Welcome! As most of our loyal readers know, we have been posting on two blogs for the last few months. Well the time has come to finally shut the door and turn off the lights here! This has been a good location for us and we will miss it dearly. Change is a good thing and we hope you will visit our new blog address which is on our website. Please click the link below and join us at our new home!!
Showing posts with label retention. Show all posts
Showing posts with label retention. Show all posts
Sunday, December 16, 2012
Monday, December 3, 2012
Ask 18 Wheels of Justice Debut! "Soft Taco" asks...
Welcome to "Ask 18 Wheels of Justice". All questions are welcome, anything and everything Trucking... Column will run every Monday and more often as some important questions can't wait and need to be answered immediately. Thank you for submitting all of all of your questions and what great questions they all were. It was difficult to pick only one...
Let's Get Started! You can sense the excitement here at 18 Wheels of Justice HQ, please make sure there's room on the edge of your seat and continue reading...
Names have been changed to protect the innocent and the guilty.
From "Soft Taco" Chino, CA...
"Soft Taco" asks - I have been driving for three years, I have had 7 jobs. I take my work seriously and want to own my own truck. I quit these jobs because I get promised all of these things before I start and then they never happen. I think it looks bad on my record and I'm afraid it will affect me buying a truck in the future.
Thank you for your question, "ST". I wouldn't worry too much about your past, you can't change that. You are right in that it can effect buying a truck in the future. Changing jobs does "tell your story" so to speak. This is important for all drivers to think about when deciding to switch jobs. It's not discussed very often, but it does reflect poorly on your credit if you switch jobs a lot. Not just for buying a truck, but a home, car etc.
We realize, "ST" that this is a common problem in our industry. So stop changing jobs, Soft Taco! It's not that easy and takes work, but it does payoff. Do not be discouraged, there is a process to finding a job. I wrote an article about the 10 best ways to find a driving career and not just a job a few months ago(click here to read).
The most important thing to remember is to take your time! Sometimes we tend to wait too long to look for another job before we quit. Don't wait until you have finally had enough and quit when your angry or upset. Be a gentlemen and give two weeks notice. There is a lot to consider and please read the article(follow link above), because you lose a lot more money than you think when you switch jobs.
If were to try and guess what switching jobs 7 times in 3 years cost you. I would bet that you lost between 2 weeks and a month of work and pay each time you changed jobs. Between trying to get your last paycheck, deductions, withholding, time lost waiting for MVR approval and drug testing, driver orientations, and on and on. Hiring is not a quick process in our company.
Let' be conservative and say you lost two weeks worth of income every time you changed. If you average $1000 per week.
$2000 Lost Per Job Change
x 7 Job Changes in 3 years
$14,000! Yes, $14,000 Cash. $14k would have been a nice down payment on a truck plus some cash for emergencies. It also would have bought a car, a pick up truck, or a whole lotta' chrome...
The moral of the story is to take your time and do your research! It pays off time and time again...
Don't forget to subscribe to our blog, all you have to do is enter your email address on the sidebar, takes a minute...
One of my favorite trucks - check out How bad do you want it? W-900
Friday, November 30, 2012
How to be Effective in a World of Rookie Recruiters
With Driver shortages at an all-time high – It is becoming more difficult to not only recruit, but to retain qualified drivers and owner operators. How do you find drivers and operators that are a better fit for your company to begin with?
Finding Drivers and Operators that "fit" you company is a key component in retention. Most carriers, while looking at a lot full of empty trucks, tend to use the “Habeas Corpus” or “Just Produce a Body” method; we will hire someone qualified, but not necessarily the best fit for our trucking operation, or the driver for that matter. This always results in a short career at our company for the driver and higher turnover, which produce significantly higher costs to our trucking operation.
· How many countless Ads has your company placed using traditional methods such as newspaper, radio, or even TV with little to no return? How many internet ads surrounded by hundreds, if not thousands of other advertisers?
· How much money has your company allocated to these already exhausted methods?
At 18 Wheels of Justice; we are providing a unique approach to recruiting and capturing the attention of drivers and owner operators. We have tactfully and quietly developed one of the most devoted driver and operator audience in the nation and continue to foster that growth.
Why Partner With Us?
I'm the author of "18 Wheels of Justice", an educational, trucking based Book & CD series, website and blog. I have appeared on Big Truck TV (a partner with Internet Truck Stop) and various trucking radio shows. My blogs are published on Big Truck TV, TripPak and various other venues. Drivers and owner operators visit and trust 18 Wheels of Justice to interview and explain the core values of a trucking company before they sign on.
The 18 Wheels of Justice “Blomotion” (Blog Promotion) is an in depth story that is designed to answer the drivers and operators questions about your company before they call.
The game has changed so much over the last few years that most drivers & ops are hesitant to call to ask questions because of all the follow up calls they will get from recruiters for months, even years. Our article presents your company in an up front and personal light by a reputable third party. It works, and it works well.
Recruiting advertising is not like selling soft drinks. You're selling a career, success, a lifestyle and trust. Repetition and flashing ads simply can not convey this message. The time has come to promote in depth what makes your company appealing and makes it standout in our industry. Every trucking company has its own appeal and is unique; we focus on and promote these attributes.
We tell the founders story, the struggles and successes throughout the company’s history, the human side... This has great appeal and the principles of attraction must be applied to recruiting drivers and operators. The operators, drivers and their wives want to make their own decision and learn about the company on their own.
Let us tell your story...
How it works
· Written “Blomotion” (Blog + Promotion) on you company which includes an in depth story about your company with your final approval before publication. The article will be posted on our different blogs several times during the month.
· Original article on your company includes interview with company CEO or Director of Recruiting describing the benefits of working for your company.
· Blog article will be featured on owner operator and driver page on our website for 30 days, along with link and phone number to your company’s website.
· Posted on 50 Craigslist Cities within your hiring area as an article by a 3rd Party (it works well, we know how to catch owner operators and drivers attention)
· Any existing recruiting video you have will be published alongside the article on our website and blog as well.
Most Drivers and Operators(and more importantly, their wives and significant others) review companies and make their decision over the Christmas Season when they have time off and make their move in January, don’t wait. Our schedule is filling up quickly for the remainder of 2012, and this is the ideal time to have your “Blomotion” posted, especially to ramp up for 2013 driver needs.
