of its People Division has the authority to enter into an employment contract or agreement with me, and that my at-will employment can be changed only by a written agreement signed by the President of Wal-Mart Stores, Inc.

I have read, understand and agree to the above statements.

Equal Employment Opportunity

We do not discriminate against qualified applicants based upon any protected group status, including but not limited to race, color, creed, religion, sex (except where it is a bona fide occupational qualification), national origin, ancestry, age, marital status, military or veteran status, sexual orientation, physical or mental disability or medical condition as defined by applicable equal opportunity laws.

To help us comply with federal/state equal opportunity record keeping, reporting and other legal requirements, we would appreciate you voluntarily providing the information below.

Gender:

I do not wish to enter voluntary self-identification EEOC information.

Ethnic Group

To assist in appropriate identification, please select the group to which you belong, identify with, or are regarded in the community as belonging in accordance with the definitions below:

Ethnic Group:

• White or Caucasian (Not Hispanic or Latino) : A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

• African American or Black (Not Hispanic or Latino): A person having origins in any of the black racial groups of Africa.

• Hispanic or Latino: A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

• Asian (Not Hispanic or Latino): A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

• Other Pacific Islander or Native Hawaiian (Not Hispanic or Latino): A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.

• Native American Indian or Alaska Native (Not Hispanic or Latino): A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.

• Two or More Races (Not Hispanic or Latino): All persons who identify with more than one of the above five races.

If hired, can you submit documentation verifying your identity and your legal right to work in the U.S.?

Job Groups

Select all of the job groups in which you are interested. You will only be considered for the job groupings you select.

• Front End
  • Cart Pusher/ Courtesy Associate
  • Cashier and Service Desk
  • People Greeter
• Maintenance
  • ASSEMBLY
  • Maintenance
• Receiving
  • Direct Store Delivery and Receiving Coordinator
  • Grocery Stocking,Unloader and Overnight Stocking
  • Jewelry and Shoes Sales/Receiving Coordinator
  • Meat Deli Produce Stocker
  • Overnight Stocking, Stocking Teams, and Price Change
• Salesfloor
  • Baker/ Donut Crew and Cake Decorator
  • Dry Grocery,Dairy,Bakery, Frozen, and Candy Sales
  • Electronics, Photo, Connection Center
  • Fabrics, Crafts, Home Furnishings and Domestic Goods
  • Fitting Room
  • Food Services/Radio Grill
  • Hardware, Automotive, Sporting Goods and Garden Center Sales
  • Health/ Beauty, Pharmacy and Optical Sales
  • Household Chemicals, Paper-goods, Pets and Toys
  • Housewares, Stationary,Greeting Cards, Floral, and Seasonal
  • Jewelry and Shoes Sales
  • Meat, Seafood , Deli and Produce Sales
  • Optometric Assistant
  • Photo Center Specialist and Connection Center Sales
  • Set-up, Remodel and Recycling
  • Shoes and Apparel
• Tire and Lube Express
  • TLE Sales, and Gas Station Attendant
• Tire Mounting Area
  • TLE Service Technician

Retail Pre-Employment Assessment Instructions

You are about to take a Pre-Employment Assessment. Your assessment results will determine your eligibility to be considered for a position with Wal-Mart Stores, Inc. for the next 60-days.

The test you are about to take has 65 questions and takes approximately 40 minutes to complete. If you are a person with a disability and need an accommodation, please see any member of management for assistance.

In order to be considered for a position you must complete and pass this assessment. Please be sure the work you submit is your own. Do not seek or accept help in answering the questions on the assessment.

If you must leave the assessment before completing it, please click the "Exit" button at the bottom right hand corner of the screen. The system will save your answers. When you resume the assessment, the system will return to the point at which the previous session was interrupted.

Once complete the system will inform you of the status of your assessment i.e. Pass or Fail. Your individual responses to the questions in this assessment are strictly confidential and are not shared with the facility in which you are applying and will not be disclosed to you upon completion of this assessment.

Please read each question carefully before selecting the appropriate response as you must pass this assessment in order to be considered for a position.

This Pre-Employment Assessment contains four types of items:

• Items asking you to choose the most appropriate response to a work-related situation.
• Items asking you to rate the effectiveness of possible ways of dealing with work-related situations.
• Items asking you to indicate how much you agree or disagree with a statement.
• Items asking you to indicate your past experiences.

Please respond to all items fully and honestly. All questions must be answered.

The questions in the assessment have been divided into four sections. There are brief instructions provided for each section. Please read them before beginning each section A passed assessment will remain in effect for up to 2 years after the completion of the assessment

By clicking the "Next" button to begin the Pre-Employment Assessment, you acknowledge that you have read, understand, and agree to comply with these instructions.

To begin the assessment, click Next.

Section 1

For each question in this section, select the most appropriate response.

