Referral Fees...

Some don't want you to know who they are ---if you go work for the company, you may go looking for them a week later! LOL

 

I remember a couple of companies had referal levels mentioned in company new letters.
I forgot the math but they add up to quite a large bonus.

 

Suzi,

I'm a noobie but it seems to be job security related.

Fired person's job securtiy:
First, someone gets fired, the squeaking wheel gets the grease, again and again. So whether they are rationalizing mistakes, really being walked over by a company despite forum warnings if applicable, or are bargaining using web power, they have a mission.

Recruiter's job security:
As well, lesser competitor recruiters who are branded cheesey but ok if no other choice for school have to equalize the playing fields somehow. Their commision pay depends on it. There's going to be spam no matter what and this is a multi-id prime source.

Happy employee's job security:
And for the happy person's job security? Well you have to reference someone that will be good or it will look bad on you. When you do that, you add your replacement and dilute the possible miles demand you could get (i.e. - less earnings).

The one way I could see using the reference is if you wanted a good person to team with which would be hard to figure out until riding with that person. And then split the difference with them minus your tax conseqences/expenses - for team partnership.

Company's job security:
I don't think MOST of the jobs are high turnover. Its just the small percentage the company workforce flexes in good/bad times for profitability reasons. So they cleanse personell and the organization out that way while optimizing salaries to demand patterns.

Commercial cdl driver school's job security:
They sure keep those recruiters hustling don't they? The commercial school's recruiters do the same thing, to fill the turnovers in the 'higher' turnover end of the business. (Cheesey) Companies are in cahoots with commercial schools tempting new drivers with FREE school and $350/week salary and it could go down from there for 8 months to 4 years, while charging them $18K in interest on a $6 loan for a 3 weeks school. And then they sue them when they can't pay it back, and try to take their house, etc...

Dispatchers job objectives:
Then on top of all this greed above, you have the dispatcher who's job is to optimize miles/hours with drivers. Guess what? The company has to maintain service levels so they are going to get it there whatever it takes. BUT the dispatcher is optimizing miles for his security. So its the truckdrivers who absorb unneeded additional personnel to meet demand; and all the innefficiencies of the dispatcher, organization, and random chance scheduling sequences force drivers to sit for days.


BUT, there is real demand for a qualified need. To do it efficiently is not easy and its a lot of work. The high turnover is in filling that small percentage of drivers attrition in good companies, and a larger percentage in cheesey companies driven to value the wrong thing: short term bottom line profits.

I'm not a truck driver yet, but I am a value-engineer so understand costing and organizational/human objectives.

 

It sounds really promising