Act quickly by simply replying to this email or call 314-620-5536 to learn more. We do all the work for you…
The Ugly Truth About Empty Trucks
What exactly does an empty truck cost a trucking company? "Not that Much" said one brave soul. "A whole lot!" replied another. "I don't know!" he said quietly to himself, and he was right.
Let's jump right in and figure it out, because the water is warm and getting hot. The purpose of this blog is not to cause grown men to cry, nor put the fear of God or additional pressure on already nervous Driver Recruiters, but quite the opposite. Where are your resources going? Are you giving your recruiting departments enough resources?
Now, you may not want to know what that an empty truck costs you and I don't blame you... You may purposely avoid driving around the side of the building where all the empty trucks are parked when you arrive in the morning. I don't blame you for that either... Now, settle into your favorite bar stool, grab yourself a pencil and cocktail napkin, turn the napkin over onto its back, and lets do some accountin'...
Feel free to insert your own costs here, if you don't know these off the top of your head, these are good averages to use. (These descriptions and amounts all meet again in a column near the bottom, I felt some explanation was needed as to just how I arrived at my numbers.)
Tractor Payment - $2075.00 - Just an average payment amount based on a new truck with 5 year straight financing.
Trailer Payment $300 - $600 (Oh wait, multiply that $300 trailer payment number by two! Remember the person(salesmen, operations manager, VP of this and that, CFO) who convinced you that you need to be at a 2 to 1 trailer to tractor ratio? (Yes, Sir, you now have two trailers for every tractor. You did that so you could do some fancy dropping and hooking and increase your revenue, yes, Sir.)
Actual Depreciation - $1541.00 5 Year to $7500 (I don't care about how you speed up or slow down depreciation for taxes, doesn't matter here, stop thinking it's a good thing, and stop thinking about it entirely for this exercise, please.)
Overhead - $900 Includes (Non-driving Employees, Office Staff, Mechanics, Phones, company cars and so on. I'm going to peg this at $.09 per mile as a good average, basically all admin costs divided by number of trucks by 10,000 miles per month. Again, please feel free to use what number you feel is a realistic representation of your company.
Profit per truck - How much do you make per truck per month? I don't know how much you make, but the 5 - 25 - 100 empty trucks on your lot play a major role in your overall profitability - Please feel free to insert your profit per truck number here. I left it at ZERO
To Summarize -
Tractor Payment $2,075
Trailer Payment $600
Depreciation $1,541
Overhead $900
Profit $0
Cost per Empty Truck per Month $5,116
The trucking business makes for a good mistress but she's a mean wife. She's very cyclical as we all know and full of mood swings. "And Boy, I Say Boy", she's been in a mood for the last year or two. The carriers who understand the cost of an empty truck and address it head on are sure to weather the storm. Stay strong, our time to shine is coming again...
COPYRIGHT 2012 Michael H. Komadina
Thursday, November 15, 2012
How to Stop Unreasonable Child Support Deductions From Your Check in 2012
Return to 18 Wheels of Justice Home
How to Resolve Child Support Issues - There is a Solution
At trucking companies across the nation, many dispatchers, recruiters and operations managers often wonder why a recently hired driver suddenly quits after a few months. Everybody seemed to like him, he did a good job, he seemed to like working at your company.
How to Resolve Child Support Issues - There is a Solution
At trucking companies across the nation, many dispatchers, recruiters and operations managers often wonder why a recently hired driver suddenly quits after a few months. Everybody seemed to like him, he did a good job, he seemed to like working at your company.
Suddenly a notice comes in the mail to payroll to deduct for past due child support from the state. It’s different in every state of course, but it typically is such a large amount that it is hard for the driver to live and have this amount “deducted” from his pay. This notice usually arrives somewhere between one to four months after starting employment, depending on the state, your companies reporting schedule, what day of the quarter the driver started, etc.
A lot of good drivers leave a lot of good companies after a few months and move to the next one. Some go to companies where they are paid cash or with a 1099, frequently for less pay.
A lot of good drivers leave a lot of good companies after a few months and move to the next one. Some go to companies where they are paid cash or with a 1099, frequently for less pay.
So… What is a driver or employer to do? Everyone should pay child support; it’s the right and honorable thing to do. That is a given. A lot of smart divorce attorneys manage to have “alimony” or “spousal maintenance” classified as child support at the time of divorce. This makes it collectable by the state. This is a questionable practice, but it is done by divorce attorneys every day. To try and get this amount changed after a divorce is impossible. I know in the state of Missouri there is a six month waiting list to even talk to someone about a setting up a time for a hearing.
This article is not about the inherent bias in the legal system against fathers, but the intent is to make the outcome of divorce and ensuing child support workable for our drivers who find themselves in this situation.
Recruiters and HR Mangers at every trucking company need to be prepared to address and handle this with every driver who starts at your company.
Every Driver who has this issue following them needs to know that there is a solution to it, and it’s a lot easier than you may think. A lot of recruiters/HR Managers I know have responded negatively to my comments, and refer to drivers child support as none of their business and the driver just needs to pay it.
Having arrears in child support doesn’t make anyone irresponsible nor a bad parent or person for that matter. The system has worked against fathers for decades and many have tried in the past to resolve it, hit a brick wall and decided there was nothing that could be done about it. And they were probably right.
A lot has changed recently and now is the perfect time to address it and put it behind you.
Having arrears in child support doesn’t make anyone irresponsible nor a bad parent or person for that matter. The system has worked against fathers for decades and many have tried in the past to resolve it, hit a brick wall and decided there was nothing that could be done about it. And they were probably right.
A lot has changed recently and now is the perfect time to address it and put it behind you.
First of all, from the human resources perspective, you are helping your driver. This is what you should to be doing from a personal and professional perspective.
Second of all, as Human Resources professional, this is your responsibility as far as I’m concerned. If an employee has an issue that is affecting his job and tenure at your company, you should have a program in place to help them. This should be addressed during the onboarding process. Reach out and take action, help your fellow man and build a relationship.
Finally, you are helping the children involved by making consistent
child support payments a reality.
child support payments a reality.