1. One of your customers has just said to you, "The service here is terrible." You should say:

• "What is it about the service that you have not liked?"
• "Would you like to fill out a complaint form? I can get one for you."
• "I realize our service is poor today. We are understaffed, so I apologize."
• "I am really sorry to hear you say that, but we are trying as hard as we can."

2. A customer came to your department with an urgent question. You promised her that you would collect information about her question and answer it by noon. It will take you at least 20 minutes to gather the information needed to provide an answer. It is now 11:50 a.m. Your supervisor just scheduled a 30-minute meeting to start at noon. This meeting is for all employees in your department. You decide to:

• Find the customer after the meeting and apologize.
• Ask your supervisor if you can be late for the meeting.
• Arrange to have the customer call you back at a better time.
• Contact the customer right away and hope that she can be found.

3. Terry, who has been an employee in your department for about six months, can be careless about safety. He hasn't been involved in any serious accidents, but he's had many near misses. Your supervisor asked you to introduce a new employee, Susan, to the department and to help with her training. Terry overheard and offered to show Susan the safety procedures. Your supervisor thought that would be a great idea. What should you do?

• Tell Terry that you think it would be better if he let you do the training.
• Tell your supervisor that Terry has had many near misses and not much experience.
• Let Terry give Susan the safety training.
• Volunteer to help Terry train Susan on the safety procedures.

4. It's been a very busy day, and you have just gotten a customer complaint. This is the third time today that this same customer has complained to an employee about the same problem. However, it's the first time that you have spoken with her. Your best course of action is to:

• Ask the customer to wait and ask the employee who last dealt with the customer why the problem was not fixed.
• Ask the customer to wait and ask the employee who last dealt with the customer to speak to her.
• Apologize to the customer and ask if she would like to speak to a supervisor.
• Apologize to the customer and ask how you can help fix the problem.

5. Each shift, you have to complete several tasks before leaving for the day. It is near the end of your shift and you probably will not have enough time to finish all of your assigned work before leaving. The best thing you can do is:

• Think about changing your routine to help finish your work on time in the future.
• Tell the employees on the next shift that the tasks are unfinished and ask them to finish them.
• Explain the situation to your supervisor and ask for help.
• Leave for the day and complete the unfinished tasks tomorrow.

6. One of your customers is irate and has just yelled at you because you were slow in responding to a request he had made. You decide to:

• Call the manager and ask her to deal with the customer.
• Tell him you are sorry and explain the reason for the delay.
• Explain to the customer that he is receiving the same service as everyone else.
• Tell the customer you will help him as soon as he calms down and stops yelling.

7. An employee in your department has been coming to work 20 minutes late for the past week. The rest of the employees have picked up the slack so far, but everyone is becoming angry. What should you do?

• Explain to the employee how being late hurts the department's ability to get things done and that she can help by getting to work sooner.
• Warn the employee that you will speak to the supervisor the next time she is late.
• Tell the employee that it's unfair to everyone when she comes in late.
• Bring up lateness in the next department meeting.

8. One of your coworkers frequently complains about problems she's having with a customer. You decide to:

• Tell her what you believe she is doing wrong.
• Empathize with her and explain that some customers just cannot be happy.
• Tell her to channel her energies into finding a solution instead of complaining.
• Ask her if she would like to discuss the situation and try to find a solution together.

Section 2

This section describes work-related situations and possible ways of responding to them. Use the scale below to rate the effectiveness of each action.

Rate the effectiveness of each action listed below for dealing with an angry customer who has come to you with a complaint.	1 Very Ineffective	2 Somewhat Ineffective	3 Neither Effective Nor Ineffective	4 Somewhat Effective	5 Very Effective
9. Asking questions about specific reasons why the customer is upset.
10. Outlining reasons why the customer's concern is not right.
11. Listening to and understanding how the customer feels about the situation.
12. Asking for the customer's ideas about how to best deal with the concern.
13. Referring the customer to a more experienced coworker.
14. Dropping small hints to let this coworker know that his or her behavior is bothering you.
15. Talking to other employees about the situation.
16. Speaking to your supervisor about the coworker's attitude at work.
17. Asking your supervisor to schedule you to work with somebody else.
18. Letting the coworker know that you are bothered by his or her behavior.
19. Trying to find out the root causes of the coworker's bothersome behavior.

Section 3

Use the scale below to indicate how much you agree or disagree with each statement in this section (1, 2, 3, 4, or 5).

