CPKC’s Post

I'm thrilled to share that our amazing team recently had the privilege of representing us at the North Carolina Trucking Annual Conference (NCTA)! 🎉 They had an incredible experience connecting with fellow industry professionals, and came back with a treasure trove of valuable insights on the latest trends in trucking. The NCTA event provided the perfect platform to exchange ideas, learn from the best, and strengthen our network with top-notch experts. We are excited about the possibilities that lie ahead and are committed to staying at the forefront of innovation in the trucking industry. One of the highlights of the event was discovering how crucial it is to bridge the talent gap in this industry. As we all know, the trucking sector faces unique challenges in hiring and retaining experts with specialized skills. With our dedication and expertise, we are more determined than ever to assist companies with hard-to-fill hiring needs. If you're searching for industry experts like, Jill Apperson and Louis McMeekin (pictured below), or looking to fill positions in the trucking realm, we'd love to collaborate and be part of your success story! Together, let's unlock the potential of this dynamic industry and bring exceptional talent to the forefront. #NCTA #AppleOneStaffing #HiringExperts #TruckingIndustry #Networking #TalentAcquisition #Collaboration #Innovation #IndustryInsights #Opportunities #SuccessStory

The paper ceiling holds back more than 70 million workers in the U.S. who are STARs - Skilled Through Alternative Routes, rather than through a bachelor’s degree. They’re the 50% of the workforce that has developed valuable skills through military service, community college, training programs, partial college completion, or, most commonly, on-the-job experience. It’s time to tear the paper ceiling and see the world beyond it. Where "qualified" means qualities, not just degrees. A world where untapped potential gets to flourish. STARs are all around us. It’s time to let them shine.

As recruiters and especially recruitment business leaders, you will go through at least one really challenging period, it just comes with the job. If I‘m coaching someone who’s come to the end of a really shitty period I ask they remember how hard it was, and how they toughed it out because they can use it going forward. I then say 👇 Think of what you’ve overcome was like going through basic training for the Navy Seals, Marines and SAS all in one, now you got through that your tough as nails and ready for anything. Working in recruitment, running a business or life in general will occasionally deal you a really 💩 hand, so when it does think back to tougher period and how you got through that. Tough times are just that, time, they don‘t last forever. Just grind it out, we always come out the other end 😊

If Job levelling and career frameworks are on your to do list it's definitely worth checking out this video story, sharing the successful collaboration of Bellrock and the Gallagher team on job levelling. "This exercise has transformed our business by not only allocating 1,600 colleagues to one of seven job levels, but also providing a structure for everything. The value delivered was quite sneakily under the radar but it has made a significant impact." John Hamilton, Chief People Officer at Bellrock, highlights the importance of job levelling in ensuring fair pay structures within organizations. Watch the full video here to learn more: https://lnkd.in/d8y3nJHQ Do get in touch if you want to find out how Gallagher can support your organisation. #JobLevelling #FairPayStructures #EmployeeBenefitsUK #BusinessStructure

More on #careerdevelopment and the use of individual development plans from the United States Department of Defense and US Navy: * "Both the employee and the [organization] reaps the benefits of an IDP. For the employee, it enhances knowledge, skills and experience; provides a path to goals; and increases promotion competitively." * "Warne added, “It is recommended that an IDP should be updated annually, but reviewed by the employee and their supervisor every six months,” said Warne. “In doing so, this will help both the employee and supervisor understand both the employee’s and shipyard’s needs and wants. This gives leadership not only a chance to help the individual to reach their goals, but it can help fill the shipyard’s needs as well..." https://lnkd.in/gpDrARKp #individualdevelopment #careerplanning #idp #professionaldevelopment #leadershipdevelopment

Our standards are what set us apart. We have 12 of them, but why? 🤔 History tells us that in battle the standard bearer was a vital part of a soldier’s unit. More than simply a flag for people to follow, the standard symbolised the values, beliefs, and ideas the soldiers stood for; should the standard bearer fall it was paramount they were replaced. 🤝 At Grierson Dickens, our standards represent who we are and what we do and demonstrate the values on which GDL has been built. They are what all employees strive for each day, and this is something that continues in our new era as an Employee-Owned business. 👨💼 For the next 12 months, we will be featuring one standard each month, sharing why this standard is significant, and the value it brings to relationships that we build with clients, professional connections, and colleagues. More to follow next week... ✏

Delve into the exceptional leadership journey of Laurance Langdon, APMP, General Manager at Modern Freight Company, showcasing his pivotal role in shaping the logistics landscape in the Middle East. Read More: https://rb.gy/l0lh5 #insightsSuccess #successstories #leadershipjourney #BusinessMagazine #onlinebusiness #Magazine #Business

Erica Holloway Logan, Deputy Director of the Workforce PEO SSBN/Submarine Industrial Base Program, shares how the US is responding to an increasingly competitive landscape in shipbuilding and innovative defense development. Strategies include incentivizing industry pros to train students and workers, the development of talent pipeline programs across the US, and recruitment campaigns in partnerships with national organizations like NASCAR and the MLB. Check out www.buildsubmarines.com to see Erica’s work in action!

We want our youth to be successful when they grow up. We want qualified workers to fill open positions in advanced manufacturing and the skilled trades . We want our workforce to grow and thrive. Why do we insist the only way to have this is a 4-year degree? There are many ways people can learn and grow, and a college education is only one of those. It’s time the “Tear the Paper Ceiling”. “The paper ceiling holds back more than 70 million workers in the U.S. who are STARs - Skilled Through Alternative Routes, rather than through a bachelor’s degree. They’re the 50% of the workforce that has developed valuable skills through military service, community college, training programs, partial college completion, or, most commonly, on-the-job experience.” https://lnkd.in/g8yWnVsC

The Feedback. ➡ Building relationships ➡ Continuous Improvement ➡ Candidate Development ➡ Reputation Management We can call it the best tool as recruiters. In my career, I always asked feedback to my managers and I will always do. With your colleagues, candidates and clients', the feedback is powerful, fosters stronger relationships and means continuous improvement. Feel free to check out the latest episode of "Le Mouton à 5 Pattes". https://lnkd.in/eejR9m5U