The Solution
Nearly every state will adjust the deduction. There are phone numbers you can call where you can explain to them why you can’t afford the $300, $500 or more per week (usually its current child support plus arrears) they want to deduct and they will adjust it. This is not an official reduction of the amount owed, just an informal adjustment of what they will take out every week. In my experience the state will adjust it to a “livable” amount, $75 to $150 per week depending on salary, number of children, etc. This is usually accomplished within a week’s time frame. I have listed the numbers of the Child Support Agencies in each state below. All it takes is a phone call; just let them know you want to address current or future deductions being taken out of your check.
You can make a big difference in your life or your driver’s life, and children’s lives today by reaching out and helping yourself or your drivers…
ALABAMA
334-242-9300
mina.roussell@dhr.alabama.gov
|
ALASKA907-269-6832
david.tredway@alaska.gov
|
ARIZONA602-252-4045
dmoring@azdes.gov
|
ARKANSAS
501-682-6828
mary.e.smith@ocse.state.ar.us
|
CALIFORNIA
888-898-1745
|
COLORADO
303-866-4300
csecustomerservice@state.co.us
|
CONNECTICUT
860-424-4989, option 2
|
DELAWARE
302-577-7171
www.dhss.delaware.gov/dhss/dcse/index.html
|
DISTRICT OF COLUMBIA
202-724-2254
artish.jacobs@dc.gov
|
FLORIDA
850-617-8099
csepassportdenial@dor.state.fl.us
|
GEORGIA
404-657-3869
csetaxoffset@dhr.state.ga.us
|
HAWAII
808-692-7000
wayne.y.izumi@hawaii.gov
|
IDAHO
208-334-5715
|
ILLINOIS
217-785-0283
|
INDIANA
317-234-5700, option 3
|
IOWA
515-242-6003
|
KANSAS
785-296-2089
|
KENTUCKY
502-564-2285
doris.moore@ky.gov
|
LOUISIANA
225-342-4780225
carol.dewitt@la.gov
|
MAINE
207-624-4111
kathy.levesque@maine.gov
|
MARYLAND
800-332-6347
|
MASSACHUSETTS
617-626-4156
glavin@dor.state.ma.us
|
MICHIGAN
517-373-2932
|
MINNESOTA
651-431-4400
|
MISSISSIPPI
601-359-4879
temekka.williams@mdhs.state.ms.us
|
MISSOURI
866-313-9960
|
MONTANA
406-444-3739
cstclair@mt.us
|
NEBRASKA
402-471-1400
julie.lavicky@nebraska.gov
|
NEVADA
775-684-0704
cse@dwss.nv.gov https://dwss.nv.gov/
|
NEW HAMPSHIRE
603-271-4680 http://www.dhhs.nh.gov/dcbcs/beas/nhcp/contact.htm
|
NEW JERSEY
609-631-2670
dfd-lien-levy@dhs.state.nj.us
|
NEW MEXICO
800-288-7207 (In State)800-585-7631
unit.intercept@state.nm.us
|
OHIO
800-686-1556
|
OKLAHOMA
405-522-0028
melody.rotan@okdhs.org
|
OREGON
503-373-7300
sccuquestions@doj.state.or.us
|
PENNSYLVANIA
800-932-0211
ra-crbcse@pa.gov
|
RHODE ISLAND
401-458-4400
richildsupport@cse.state.ri.us
|
SOUTH CAROLINA
803-898-9314
glenn.hastie@dss.sc.gov
|
SOUTH DAKOTA700
605-773-3641
kathryn.piersol@state.sd.us
|
TENNESSEE
800-838-6911
edward.canaday@tn.us
|
TEXAS
800-252-8014
|
UTAH
801-536-8500 ext. 22301
cdmiller@utah.gov
|
VERMONT
802-241-2180
|
VIRGINIA
800-468-8894
www.dss.virginia.gov/family/dcse.html
|
VIRGIN ISLANDS
340-775-3070 ext. 5008
|
WASHINGTON
360-664-5350
lsc@dshs.wa.gov
|
WEST VIRGINIA
800-249-3778
www.wvdhhr.org/bcse/
|
WISCONSIN
608-266-9909
marc.dibernardo@wisconsin.gov
|
WYOMING
307-777-6948
brenda.lyttle@wyo.gov
|
©18 Wheels of Justice 2012
Monday, November 12, 2012
Happy Veteran's Day
Happy Veterans Day!
18 Wheels of Justice would like to express our sincere gratitude to all who have served and are currently serving our beloved country protecting our citizen’s rights and freedom! God Bless America and the Armed Forces! For all our veterans returning from service, and returning to a slow economy, the trucking industry is hiring and training drivers. Becoming an OTR Driver is full of opportunities, good pay and security. There are many opportunities to buy your own truck and become an owner opportunity after a few years. The future is bright for you in our Industry!
I was blessed with spending opening week-end deer season with my Dad, two of my brothers and my 10 Year old son, Joe, at our family farm in Northern Missouri. After a very enjoyable week-end, my son and I embarked on our two-hour journey home on a rural two lane highway. With a ten year old boy, many rapid fire conversation start and stop abruptly, change course and reignite later at random times. One of many conversations involved the lines on the two lane highway. What do the dotted lines mean? Can I change the radio station? Why is there a dotted line next to a solid line? Look at that cow… Why are there two solid lines? Dad? Why didn’t they make this highway wider?
They made the lanes wide enough for a truck to safely haul freight.
Joe: Why is a truck that wide?
Because the machines they used to make railroad cars are the same machines they used to make trucks and trailers with.
Joe: Why are railroad cars that wide?
The axles and tools that were used to make wagon axles were used to make railroad car axles.
Joe: Why were the wagons that wide?
Because of the Romans
Joe: What does this have to do with Bible?
Nothing, the Roman Empire built Chariots and all of the major roads throughout Rome and much of Europe, and wagon axles were built the same width as the chariots. That way the wagon wheels would fit in the ruts that already existed in the road. The wagons would ride level and the wagon wheels wouldn’t break in a rut.
Joe: Do you mean the rut during deer season?
Not that rut, a rut in the road.
Joe: Ok, then why did the Romans build the Chariots that wide?
Roman Emperor Julius Caesar declared that all official Roman Chariots be built to the width of two horses. There has to be a standard width or nobody would be able to fit on the roads, it would be chaos.
