if you have your CDL why are you looking for work?

well yes but seems to me the situation should be better sensible as swh's are not really everywhere but we - looking for work like I am - get placed in the same risk pool ..... if all the satcom and so on were efficient & functional ===>> oh, good, now I remember => if the techno age worked then there would be "driver games" that sell well approaching the level of simulators at training installations ..... spare me enough room if I bust it but does it not seem that if airline industry can afford simulators those would be functionally effective for response times and so on, thence .....?

what about the automated driver issue ...?... I can visualize an automated tractor replacing yard-goats (no?) ..... I can see sleeping in-cab roadside being done by only a certain type of person ~ what I cannot see is running the whole country on fallacy & fantasy ..... ( were gonna lose several people but I pass to you )

 

expected and you did work at the level I was hoping for .... I will clarify any details you want by pm due to another incident where I had to ask the moderators to close the thread

exactly what the central thesis of my question is and where I will take the discussion if you can address some I.T. issues (as best you can, I will sort it out)

just in the last few hours I ended up at some very advanced information processing sites ...... commercial concerns where 18,000 pounds of paper going to the shredder is routine => the equivalent is "received a phone call from the HR guy out there saying to stop the ads" so if M.T. will throw off anybody that jacks with you I am O.P. and maybe we can make useful work in a deep exploratory of the title of the thread ....

uh, I can work this if M.T. wants to shield me but like my signature states ..... they will only take me down with "other avenues" ..... so let's examine wtf is going on here ( with the issue, not the site )

One heavily "attacked" trucking firm (here) - once you see their operation directly - though running roughs is not deserving of the spurious rebuttal, so imagine some Houston C.O. ( central office ) of "Big Operation, INC." => how do ^^THEY^^ sift 20,000 applications ??...... let alone with an adversarial effort by a smaller operation who do not realize they will be traced .... or just the vast morass of hopeful applicants .. some of whom should be given at least review

spare me many responses you might arrive at and just tell me what =>YOU<= do in the situation thus,.....I can tell you in advance how & what you do down to detail, but what would you do if there were the information equivalent of a chain-link fence with rotating barrier that only allows

• Desired Expertise
• Experience:
• Minimum Education:
• Salary:
• Location:

that meets job specs for the exact job order that you are working on?.....numerous issues exist on the matter but if "the internet" has hire sites dispense with issues like

( or various versions of that )

then something is wrong ......

big-time

To process over 30k applications we cannot have hand-processing that is doing good to stay up with 30 applications, which is about what your methodology will do ( op. cit. )

I can almost guess without fail 80-% result in wasted effort due to too many being fails for the job-duties they think they can accomplish if only could get to field-operations where their ideas target ~ I have to sift those persons myself in operations that I normally do but the nature of the work is fundamentally different so we have a gap talking to one another - this conversation here is several steps ahead of where I hoped to accomplish with the original post but in no way dumbfounds me being on this side and seeing truly the number of responses that you cite, what dumbfounds me is why someone in your position would be brave enough to put the statisticals in the clear where everyone can see them ....

I would work that a few steps ahead as I can see where it needs to go but want to avoid breaking the thread b4 we get something done.

[ M.T. if anybody jacks with this guy on this thread just throw them off and dont even bother to pm me about it, your instructions thus are clarified at my signature ]

You have it easy, typical is 5' stack & perhaps several five foot stacks ~ What do you do when we get to Eagle Ford Shale ..???...... I have the rest of the response/post from you already scoped before I put up the original Thread ....... so, tell me, how many HR managers have you seen break ..???...

totally lose it and walk out of the shop shaking like a mailbox in a hurricane ...... ???

really, be straight with me, you may not have even seen one yet ......

in correct English we say "crisis management" ~ on the site here it gets replaced with ######## - in field-operations the larger firms have the situation in safety-latches made of 304 stainless

I could have some fun with this if you will stay with me, pm mastertech or condocruiser if anybody jacks with you ~ I am going to take a walk-around for sanity reasons - I will need it

 

I've got a lot open here and have 5 or so of those 17 page Part 40 Applicatons that I need to get to .....

It sort of becomes apparent when you are on the wrong end of all this when the "intelli-app" wastes all the effort of an hours work on an accidental button push

If a CDL becomes useless without recent experience then the HR departments do not have a grasp of what it takes to do field operations,.....

okay, so why ..... I am having difficulty here phrasing what I am saying so that I do not blow people off the thread who could contribute constructive effort ~ what I am working towards simplifies toward as sort of Uniform Part 40 compliance system that does not rely on "tons of paper" ..... that reduces to some as yet undiscovered form of eliminating poorly done "online application" systems which leave one wondering "if you have your CDL why are you looking for work?" as the idea that CDL experience expires within months is ludicrous and inane - and I speak on my own basis there as I have to workaround failings that clearly show that one does not lose skills anywhere near that fast, I even state that maybe 80-% of the basis for that is training getting funding ..... somebody is getting a $400 sack of golf clubs in here and what I need is people who know what they are doing

those are two different goal-sets

noted

that was to give form to the thought of massive traffic, to which you have responded that your system can cope with the traffic ~ perhaps I need to adjust my scope on the matter as I was thinking some 80 % or so of applications being done by office software when "3/4 of which, aren't qualified for the position they have applied" would be an inefficient system

It just does not make sense to me to have to live with the idea that one's skill go kaput in ten months when I passed driving in front of badged examiner with a 92 after some 400 months of doing other types of work, granted though most of that was developing skills operating equipment so getting back in a cab was not exactly like I had been away from operations

this is gonna be really hard to pick up and salvage the value I hope to accomplish in the thread, the whole of which reduces to comparing the situation to floor-manager / shift-manager on multi-million ($) plant being told by HR that experience evaporates in months ......

that is wrong......that is the "burr in my saddle" ..... oh, and if you visit Petey Lozano ask him about the Boar Hogg Tacos they serve at Gila,...

really tasty to beat all....which is not exactly apparent to some how that relates to thread title

it sure does for me ..... when a boar hog sees a human it does not take a good bit of time to move on to the next step ..... in field ops that becomes extremely relevant