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🚚💡 Why is a seamless candidate experience crucial in the trucking industry? With a need to hire 1 million drivers in the next decade, enhancing this experience is key to attracting and retaining top talent. Learn more about how to revolutionize your hiring process! https://loom.ly/vfUUVAc #TruckingIndustry #RecruitmentInnovation

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"Insightful Conversation on Hiring Practices in Trucking Industry 🚚💡 Today, I had an enlightening discussion with a trucking company owner about the nuances of hiring decisions. It started with a cautionary tale: an applicant had previously stolen a truck, misappropriated fuel worth $1000, and even caused significant damage to another vehicle. As we delved deeper, we touched upon a critical question: Why consider a candidate with a history of frequent job changes (6 in 12 months) and a record of accidents? This query led to a reflective silence and an acknowledgment of a crucial oversight in their hiring process. This exchange highlights the importance of meticulous background checks and the complexities of recruitment in the trucking industry. It's a reminder that hiring decisions can significantly impact business operations and safety standards. Would love to hear your thoughts and experiences on this. Let's make our industry safer and more efficient! #TruckingIndustry #SafeDriving #HiringPractices #TransportationManagement #FleetSafety #BackgroundChecks"

In a competitive market, finding top-notch drivers can be challenging. Boost your hiring efforts with these hot tips for attracting and retaining high quality driver candidates!

How do you find caregivers that stick with your business long-term? Stop looking for red flags in the interview process and start embracing green lights. Integrity, accountability, and a coachable mindset will take a new hire significantly further than industry experience.

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A straightforward way to improve how you recruit is to adapt to the trends that affect your recruitment. Some of these are significant global interventions, such as the rise of large language models enabling better automation. If you have the budget to afford and the wherewithal to identify the right improvements, this can be a game changer. But if you don't have the right principles in place, all you'll do is paper over the cracks of flawed process. Ultimately if your approach doesn't appeal to the right people, your candidates, your recruitment will always suffer for it, given they are the necessary input to your hiring goals. What are the trends that affect candidates, and how can this drive good change in how you recruit? One such trend, which continues to grow, is Candidate Resentment. Read about it here, together with the simple way to tackle it: https://lnkd.in/eqwCrK5X Turn resentment on its head and what do you have? An untrendy resilient and effective improvement.

Yesterday, it hit me like a ton of bricks! I'm practically pleading for your engagement because I am utterly #WITHOUT an explanation. In every other department, excluding #DriverRecruiting, the recruitment, hiring, and onboarding processes are entrusted to #HumanResources (#HR). And guess what? There's a crystal-clear objective: to find the right candidate and not have to go through the same process again anytime soon. HR, alongside the department in need, meticulously navigates through an extensive job search and screening process. They pull out all the stops, utilizing assessments like Briggs Myers, Predictive Index, DISC, or similar tools to ensure they land not just any candidate, but the absolute #Best #Quality #Qualified #Candidate for the job. But here's where it gets mind-boggling: why on earth does the realm of #TruckDriverRecruiting seem to operate in reverse? Why do we have a system that not only tolerates but actively promotes and rewards the perpetual #CHURNING of #TruckDrivers? #WHY ?? This insanity has got me fired up and bewildered beyond belief! Let's rally together to unravel this mystery. Share your thoughts, because I'm itching to hear them! .

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I almost gave up. Legitimately. I went through SO MANY INTERVIEWS and so many interesting interactions. So many that made me truly question myself and my abilities. 1. Weird comments about gaining weight on the job because they cater everyday and work all night. (Is that a flex?) 2. An interview with someone in the BMW dealership - the job was not for said BMW dealership. (and was 20 minutes late!) 3. 1 referral interview which ended in an auto-reject in less than 24 hours. Ouch. 4. Someone asking me if this was “just a phase”😆 5. 6 weeks, 5 rounds, 14 interviewers andddd rejected! 6. Someone who completely fabricated a story about me speaking Ill of the company I didn’t even know I was interviewing for. 😳 7. Overqualified, Overqualified and more Overqualified 😒 (Gaslight, Gaslight, and Gaslight) This isn’t to shame anyone, I am so grateful to have been considered for such great opportunities and I know many are having issues even getting that far! My point is, I got the one I wanted most and didn’t even know was possible. The most in-line pay (I didn’t have to take a cut!) the BEST team, the most exciting challenges, perfect location and the quickest process because that’s how you hire top talent. So my point? Please don’t give up - what is meant for you, will be for you! Happy Holidays 🎄You got this!