	1 Strongly Disagree	2 Disagree	3 Neither Agree Nor Disagree	4 Agree	5 Strongly Agree
20. If I were to leave my job, I would wait until the company found a replacement for me.
21. If I didn't do my job well, I wouldn't feel good about myself.
22. I often doubt the usefulness of what I am being taught.
23. I utilize feedback to develop my skills.
24. Five mistakes for every 100 customers served is an acceptable number of mistakes.
25. I have stolen money from work.
26. I know the answers to many questions.
27. I participate in many activities that stimulate my intellectual curiosity.
28. It doesn't take me long to know whether a job is worth keeping.
29. I almost never become bored with the work I do.
30. I tend to be less accident-prone than most people.
31. I believe feedback is essential for improving performance.
32. I have difficulty understanding abstract ideas.
33. Many things I see at work tend to cause more problems than they solve.
34. Nothing is wrong with taking home supplies from work now and then.
35. I find that feedback is key for reaching my work (or school) goals.
36. When you're getting paid for the number of customers you serve, it doesn't make sense to spend a lot of extra time worrying about quality.
37. I frequently change the way I approach job activities.
38. I believe feedback does little to improve performance.
39. No one is the victim when you steal from your company.
40. I become frustrated with jobs when they no longer interest me.
41. I feel required to make changes based on feedback.
42. I ask questions that nobody else does to learn why something occurred.
43. If I'm unhappy with a job, the best thing for me to do is to quit as soon as possible.
44. I believe that I have the ability to deal with feedback effectively.
45. I enjoy spending the time to find answers to difficult questions.
46. Receiving both positive and negative feedback is important to me.
47. What is good for the organization is the concern of supervisors, not employees.
48. My behaviors often are not as safe as they could be.
49. Supervisory responsibilities tend to bring out a person's negative side.
50. I would make sure I could quit a job before I was fired.
51. I feel it is my responsibility to apply feedback to improve my performance.
52. I have taken merchandise from work.
53. My pay is more important to me than the contributions I make to the company.

Section 4

For each item in this section, indicate the response that most accurately represents your experience.

54. You have typically set work standards that were aimed:

• Above average as compared to other employees.
• At the same level as other employees.
• At achieving the highest quality possible.
• At completing the largest quantity of work.

55. When your opinion about how to solve a problem has differed from your supervisor's, you have typically:

• Firmly pursued your perspective on the issue.
• Modified your opinion to satisfy the preferences of your supervisor.
• Kept to yourself the ways your opinions differed from your supervisor's.
• Talked through the problem with your supervisor to reach a compromise.
• Combined your ideas with your supervisor's to come up with a solution jointly.

56. When you have finished a task or project before its deadline, how often did you spend time rechecking your work before moving on to the next activity?

• Rarely; you usually moved on to the next task as soon as possible.
• Occasionally; you tended to recheck the work you'd done if you had enough time.
• Most of the time; you tried to allow extra time to review your work before moving on.
• Almost always; you waited to move on until you were sure that the task you just finished had no errors.

57. When you have had to work with others to make a group decision, you have usually:

• Proposed a 'middle ground' option to break deadlocks.
• Worked to avoid options that others might disagree with.
• Used your influence to make sure your own ideas were accepted.
• Tried to find one solution which satisfies everyone's expectations.
• Changed your own position to accommodate the interests of others.

58. For how many different employers have you worked full-time in the last five years?

• None
• 1 or 2
• 3 or 4
• 5 or 6
• 7 or more

59. On average, how many days a week do you leave work early without getting approval?

• None
• Once a week
• Twice a week
• Three times a week
• Four or five times a week

60. When in situations involving conflict with others, your preferred approach has been to:

• Try to get everyone to express their concerns.
• Yield to the preferences of others.
• Use your influence to get others to do what you want.
• Take yourself out of the situation as quickly as possible.
• Look for points of agreement between yourself and the others.

61. Supervisors and other employees you have worked with would describe your self-discipline as:

• Superior
• Above average
• Average
• Below average

62. Your most common strategy for handling major disagreements with other people has been to:

• Make sure he or she goes along with what you want to do.
• Get input from others and removing yourself from the situation.
• Blend your ideas with the other person to come up with new options.
• Find compromise options that both you and the other person will accept.
• Accept what the other person wants so that they are pleased with the decision.

63. When the due date of a task has been moved up suddenly, you have typically:

• Met the deadline by speeding up your work pace but you sometimes have had to let the quality of the results slide.
• Been unable to change your work pace to help meet the new deadline because you have trouble organizing your work.
• Done all that you can to deliver quality results before the new deadline.
• Continued working at the same pace.

64. When you have been in disorganized work situations where the number of people wanting supplies is larger than the amount of supplies available, you have typically:

• Avoided the situation and looked for supplies somewhere else.
• Proposed ways to structure the process of distributing the supplies.
• Let others get what they wanted, and then took what was left for yourself.
• Decided how much you would need, and made sure you were able to get it.
• Tried to find ways for everyone to make sacrifices to make the supplies last.

65. When working with someone in a leadership position to solve a problem, your preferred approach has been to:

• Make sure that he or she gets to make the final decision.
• Exchange information with him or her to solve the problem together.
• Try to find a solution that meets both your needs and the leader's needs.
• Emphasize your expertise and why you should make the decision yourself.
• Be careful with what you say to make sure you don't disagree with him or her.