Joe: Hmm. Look at that cow over there…
18 Wheels of Justice would like to express our sincere gratitude to all who have served and are currently serving our beloved country protecting our citizen’s rights and freedom! God Bless America and the Armed Forces! For all our veterans returning from service, and returning to a slow economy, the trucking industry is hiring and training drivers. Becoming an OTR Driver is full of opportunities, good pay and security. There are many opportunities to buy your own truck and become an owner opportunity after a few years. The future is bright for you in our Industry!
I was blessed with spending opening week-end deer season with my Dad, two of my brothers and my 10 Year old son, Joe, at our family farm in Northern Missouri. After a very enjoyable week-end, my son and I embarked on our two-hour journey home on a rural two lane highway. With a ten year old boy, many rapid fire conversation start and stop abruptly, change course and reignite later at random times. One of many conversations involved the lines on the two lane highway. What do the dotted lines mean? Can I change the radio station? Why is there a dotted line next to a solid line? Look at that cow… Why are there two solid lines? Dad? Why didn’t they make this highway wider?
They made the lanes wide enough for a truck to safely haul freight.
Joe: Why is a truck that wide?
Because the machines they used to make railroad cars are the same machines they used to make trucks and trailers with.
Joe: Why are railroad cars that wide?
The axles and tools that were used to make wagon axles were used to make railroad car axles.
Joe: Why were the wagons that wide?
Because of the Romans
Joe: What does this have to do with Bible?
Nothing, the Roman Empire built Chariots and all of the major roads throughout Rome and much of Europe, and wagon axles were built the same width as the chariots. That way the wagon wheels would fit in the ruts that already existed in the road. The wagons would ride level and the wagon wheels wouldn’t break in a rut.
Joe: Do you mean the rut during deer season?
Not that rut, a rut in the road.
Joe: Ok, then why did the Romans build the Chariots that wide?
Roman Emperor Julius Caesar declared that all official Roman Chariots be built to the width of two horses. There has to be a standard width or nobody would be able to fit on the roads, it would be chaos.
Joe: Hmm. Look at that cow over there…
Tuesday, November 6, 2012
Top Ten List Final! Drivers: How to Narrow your Job Search
18 Wheels of Justice Home
Welcome Back for our final installment of our Top Ten List...
3. Pros and Cons of Small or Large Trucking Company. Think back through your career and which companies you were the most satisfied with. Small trucking companies tend to be more personal which can be good and bad. Do you like to keep your personal life and interaction with your employer at arms length? Do you like to get to know your dispatcher, the mechanics, the staff and company owner more personally? These are personal choices of course, but important to your overall success with a company. If you like to remain more autonomous and be a small part of a larger company, this is important to keep in mind when deciding. With a larger company you can feel less appreciated, but at the same time your dispatcher won't be calling you late on a Sunday asking you to take another drivers load because he has "personal" issues.
2. Local or Out of State Trucking Company. What does it matter? If you work for a local company, it can be nice because it has more of a community feel. Local companies also mean more interaction with other drivers who work there. This can be good and bad, depending on how much gossip and complaining from other drivers you prefer to get involved in. An out of state company has the benefits of being removed from that and you won't have to go into to the terminal every week-end or so when you come home. Again it's all personal choice.
1. Sign On Bonus - Is it worth it? It depends and most likely NO. There are so many different types of sign on bonus's out there. The majority of them aren't sign on bonus's. So when you see an ad offering a large $5000 sign on bonus, don't get distracted and feel short changed because your sign on bonus was only $2000. Read the fine print. If it's too good to be true, it usually is. A $5000 sign on bonus paid over 6 months loses its appeal very quickly when you're only running 1800 miles a week. You did not get any type of bonus and probably lost money on the whole deal. These bonus's are designed to attract attention and they do! But in most cases, that is all it is, a ploy to attract your attention and get you in the door. Most Carriers have these bonus's now simply because they have to have them to keep up with the competition. Do your homework and do not make a decision based on a bonus!
The most important thing to remember is to not to sell yourself short! Stick to your guns and select the company who offers what you need and want as a driver. This is key to your long term success in this industry.
Do the legwork before you start at a company. If you are constantly switching employers it will only serve to cause frustration and burnout in your career. This is a great career and a very honorable profession.
I have been in the trucking business my whole life and my family has been in the trucking business for four generations. My Great Grandfather hauled moonshine from Kentucky to South St. Louis during prohibition. My Grandfather was a Teamster, My Dad owns a trucking company, my brothers are in trucking, My ten year old son, Joseph, sounds off the carrier names of every truck we see on the highway and helps his Grandfather in the summer by sweeping the shop and picking up trash on the lot at the terminal.
Trucking is a family tradition and I hope you encourage your family, friends and anyone you know to join our industry. The majority of trucking companies are in some way, shape or form, a family business. In these poor economic times, you never see trucking companies lay off drivers.
There are more jobs available now to drivers than ever before! This is job security.
Almost every trucking company has a training program to help people get a CDL and experience. All of the poor souls who are unemployed, whose homes are being foreclosed on, full of worry and the shame of it all... Do your good deed for the day and introduce them to our industry, A Family Tradition.
© 2012 Michael H. Komadina
18 Wheels of Justice™
"Negotiating with Freight Brokers and 3PL's" A "must have" in today's freight market, improve your company's profitability by training your staff with this hands on training manual today!
Thursday, September 20, 2012
Cortes on Recruiting and Retention II
Return to 18 Wheels of Justice Home
Continued from Part I - Senor Cortes on Recruiting and Retention
Cortes may not have been the most qualified to lead the expedition. Though he was experienced and renowned for his courage, another reason for his appointment was his promise to help finance the expedition. Cortes emptied his personal wealth and poured it into the trip. He mortgaged his lands. He called on friends to both help prepare for the trip and to join his small army.
The first land Cortes and his crew of 508 men spotted was the coast of Yucatan, at one time the central nervous system of the Mayan empire. Cortes had ordered his scouts to the coast a month ahead of time to travel to the borders of the Aztec Empire to see what sort of trouble they might face when they approached to pillage the Aztec gold. They set up camp on the beach and prepared for the perilous journey ahead into the heart of the Aztec's and waited for the scouts to return to the coast with their report.
As Cortes' men waited for the scouts and prepared horses, guns and provisions for the nearly 200 mile inland journey, some curious local tribesmen had visited the encampment. The subject of Montezuma, gold and armies were the main topic of discussion. The locals told them of Montezuma's city of gold, the homes were decorated with and the streets were paved with gold. They were amazed with the white, bearded man's peculiar interest in gold. They also told them of Montezuma's fearless army, some 10,000-20,000 men strong by the locals count.
