WorkRocket’s Post

Navigating the Road to Success: The Hiring Process for Truck Drivers The world of trucking is vital to our modern economy, ensuring that goods and products reach their destinations efficiently. Behind every successful trucking operation is a team of skilled and dedicated truck drivers. If you’re considering a career in trucking or you’re a company looking to hire truck drivers, understanding the hiring process is crucial. In this blog, we’ll take a deep dive into the hiring process for truck drivers, covering everything from qualifications to interviews. https://lnkd.in/e3bpjV3F

Navigating the Road to Success: The Hiring Process for Truck Drivers The world of trucking is vital to our modern economy, ensuring that goods and products reach their destinations efficiently. Behind every successful trucking operation is a team of skilled and dedicated truck drivers. If you’re considering a career in trucking or you’re a company looking to hire truck drivers, understanding the hiring process is crucial. In this blog, we’ll take a deep dive into the hiring process for truck drivers, covering everything from qualifications to interviews. https://lnkd.in/e3bpjV3F

Discover the power of effective communication in driver recruitment with Rig on Wheels. Read here: https://bit.ly/3W0JweG Follow our page for updates, share with your network, and read the full blog for in-depth insights! #DriverRecruitment #DriverRetention #TheRigOnWheelsShow #TruckingRecruitment

This was an interesting outcome on the Ever Given salvage case and one that has some good parallels with how we work in recruitment. https://lnkd.in/eBprxsKY ...... It struck me as surprising that Salvage operators work similarly to recruitment consultants - "no cure, no pay", working on speculation and being squeezed on rates after the job has been completed. In this case, it was clear to the judge that the terms had been outlined prior to the work being completed and that speculative work was common in that particular market. In recruitment, the argument largely comes down to whether you have permission to send a candidate which, although sounding similar, is key, considering that candidates can be supplied through multiple sources (direct, job board automations, recruitment agencies). This can create an eventual cost argument when you end up offering a job to a direct applicant who was also speculatively sent by a number of agencies. There are a couple of things each side can do to mitigate this from happening: - If agency, make sure that you have expressed permission from the client to send speculative CVs - this would normally be via email and should (in an ideal world) accompany agreed terms. - If employer, make sure the agencies you are speaking to are under no ambiguous terms. If they are not to send your speculative CVs, make sure you have sent an email defining that. If you are speaking with an agency that you are not yet working with, get the terms agreed and out of the way. Many clients have said to me "show me the candidates first, and then we can agree terms" - the problem with this is, if my terms are too high and you want the candidate, we will be at an impasse. NOTE - Agreeing terms typically does not enforce any obligation to "buy". As we enter a new financial year, it is important to get your housekeeping out of the way: - Potential employers - review your PSLs, make sure terms are all agreed (is there room to renegotiate?), reach out to new agencies to see what is on offer. - Recruitment consultants - Speak with clients that you want (or do) send speculative CVs to. Ensure your terms are clear and agreed. Do not send CVs to employers that do not have terms agreed with you. So there you have it. An interesting news article from 2 weeks ago, some advice that is pretty obvious and a reminder to you that I'm still here, plugging away. #nocurenopay #speculativeCVs #shipping

I put out a post last week talking about the importance of specific vessel experience. Some people missed the point I was making, and so I wanted to clear a few things up. In the post, I said that if you want to grow and develop within the marine industry, it’s best practice to pick a specific vessel type and become a specialist in that area. What I probably should have mentioned (and it’s my fault) is that I was (am) looking at this with my recruitment hat on — from the perspective of the hiring company. I totally get that engineers can turn their hands to various jobs on different vessel types. And that’s not to say you can’t jump around and secure good jobs. There will always be outliers and exceptions to this. However, hiring companies that I have worked with for the past decade almost always want candidates to have specialised vessel experience. And I can say this having worked on hundreds of technical searches in this industry and worked with some of the biggest players. The roles I’m recruiting for right now are a great example. Of the 11 roles, every single one is looking for vessel-specific background apart from 1. And it’s nothing new. You also have to remember, this is what we’re led by. As a recruiter, I can guide hiring companies on the market but I can’t tell the hiring company what to look for. Especially, when this is coming from Technical Directors, Technical Managers and Fleet Managers. My original post was highlighting this. However looking back, I probably should have gone into a little bit more detail. Noted for next time 🫡

