Helping you on your hunt for qualified applicants!
Where do your applicants come from? The answer to this question is the holy grail for human resource managers and recruiters! With this information you can trim the budget and get more qualified applicants.
Currently you have your openings posted on your company website, more job boards than you can count, and that is just the beginning. Now you’re stuck having to continue with this broken strategy because you don’t know where your applicants are coming from. One easy solution is to just ask the applicants where they found your job, but this is one of the worst avenues for accurate data.
Recently AllRetailJobs.com did a survey of the applicants they sent to employers.
To be able to accurately track your applicants, you need to take the human guesswork out of the equation. How can you do this? You need an Applicant Tracking System (ATS). With the right ATS, you can track the exact source of candidates, allowing you to make a more informed decision in terms of budgeting. Give us a call at 828.398.0220 and we’ll get you pointed in the right direction!
Recently you have been hearing that job boards are dead or dying or dinosaurs, but this could not be further from the truth! IAEWS just released it’s 2015 Source of Employment Survey and this report shows that job boards are not dead or dying, but in fact they are thriving. (http://djobs.us/ete)
When you are not on the jobsite a lot can happen. You could have tools go missing from your Jobox, have a missing excavator, or your equipment might end up in a lake. “He said he and Nelson broke into the construction site and drove the half-million dollar piece of heavy equipment around. Stys joined them the next night and was there when Nelson allegedly put a rock on the gas pedal to send the excavator into the lake.” (http://djobs.us/T9s)
Heavy equipment theft is a worldwide problem that does not seem to be slowing down. The NICB (National Insurance Crime Bureau) released 2013 statistics, and that data tells a scary story. “In 2013, a total of 11,486 heavy equipment thefts were reported to law enforcement—an increase of 5 percent from the 10,925 reported in 2012.” (http://djobs.us/rLq) With the recovery rate being only 21% it’s best to make sure your equipment does not go missing in the first place.
How can I prevent this?Here are six tips from the NICB (National Insurance Crime Bureau) (http://djobs.us/rLq)
1. Install hidden fuel shut-off systems.
2. Remove fuses and circuit breakers when equipment is unattended.
3. Render equipment immobile or difficult to move after-hours or on weekends by clustering it in a “wagon circle.” Place more easily transported items, such as generators and compressors, in the middle of the circle surrounded by larger pieces of equipment.
4. Maintain a photo archive and a specific list of the PIN and component part serial numbers of each piece of heavy equipment in a central location. Stamp or engrave equipment parts with identifying marks, numbers or corporate logos.
5. Use hydro locks to fix articulated equipment in a curved position, preventing it from traveling in a straight line.
6. Use sleeve locks to fix backhoe pads in an extended position, keeping wheels off the ground.
Now take a second to enjoy that is not your piece of equipment.
At dieseljobs.com, we see a lot of job descriptions and know that writing the perfect job description is an art. In a small number of words you must inspire qualified applicants to apply while also encouraging unqualified candidates click next. Everyone makes mistakes when writing job descriptions, but below is a list of the five most common mistakes we see.
1. The job is amazing
Honesty is the best policy, and this goes for job descriptions. This issue was best described by Jim Durbin when he searched for amazing on Indeed in Dallas, and noticed the top description was for a dishwasher at The Cheesecake Factory.
“You’re not selling when you write that a job is amazing. You’re not fooling anyone when you add exclamation points to every text about a job interview. Fake positivity is fundamentally dishonest, and it cheapens everything else you do.” (http://djobs.us/hzB)
2. The job is awesome
In our industry, large truckload turnover is at 95% and small fleets are at 90% according to the American Trucking Association. High turnover is caused by multiple reasons, but one main reason is the position they applied for not matching the actual position for which they are hired. People want the good, the bad, and the ugly because they know the job is not all roses. If someone is going to get dirty tell them!
“I can say the willingness to get dirty has always defined us as an nation, and it’s a hallmark of hard work and a hallmark of fun, and dirt is not the enemy.” – Mike Rowe
3. The job is abbreviated
You understand your abbreviations, but you’re not writing the job description for you. Adding PT or FT to a title for part time and full time may seem intuitive, but the abbreviations are used so many different ways that Google doesn’t even know what it means. For keyword relevancy, use the full term AND the abbreviation. You’re not looking for an “OTR Driver” or an “Over-the-Road Driver”, but an “Over-the-Road (OTR) Driver”.
4. The job is implied
There is a large difference between a mechanic and a diesel mechanic! When a candidate does a job search they are explicit because they know they are not “just” a mechanic, but they are a diesel mechanic or an on-highway truck mechanic. Without adding key terms on the description you will show up in searches you don’t want to be in. If you are looking for diesel mechanic to work on heavy equipment, make sure to include important words like heavy equipment or you will show up in search results with auto mechanics, on-highway truck mechanics, and potential assassins.