Within a few days the scouts returned, and they met with Cortes in the conquistadors large tent. Some of the Cortes' men, eager to learn what they were facing, hid behind the tent and listened carefully to the discussion. The scouting report was worse than any had imagined, Montezuma's army numbered well over 100,000 men, armed with spears, bows and arrows. Although the expedition was well armed with guns and a large cannon, victory with 500 men vs. 100,000 well trained warriors, seemed an impossible feat. Cortes took all of this in, swore his scouts to secrecy, and retired to his tent for the evening.
Cortes, meanwhile, weighed his options. He faced imprisonment or death for defying the governor, Velasquez, if he returned to Cuba. Cortes knew the want of gold and riches was not a big enough motivator for his men to face such a daunting task. They were Soldiers of Fortune, not the soldiers one needed in such a battle. All the gold in the world is worth nothing to a dead man. The best soldiers are the soldiers who are fighting for God, Country and for the safety of their homes and family.
Cortes decided to take a walk on the outskirts of the encampment and try and get a feel on his men and their morale. The men who had been eavesdropping on the scouts and Cortes, had of course spread the word quickly about the 100,000 plus warriors. Panic ensued within the men and everyone felt Cortes had surely lost his mind if he wanted to proceed, and there was no amount of gold worth marching into a certain slaughter. They knew his situation at home in Cuba, but they were merely following Cortes' orders when they set sail from Cuba, and felt any of the consequences of joining Cortes would be dismissed. The majority of them came to the conclusion, that life was good enough in Cuba, and it was time to return to their families and plantations.
Cortes knew his only option was to move forward with the expedition, he knew Velasquez's anger at his disobedience would be cooled off by returning with ship loads of gold, of which the Cuban Governor would get his fair share, of course.
Hernando Cortes had heard all of this mutinous planning discussed at length by his men well into the late evening. They had finally decided to seize all the ships at first light and sail back to Cuba, with or without Cortes. Cortes, in a bold stroke of genius, sent his personal entourage of 50 loyal soldiers to the ships in the darkness.
He ordered his men to set all 11 ships on fire and send them out to sea.
They followed Cortes' orders, set the ships on fire, pushed them out to sea, and watched them burn and eventually sink, in a glorious sight in the darkness.
The next morning, Cortes and his army of 508 men marched toward Montezuma.
How does this relate to the trucking industry's seemingly never ending battle with recruiting and retention? Join us here on Monday, September 24th to explore more on this fascinating subject.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
Continued from Part I - Senor Cortes on Recruiting and Retention
Cortes may not have been the most qualified to lead the expedition. Though he was experienced and renowned for his courage, another reason for his appointment was his promise to help finance the expedition. Cortes emptied his personal wealth and poured it into the trip. He mortgaged his lands. He called on friends to both help prepare for the trip and to join his small army.
The first land Cortes and his crew of 508 men spotted was the coast of Yucatan, at one time the central nervous system of the Mayan empire. Cortes had ordered his scouts to the coast a month ahead of time to travel to the borders of the Aztec Empire to see what sort of trouble they might face when they approached to pillage the Aztec gold. They set up camp on the beach and prepared for the perilous journey ahead into the heart of the Aztec's and waited for the scouts to return to the coast with their report.
As Cortes' men waited for the scouts and prepared horses, guns and provisions for the nearly 200 mile inland journey, some curious local tribesmen had visited the encampment. The subject of Montezuma, gold and armies were the main topic of discussion. The locals told them of Montezuma's city of gold, the homes were decorated with and the streets were paved with gold. They were amazed with the white, bearded man's peculiar interest in gold. They also told them of Montezuma's fearless army, some 10,000-20,000 men strong by the locals count.
Within a few days the scouts returned, and they met with Cortes in the conquistadors large tent. Some of the Cortes' men, eager to learn what they were facing, hid behind the tent and listened carefully to the discussion. The scouting report was worse than any had imagined, Montezuma's army numbered well over 100,000 men, armed with spears, bows and arrows. Although the expedition was well armed with guns and a large cannon, victory with 500 men vs. 100,000 well trained warriors, seemed an impossible feat. Cortes took all of this in, swore his scouts to secrecy, and retired to his tent for the evening.
Cortes, meanwhile, weighed his options. He faced imprisonment or death for defying the governor, Velasquez, if he returned to Cuba. Cortes knew the want of gold and riches was not a big enough motivator for his men to face such a daunting task. They were Soldiers of Fortune, not the soldiers one needed in such a battle. All the gold in the world is worth nothing to a dead man. The best soldiers are the soldiers who are fighting for God, Country and for the safety of their homes and family.
Cortes decided to take a walk on the outskirts of the encampment and try and get a feel on his men and their morale. The men who had been eavesdropping on the scouts and Cortes, had of course spread the word quickly about the 100,000 plus warriors. Panic ensued within the men and everyone felt Cortes had surely lost his mind if he wanted to proceed, and there was no amount of gold worth marching into a certain slaughter. They knew his situation at home in Cuba, but they were merely following Cortes' orders when they set sail from Cuba, and felt any of the consequences of joining Cortes would be dismissed. The majority of them came to the conclusion, that life was good enough in Cuba, and it was time to return to their families and plantations.
Cortes knew his only option was to move forward with the expedition, he knew Velasquez's anger at his disobedience would be cooled off by returning with ship loads of gold, of which the Cuban Governor would get his fair share, of course.
Hernando Cortes had heard all of this mutinous planning discussed at length by his men well into the late evening. They had finally decided to seize all the ships at first light and sail back to Cuba, with or without Cortes. Cortes, in a bold stroke of genius, sent his personal entourage of 50 loyal soldiers to the ships in the darkness.
He ordered his men to set all 11 ships on fire and send them out to sea.
They followed Cortes' orders, set the ships on fire, pushed them out to sea, and watched them burn and eventually sink, in a glorious sight in the darkness.
The next morning, Cortes and his army of 508 men marched toward Montezuma.