What is the key to recruiting a fleet of qualified, dedicated drivers? It’s not just about finding the right skill set or filling vacancies quickly. The real secret lies in recognizing and valuing drivers as individuals, not just as leads. Find out why prioritizing personal connections in the recruitment process is essential for attracting a team of quality drivers, and what strategies can help demonstrate your dedication to every candidate: https://hubs.li/Q02Pk_pP0

Is overnight travel required for this role? We often get this question when speaking to Field Service Generator Technicians. Some of our clients require extensive travel and some almost no travel at all. When it comes to overnight travel, it is important to set expectations on what to expect during the interview process. You would be surprised how often managers don't talk about overnight travel during an interview. Are you a road warrior? What are you thoughts on overnight travel? #roadwarrior #powergentechs #powerpeople Alex Bittermann, MBA Madison Moore, MBA Emily Merkel Marcelle Blossman Keely Villar Robinson Joseph Atiyeh

Remember the time when you were a vertical transportation consultant back in 2018? I do indeed. Fun fact, my elevator 🛗 career began as a file clerk for a vertical transportation consulting firm. And nearly 15 years later I returned to that very place as the Vice President For National Field Operations and a Senior Account / Project Manager. A monumental moment at the time for me personally, to return to the place where my career began. To be honest it wasn’t something I had planned on doing at that point in time. But as the universe does, it presented an unexpected opportunity. And that’s the funny thing about opportunities, you never know when they’ll arise. This is why it is important to hone a multitude of skills. Had I not previously begun honing my white collar skills as a blue collar work, this opportunity would not have happened nor would I have been able to fulfill my duties. So while it is important to master your trade and all the blue collar skills associated with it, it is equally important to master your white collar skills! Like they say, “Luck is when preparation meets opportunity”. With that said, here are three (3) books that without question strengthened some important white collar skills. Extreme Ownership: How U.S. Navy SEALs Lead and Win https://lnkd.in/ew3JAYNZ How to Win Friends & Influence People (Dale Carnegie Books) https://lnkd.in/eapsY2zK Never Split the Difference: Negotiating As If Your Life Depended On It https://lnkd.in/etPembgR The more we know the more we grow! #yourelevatorpal #lovewhatyoudo #elevators #careers #skilledtrades #opportunities P.S. The best part of the opportunity, outside of being a vertical transportation advisor to many of NYC’s most Icon buildings, was the strong connections I made with my colleagues, customers, and “evil” contractors 😉. You all know who you are 😊 And I can’t thank you enough for the experience.

⚒️Hi LinkedIn!⚒️ I wanted to take the time today to post about an exceptional Repairs Professional based in London/Essex. Here are my main takeaways after our interview: 🌟What sets this individual apart is not only their expertise across Repairs and Maintenance but also their unwavering commitment to fostering a collaborative and supportive environment. They possess a remarkable ability to empower team members, encouraging creativity and innovation while ensuring that projects stay on track to meet objectives. 🌟One of the qualities I admire about this individual is exceptional communication skills. This candidate enjoys articulating complex ideas with clarity and precision, which fosters understanding across diverse stakeholders. #SocialHousing #Repairs #Maintenance

Pleasure of recruitment? I really like it and I have had privilege to do that recently more often than previously. I am also super happy how much attraction the open positions that I have posted have gained. Thanks for all the interested persons. While screening through the applications I have made observation that might help you once you will apply to a open position in the future. Here it comes; be specific! What I mean is that I see so much CVs that are very wake like "extensive experience on strategic planning..." or "full P&L responsibility..." or "enthusiastic entrepreneurial drive with proven track record"....nice words but if I have no idea if those experiences are from marine equipment manufacturing, banking, ship brokering, software development or automotive industry....your application will get quickly rejected. Not all company names World Wide are familiar for the recruiting manager so please specify in which business area / systems you have the experience from. E.g. "At company NN I was responsible to develop strategy related to thruster applications for tug boats World Wide" ....I would love to read something like this instead. What kind of experiences you have as a recruiting manager? Maybe you have some tips to share also?