5. The job is for a mysterious, unknown company
Don’t assume you have a household brand. Just because you are the largest or the best remember the world is bigger and you can only get In-N-Out Burger on the west coast. Take a look at the Fortune 500 list and notice how many names you don’t know. Take the time and the opportunity to explain your company and its values, even if you think they may already know.
Unless you have been living under a rock or on Dalton Highway in Alaska you know that Freightliner released a self-driving truck this month.
This is just the latest blip on the radar when it comes to technology and trucks meeting. Don’t know what we are talking about? Here is a taste –
“Wrightspeed’s system is designed to replace the original diesel combustion engine and transmission with a combination of batteries, electric motors, and advanced software, all designed to work together as a system to maximize performance, reliability, and power efficiency.” http://djobs.us/0mD
“In the trucking industry, telematics systems can send real-time data to fleet managers, allowing them to track driver locations and behavior, monitor trucks for maintenance needs and streamline operations to save money and frustration.” http://djobs.us/9e2
“According to Morgan Stanley, complete autonomous capability will be here by 2022, followed by massive market penetration by 2026 and the cars we know and love today then entirely extinct in another 20 years thereafter.” http://djobs.us/xe0
Will this be your truck?
The American economy rests on the back of the trucking industry. From everything to gas stations, hotels, to the product resting on the shelf at your local food store. With all of America relying on trucking, the industry is thriving, but is there a looming cliff for drivers?
There is currently a shortfall of drivers but that is expected to grow to over “100,000 with an increase of 21% more truck driving jobs by 2020”. http://djobs.us/xe0 So to leave nothing to chance the self driving truck was born, and they are looking to takeover. There a lot of estimates on when but when they are all put together “we’re looking at a window of massive disruption starting somewhere between 2020 and 2030. http://djobs.us/xe0
If you are thinking the autonomous truck will take the same path as the flying car and never come to fruition; you could not be further from the truth. In the heavy equipment industry the self-driving trucks are already here, and being used in mines all across the world. Currently Caterpillar, Komatsu, and Hitachi are leading the charge.
With Komatsu the idea has been around since the 1970s, and they had their first major trial in 1995. Most of the major players also had their major trials start in the late 90’s and they have been tweaking since then. Now that this technology has moved a lot of tonnage over the years we are seeing the adoption of this technology take off. “Autonomous truck haulage can generate production and productivity improvements of 15%–20%, while cutting fuel consumption by 10%–15%. Tire wear rates can also be 5%–15% lower, while overall utilization of the vehicles can be 10%–20% higher. And, with better driving practice, maintenance costs can also fall, maybe by around 8%.” http://djobs.us/Aah
With all of this information drivers are looking at a lot of changes in the next ten year which might include R2-D2 in the passenger seat. The best advice for drivers is to learn to work with the changes, because companies will be looking to hire people with open minds.
No. You don’t need a resume, but do you want the dream job you are applying for?
There are two things that all hiring managers have in common; a stack of applications, and a full inbox. It’s in this chaos you must standout to get an interview. On the job you use a gas petal, pen, wrench, steering wheel, or another tool to accomplish your job, but the tool you use to get an interview is a resume. A resume is simply a document that shows your background and skills.
Everywhere you go online you will be told something different about how your resume should look, but we have one piece of advice for you: keep it simple! To make a resume quick and easy visit cvmkr.com! It’s free, easy as filling in the blanks, and will get you on the path to your dream job!
Houston, TX – Trimac Transportation announced today a commitment to hire veterans through the Hiring Our Heroes Program’s Trucking Track and a partnership with FASTPORT to help fill that hiring commitment. “We strive to be the Preferred Place to Work. We value the voices of all individuals, and believe that a feeling of engagement contributes to the overall success of the company,” says Tom Connard, President & COO of Trimac Transportation. “U.S. Veterans embody these values and we welcome their military experiences at Trimac.”
Trimac Transportation is in the business of providing bulk transportation, logistics, and related transportation services to meet the North American requirements of their customers and creating value for shareholders by delivering value to customers safely. Trimac’s Canadian and United States operations are complemented by strategic partners in Mexico, adding full service capability in and out of the country. With more than 100 branches throughout North America, Trimac is proud to be an active part of the many communities in which we operate.