How does this relate to the trucking industry's seemingly never ending battle with recruiting and retention? Join us here on Monday, September 24th to explore more on this fascinating subject.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
18 Wheels of Justice Series available at: 18 Wheels of Justice
EMAIL - Negotiator@18wheelsofjustice.com
Saturday, September 15, 2012
Cortez on Recruiting and Retention
I imagine if he were alive today, Hernando Cortes would be a popular senator, a good spokesman and consumer for Captain Morgan, or perhaps, if he had the courage, he would be a successful Driver/Owner operator recruiter. A recruiters job today is as daunting and challenging as any, and they must possess a unique set of abilities to lead, inspire and manage people. Please join me as we go back a few centuries into an abridged version of the adventures of Senor Cortes in "New World" Mexico.
Cortes or Cortez, both acceptable versions of his name, found himself in Cuba circa 1517, after playing a role under Velasquez in the acquisition of Cuba for Spain.
Cortes was a great leader of men. He had an uncanny ability to recruit and inspire. He found himself in Cuba, helping to set up the new government and closely guarding and organizing this exciting new asset for Spain. Rumors had been spreading for decades in Cuba about the bountiful gold and treasures available to anyone who dared to venture into Mexico.
Cortes, with a burning desire to make a name for himself, not to mention a blood lust for gold, starting putting together his own expedition into the golden hills of nearby Mexico. He set out to put together a army of 500 men, and as any good recruiter will tell you, you start by defining and getting an understanding of your quarry.
Cortes focused on the sons of wealthy sugar plantation owners. They were plentiful in 15th Century Cuba and they had plenty of time on their hands. He inspired them with tales of riches, gold and beautiful women from coast to golden coast. These young men were easily regaled and intrigued with his tales and signed on easily. Most were eager to make a name and a fortune for themselves, as most young men are... Word spread quickly among these men, and soon Cortes had more than the 500 he needed and prepared for the expedition to conquer modern day Mexico... Learn the drastic retention steps he implemented. Post continued Wednesday this week, don't forget to sign up for a free email subscription.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
Cortes or Cortez, both acceptable versions of his name, found himself in Cuba circa 1517, after playing a role under Velasquez in the acquisition of Cuba for Spain.
Cortes was a great leader of men. He had an uncanny ability to recruit and inspire. He found himself in Cuba, helping to set up the new government and closely guarding and organizing this exciting new asset for Spain. Rumors had been spreading for decades in Cuba about the bountiful gold and treasures available to anyone who dared to venture into Mexico.
Cortes, with a burning desire to make a name for himself, not to mention a blood lust for gold, starting putting together his own expedition into the golden hills of nearby Mexico. He set out to put together a army of 500 men, and as any good recruiter will tell you, you start by defining and getting an understanding of your quarry.
Cortes focused on the sons of wealthy sugar plantation owners. They were plentiful in 15th Century Cuba and they had plenty of time on their hands. He inspired them with tales of riches, gold and beautiful women from coast to golden coast. These young men were easily regaled and intrigued with his tales and signed on easily. Most were eager to make a name and a fortune for themselves, as most young men are... Word spread quickly among these men, and soon Cortes had more than the 500 he needed and prepared for the expedition to conquer modern day Mexico... Learn the drastic retention steps he implemented. Post continued Wednesday this week, don't forget to sign up for a free email subscription.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
Tuesday, August 28, 2012
If You're Gonna be Dumb, You Gotta be Tough
Return to 18 Wheels of Justice Home
To help satisfy the ever increasing curiosity of my readers and growing fan base(yes fan base, I receive lots of emails from readers wanting to know more about me, so I consider these emails fan mail). I often get asked questions encouraging me to share about myself. To save time, instead of answering each email individually, I have broken them down into the three most popular questions I receive from fans and will post them here.
1. Who do you think you are?
2. I've been doing this for 20 years, if this worked, I would have heard it about it by now. What rock did you crawl out from under?
3. How are you even qualified to make such a statement?
Now, before I continue, I would like to tell everyone the title of my new book. I would also like to preface this by saying that my new book outlines my new program to reduce driver turnover(increase retention-this explanation provided for my fans) in the over the road trucking industry. As we all know, driver turnover has reached an alarming and critical level in our industry. The title of my book is "90 Days to 75% Retention".
I do occasional consulting projects for trucking companies for a variety of reasons related to trucking and transportation. In meetings to discuss my consulting services, I'm often asked about the title of my new book. More often than not, it is met with laughter. And not polite laughter, but real, hearty laughter. When people glance at me after the laughter erupts, and realize I'm not laughing(I never laugh about retention), the polite ones usually stop, and present sympathetic looks akin to glances the dumb kid in class gets when he gives the wrong answer in a classroom. ("He just doesn't understand, this is an unsolvable problem. We must live in and accept our problem, we must tell him to accept the status quo, and be energized by our problem, not to keep seeking a solution.")
Has turnover become so accepted in our industry, that a 25% turnover rate is thought to be so unattainable that it prompts laughter? It's that outrageous? The ones who laugh the loudest are usually the ones who haven't done much self-examination recently and have the highest turnover, and have trouble grasping the concept that 25% turnover is achievable. It takes me back to the days of my youth, when my one of my brothers(for the sake of family harmony, I won't identify which brother) and I were given a BB gun from my grandfather. We charged outside, BB gun in hand, and held a heated debate about who was going to shoot it first. It was finally concluded that I would be the first to shoot it and my brother in all his wisdom, would hold an empty aluminum soda can in his out stretched arm as the target. So it was decided. I walked off 10 paces in the backyard and turned around to see my brother holding the can in his hand, I aimed and shot quickly. I missed the can completely and the BB struck my brother in the chest. He looked down at his chest, looked back up at me and proclaimed in a taunting voice, "You missed, moron!"... My grandfather, heard the commotion, came outside took the BB gun back as we explained what happened. He turned to my brother and said, "Well, If your gonna dumb, son, then you gotta be tough".
The retention problem is large and It's not going away.
Our retention issue is a cancer that has been growing since the early 1990's. Twenty years of a growing tumor on our industry, never in remission, but only a few short periods of slowed growth with a slowing economy, followed by rapid growth in turnover fueled by an expanding economy.
All of this is yesterday's news, as they say and I don't expect anyone to be surprised at any of these comments.
Have trucking companies just given up and accepted their turnover rate as the status quo?
I don't believe so. Trucking Executives are some of the best executives in our country, never to be ones to give up, quit, or not to find a better way.
This retention issue is one that has never been faced before in history. There has been no training available, not a clear successful plan to follow. It is massive and growing. Whenever there is no history of success to follow, innovation must prevail!