As the premier provider of bulk trucking services in North America, Trimac offers a variety of professional driver positions across the United States and Canada. “These are great company driver and owner operator positions for veterans,” says Tom. “There are also numerous opportunities for veterans at Trimac that are not behind the wheel.” As the Preferred Place to Work in the bulk trucking and logistics industry, Trimac offers a variety of office, administrative, and management roles at the head office and branch level.
“Trimac Transportation has terrific opportunities for veterans across the country in a wide range of positions,” said Bill McLennan, CEO of FASTPORT. “Trimac continues to grow its business with a strong team culture which is a hallmark of military service. We are delighted to be partnered with Trimac Transportation to help fill their jobs with great veteran talent.”
About Trimac Transportation
From its inception in 1945, Trimac Transportation has consistently sought and achieved industry leadership, and has a proven reputation for safe and reliable service. Trimac Transportation has become one of the largest bulk carriers in North America through internal growth and strategic acquisitions. Trimac is proud to be a part of the many communities in which we operate, and we believe in investing and actively engaging in local communities. We take pride in working with municipalities to improve community safety, public awareness, and sharing our strong history of responsible care. For more information visit http://www.trimac.com/page/Home
About Hiring Our Heroes
Hiring Our Heroes launched in March 2011 as a nationwide initiative to help veterans and military spouses find meaningful employment. Working with the U.S. Chamber of Commerce’s vast network of state and local chambers and other strategic partners from the public, private and nonprofit sectors, the goal is to create a movement across America in hundreds of communities where veterans and military families return every day. To date, Hiring Our Heroes has inspired more than 1,500 businesses of all sizes to hire 369,000 veterans, transitioning service members and military spouses. And as a direct result of more than 840 job fairs in all 50 states, Puerto Rico and the District of Columbia, 25,000 men and women have found employment.
The U.S. Chamber of Commerce Foundation (USCCF) is a 501(c)(3) nonprofit affiliate of the U.S. Chamber of Commerce is dedicated to strengthening America’s long-term competitiveness by addressing developments that affect our nation, our economy and the global business environment.
FASTPORT develops user-friendly technology to improve motor carriers’ selection, qualification and hiring process for commercial drivers, ultimately providing better careers for drivers and growth for motor carriers. FASTPORT’s core product JobMaps™ revolutionizes traditional job posting, empowering motor carriers to efficiently find the best qualified drivers for their unique driving jobs. FASTPORT is committed to leveraging JobMaps™ to help enable over 50,000 veterans, and transitioning military service men and women find great driving careers with great employers in the trucking industry. For more information visit http://fastport.com and http://truckingtrack.org/
California needs water and everyone needs drivers.
Everyone needs water, but little does everyone know they also need truck drivers. In 2012 trucks moved about 68.5% of all freight tonnage in the United States. These trucks carry your Twinkies, TV’s, cars, the device you are viewing this from, and even the building materials for your house. With the economy improving the freight volume is increasing, but the industry can’t add capacity because they can’t find truck drivers.
What is the issue?
Currently, large truckload turnover is at 95% and small fleets are at 90% according to the American Trucking Associations. With high turnover and the average age of a truck driver over 50, we have a large issue on the horizon.
“These figures show us that the driver shortage – which we now estimate to be between 35,000 to 40,000 drivers – is getting more pervasive in the truckload sector,” Costello said. “Due to growing freight volumes, regulatory pressures and normal attrition, we expect the problem to get worse in the near term as the industry works to find solutions to the shortage” (Reuters http://djobs.us/Jzu)
How the Government is trying help
Can the Government solve anything? They are trying to help solve the driver shortage by attracting drivers when they are young, and before they are in another profession. The largest issue in getting drivers early is that in order to get a commercial driver’s license (CDL) as an interstate driver, the age limit is 21. Then on top of that insurance companies mandate drivers be 21 or 23 years old, but Washington is looking at changing how you get your CDL.
To get your Class C license you went through a graduating licensing system. You received your learner at 15 or 16, and a full license around 18. “A graduated CDL program could work in much the same way as graduated licensing for motorists, allowing “provisional” license holders to drive only with a CDL-licensed driver present or restricting the hours, routes and conditions they may operate a truck.” (JOC http://djobs.us/1Ym)
But will a graduated CDL program work, or is it just a small bandage?
How dieseljobs.com is helping!
Everyone can do their part in helping the driver shortage that is if you still want your zebra cakes. At dieseljobs.com, we focus our marketing toward real, industry-specific candidates. This eliminates the need to filter through countless unqualified or out-of industry applicants — resulting in a more refined, better qualified, higher quality candidate pool.
We have also made it simpler for drivers and mechanics in the diesel industry to find the jobs they want. This is a niche industry where workers need to be certified, and when they use our site they find relevant jobs as opposed to digging through the “Be Our New Fry Cook” positions.