Innovation and new approaches are always laughed at, criticized and scorned at the beginning. But, it must be said to the detractors, that in the history of the world, there has never been a statue in a town square built in honor of a critic!
There is not an industry in the history of the United States, dare I say the world, that has experienced this! I defy anyone, a college professor, a Harvard MBA, anyone to find an industry who has experienced such a shortage of employees during a poor economy that keeps getting worse.
Trucking companies are willing to pay just about anything to get a driver in a seat. Find any industry in the United States! Any industry in the world! Not just this century, any century! Why? because the trucking industry is unique and so is our problem.
1. Trucks have wheels - carriers aren't defined and limited by a physical location, and neither are drivers. This creates a large pool of potential drivers and a large pool of potential employers, ready to transact at a moments notice. This is why broad economic theory is effective in this situation.
2. The CDL is unique in the amount of time it takes to be licensed and the amount of experience needed before a solo driver is deemed safe.
We must employ not one concept, not two concepts, not one economic theory or practice, but many applied together in a unique manner aimed at the trucking Industry. We must call on the genius of Henry Ford and Keynes! We must apply a personal approach unique to an employee who is always working but never at a physical workplace! We go home and he is still in his truck, driving, sleeping, loading, unloading. When he does arrive at the terminal, it's usually off hours and we are at home. If we are there, he is in a hurry to go home to his family anyway, and doesn't want to enjoy a hot dog with us at the driver appreciation BBQ.
To help satisfy the ever increasing curiosity of my readers and growing fan base(yes fan base, I receive lots of emails from readers wanting to know more about me, so I consider these emails fan mail). I often get asked questions encouraging me to share about myself. To save time, instead of answering each email individually, I have broken them down into the three most popular questions I receive from fans and will post them here.
1. Who do you think you are?
2. I've been doing this for 20 years, if this worked, I would have heard it about it by now. What rock did you crawl out from under?
3. How are you even qualified to make such a statement?
Now, before I continue, I would like to tell everyone the title of my new book. I would also like to preface this by saying that my new book outlines my new program to reduce driver turnover(increase retention-this explanation provided for my fans) in the over the road trucking industry. As we all know, driver turnover has reached an alarming and critical level in our industry. The title of my book is "90 Days to 75% Retention".
I do occasional consulting projects for trucking companies for a variety of reasons related to trucking and transportation. In meetings to discuss my consulting services, I'm often asked about the title of my new book. More often than not, it is met with laughter. And not polite laughter, but real, hearty laughter. When people glance at me after the laughter erupts, and realize I'm not laughing(I never laugh about retention), the polite ones usually stop, and present sympathetic looks akin to glances the dumb kid in class gets when he gives the wrong answer in a classroom. ("He just doesn't understand, this is an unsolvable problem. We must live in and accept our problem, we must tell him to accept the status quo, and be energized by our problem, not to keep seeking a solution.")
Has turnover become so accepted in our industry, that a 25% turnover rate is thought to be so unattainable that it prompts laughter? It's that outrageous? The ones who laugh the loudest are usually the ones who haven't done much self-examination recently and have the highest turnover, and have trouble grasping the concept that 25% turnover is achievable. It takes me back to the days of my youth, when my one of my brothers(for the sake of family harmony, I won't identify which brother) and I were given a BB gun from my grandfather. We charged outside, BB gun in hand, and held a heated debate about who was going to shoot it first. It was finally concluded that I would be the first to shoot it and my brother in all his wisdom, would hold an empty aluminum soda can in his out stretched arm as the target. So it was decided. I walked off 10 paces in the backyard and turned around to see my brother holding the can in his hand, I aimed and shot quickly. I missed the can completely and the BB struck my brother in the chest. He looked down at his chest, looked back up at me and proclaimed in a taunting voice, "You missed, moron!"... My grandfather, heard the commotion, came outside took the BB gun back as we explained what happened. He turned to my brother and said, "Well, If your gonna dumb, son, then you gotta be tough".
The retention problem is large and It's not going away.
Our retention issue is a cancer that has been growing since the early 1990's. Twenty years of a growing tumor on our industry, never in remission, but only a few short periods of slowed growth with a slowing economy, followed by rapid growth in turnover fueled by an expanding economy.
All of this is yesterday's news, as they say and I don't expect anyone to be surprised at any of these comments.
Have trucking companies just given up and accepted their turnover rate as the status quo?
I don't believe so. Trucking Executives are some of the best executives in our country, never to be ones to give up, quit, or not to find a better way.
This retention issue is one that has never been faced before in history. There has been no training available, not a clear successful plan to follow. It is massive and growing. Whenever there is no history of success to follow, innovation must prevail!
Innovation and new approaches are always laughed at, criticized and scorned at the beginning. But, it must be said to the detractors, that in the history of the world, there has never been a statue in a town square built in honor of a critic!
There is not an industry in the history of the United States, dare I say the world, that has experienced this! I defy anyone, a college professor, a Harvard MBA, anyone to find an industry who has experienced such a shortage of employees during a poor economy that keeps getting worse.
Trucking companies are willing to pay just about anything to get a driver in a seat. Find any industry in the United States! Any industry in the world! Not just this century, any century! Why? because the trucking industry is unique and so is our problem.
1. Trucks have wheels - carriers aren't defined and limited by a physical location, and neither are drivers. This creates a large pool of potential drivers and a large pool of potential employers, ready to transact at a moments notice. This is why broad economic theory is effective in this situation.
2. The CDL is unique in the amount of time it takes to be licensed and the amount of experience needed before a solo driver is deemed safe.
We must employ not one concept, not two concepts, not one economic theory or practice, but many applied together in a unique manner aimed at the trucking Industry. We must call on the genius of Henry Ford and Keynes! We must apply a personal approach unique to an employee who is always working but never at a physical workplace! We go home and he is still in his truck, driving, sleeping, loading, unloading. When he does arrive at the terminal, it's usually off hours and we are at home. If we are there, he is in a hurry to go home to his family anyway, and doesn't want to enjoy a hot dog with us at the driver appreciation BBQ.
So what exactly am I suggesting here? That you read and study the economic policy of Keynes? That you study Henry Ford's trial and error approach to retention? That you spend the next twenty years trying different things to keep drivers from leaving your company until you figure out the best path to successful retention for your company? I have done all of this already for you in a simple, fast moving process that will walk with you to successful retention in 90 Days.