DENVER, Colorado – Navajo Express was among those honored for their outstanding safety efforts during the previous year at the 2015 Colorado Motor Carriers Association (CMCA) Safety Awards Banquet. During the evening, Navajo was awarded the Grand Trophy for Most Improved Fleet, which is given to the carrier that showed the largest percentage drop in accident rate within Colorado; this award highlights the efforts in improved safety and crash prevention.
In addition to the Grand Trophy, Navajo also received the third place award for Fleet Safety for Carriers with Truckloads over 3 Million Miles. This award was based on DOT recordable crashes within the state of Colorado, as well as thorough fleet safety audit.
“Navajo is committed safety. That is our number one priority over everything we do and is the foundation that we have built our business on. We will not compromise the safety of our drivers, or the public in general, by doing business without safe operating practices in mind,” quoted Don Digby, Jr., President of Navajo Express.
Allen Lowry, Director of Safety added, “This recognition by the CMCA is proof that the policies and procedures that we have put in place at Navajo have made us a safe and reliable carrier. We continue to actively engage our drivers and support staff to understand the value of safety and the importance of doing everything we can to operate in a safe manner.”
About the CMCA
Since 1939, the Colorado Motor Carriers Association has been the Voice of Trucking in Colorado. They are a driving force in promoting the interests of trucking, affecting change and improving the bottom line. The CMCA works closely with the State of Colorado and our members to ensure that the new technologies for bypassing ports, electronic credentialing and others offer true value from a cost and time standpoint.
About Navajo Express, Inc.
Navajo Express, Inc. is a national transportation provider with decades of experience in providing logistic solutions for our customers. Based out of Denver, CO, we move freight of all varieties – refrigerated, dry van, hazardous materials and much more, specializing in grocery store deliveries. Our fleet of over 1000 trucks provides continuous
shipping coverage across the 48-states. For more information visit www.navajoexpress.com
FIRST THINGS FIRST — YOUR RESUME IS NOT GOING TO GET YOU THE JOB.
…. But it might get you an interview. So, how about this? I’ll give you about six seconds to quickly tell me what you have to bring to the table. Then maybe we’ll talk.
Unfortunately, that’s about how long recruiters will spend screening your resume. So, if your current resume begins with a detailed account of your education, your accomplishments, your achievements, your history, your personality, and what an all-around-badass you are …. I’m afraid you might be out of luck.
SELL ME THIS PEN
“Sell me this pen.” In the world of sales, the proposition is a trap. The unseasoned novice will immediately focus all of his or her nervous energy on the pen — trying desperately to describe it in the best possible light. The experienced pro knows it has nothing to do with the pen. Instead, it is all about the customer, because you can’t sell anything to anyone until you know who you’re trying to sell it to.
Think of your resume as a marketing device. Its fundamental purpose is to introduce you to prospective employers — showing what you have to offer that sets you apart from the crowd, enticing them to want to know more, and to do all of the above as quickly as possible. But don’t make it about the pen.
So who are you marketing to? As with all marketing, it is important to understand your audience. Do your homework. Learn as much as you can about the company you are applying to, the position you are applying for, and what they are looking for in an employee. Then you’ll be in a position to sell yourself by pinpointing exactly what they need.
Here are a few tips to get you started:
Boil it down. Start with a professional summary of your talents and intent. This should be a 3 to 8 line synopsis of what you have to offer. In this section you are proactively painting a picture for the resume reader rather than letting him form that image reactively (perhaps incorrectly or unfavorably). This section is the proverbial first impression, and (if well done) they will see the details of this summary as they continue reading the resume. Ask yourself two questions: 1) How can I convey my strengths and assets as succinctly as possible, and 2) How can I differentiate myself from my peers?
Show don’t tell. Next provide an accurate, compelling, and concise written inventory of your work experience. You want to convey two things in the work history section: 1) your previous responsibilities and duties, and 2) your accomplishments. When describing your responsibilities, make it work for you — focus on those aspects that are most relevant to the position you are applying for. And make sure to qualify or quantify your accomplishments, being as specific as possible with numbers (e.g. in dollars, percentages, time, etc). Show them what they want to see — money made, money saved, and problems solved.
Define your skills. Now you may provide the details of your education, certifications, and relevant skill set. When documenting your education and certifications, be accurate with dates and spelling. And when defining your skill set, make sure they are skills the employer will find valuable.
Resume writing is not a science. But with a little attention and a solid understanding of what your audience is looking for you’ll be able to identify those aspects of your skills, professional qualifications, and specialized education that set you apart from the crowd.