Please join our Discussion Groups on LinkedIN. Both "Negotiating with Freight Brokers" and "90 Days to 75% Retention".
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
Friday, August 24, 2012
Company Driver Top Ten Check List
Company Drivers. Are you happy with the company you are driving for? How and why did you pick the one you're at? Was it an ad? A reference? Did you just need the job and go with the first place you could find?
Here at 18 Wheels of Justice office, we hear a lot of complaints about lack of pay in the OTR trucking industry. Why do trucking companies spend so much on advertising and recruiting? It seems to me that if they spent more money paying drivers, instead of advertising, they would have all the drivers they needed. Not neccessarily true...
Think back through your driving career. Where were you employed at the longest? Do you tend to work for a company for less than a year and leave for something that seems better? Pays better? Were you promised something that never happened? This happens way too often.
The recruiter promises you the world on a silver platter. You can't wait to get started and then guess what? The first week on the job you realize that this was a big mistake. So, you contact the recruiter to ask, "why am I sitting so much? Why can't dispatch seem to get me home?" He says he will look into and address with dispatch, but nothing changes. You stay a month, maybe three, hoping it will work out, and it never does...
Are all recruiter's dishonest? Of course not! Are all trucking companies dishonest? No! There is often a disconnect between recruiters and operations. Read on and I will show you how to find out before you start...
This is part 1 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist". This list will cover how to negotiate the best pay, find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the point...
Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Now, without further ado,(drum roll, please!)the Top Ten List!
10. Make a list of no more than 5 potential Trucking companies you want to work for. Big, Small it doesn't matter, there are many different benefits with both. This seems like a lot of work? Yes it is, but do once every 10 years, instead of once every 3-6 months and enjoy your success. Approach driving like a career, and you will find your way.
9. Ask them for a random list of Ten drivers phone numbers, that currently work there. This is your first step, do not skip this one. The Drivers who work there and like it, are more than happy to tell you about the company. Driver's who work there and don't like it, are even happier to talk to you about the company. If the recruiter tell you he/she doesn't have a random list, but a list they give out to new drivers, that's fine, they are honest. Ask him for five from that list and ask him if he can pull up five more at random. Take an hour, call all ten, if you only reach 5 right away, that's fine, leave a voicemail, the others will call you back before you make your decision. Keep track of who you have talked to. If the recruiter balks or refuses to give you a list of ten drivers, while you are on the phone with him/her the first time(this is important), run, don't walk, but run away from this company. If they can't produce on the spot, don't work there, you will regret it later.
8. Pay! - Don't ask, Don't ask, Don't ask. Should I say it again? Don't ask yet! This is for later in this new realtionship, Ladies and Gentlemen. If they mention pay, don't acknowledge it, just mention you are on "the market" and are looking for a home.
This is part 2 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist".
The entire Top Ten list will cover how to negotiate the best pay, find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the point...
Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Presenting The Top Ten List Continued...
7. Talk to your prospective dispatcher before you fill out an application! This is a very important step! This will be your entire means of communication with the company. This is the person you will be dealing with for a long time and when you have a suggestion or a problem. Not getting miles? Not getting revenue? Not getting home? Do you want to have to go there, have a meeting with the operations manager, recruter etc. when these things aren't happening? I wouldn't. I would want to talk to my dispatcher and address all your concerns with him. See if they has any authority or control over you earning or not earning a living! Make sure the company let's you speak with your prospective dispatcher first! If they say they don't assign a dispatcher until you start, politely tell them, this is a requirement of yours. If they refuse or don't guarantee who your dispatcher will be, thank them for their time and move on to the next company. This will build a personal relationship with your dispatcher, they will have more respect for you and will remember your conversation. Trust me, you will be on the top of their list to make sure these things happen.
6. Talk to the Operations Manager or Your Dispatchers Supervisor. Even more important. Make sure you do this, and that this person is readily available. If you don't hear back from him/her for a few days, then expect that to be an acceptable standard for this particular trucking company. This is not an acceptable standard for you, however, and move down the list. What happens if your pay is not correct and it's a Friday afternoon, you have bills to pay? Who can you talk to and get a response? It is important to be able to have someone else within the company that you can address your concerns with.
This is part 3 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist".
The Top Ten list covers how to find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the list... Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Presenting The Final Five of the Top Ten List Continued(see previous blogs for parts 10-5)
5. Equipment - Take your time and look around the Terminal. What does the equipment look like? Are trailers well maintained & washed? Tractors - late model or well maintained? Owner Operator's trucks. Are they newer/older in good shape? Make sure you see and inspect the actual truck you are going in.
4. Spend time at the potential employers office in or near operations department and get a feel. Is it organized? Is it chaos? Take a few hours and listen to what is going on, meet some of the drivers, are most of them happy? Is operations begging them to stay? Apologizing for lack of miles?
3. Your work history - your resume, your references, it tells your story. Have one! This is very important, there are many easy templates on word,etc to type out a simple resume. It should have work history, years experience and references. Awards you have received, community involvement. It is your story, things you are proud of and show you to be a good citizen. It may sound unnecessary, but, again, it tells your story. References don't have to be prior employers, but people who will vouch for your character, etc. If your not good at that type of thing, ask your wife or a family member to prepare it for you.
2. Is more money per mile worth it? Changing a job for another $.05, even $.10 a mile is not always worth it. What kind of miles will you get? Will you be home when you need to be? Most importantly, will you like the company?
1. Cost of quitting and finding another Job. Assuming the next driving job you get will produce roughly the same amount of miles, you will lose two to three weeks of pay, between:
-finding a job
-actually starting your new job
-waiting for your first paycheck(sometimes two weeks)
-trying to get paid from your last company, and all the deductions they will take out(they always do)
If you find a job paying you an extra $.05 per mile, it will take you 6 months to make up for what you lost just switching companies, again assuming(big assumtion) your getting the same miles.
Take your time! It is a major life decision, your happiness and future depends on making the right choice.
Thank you. Please sign up for email subscription, it's free, and our blog is also posted directly on our website now at 18 Wheels of Justice
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Please join our Discussion Groups on LinkedIN. Both "Negotiating with Freight Brokers" and "90 Days to 75% Retention".
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
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