15 questions to ask the recruiter, 2013 recent CDL grad

A few more
Detention Pay?
Slip seating or assigned trucks?
Are there speed limit restrictions below the posted speed limit?
Vacation policy?
Manual or E-logs?
What miles are paid miles and what miles are not?
When am I working and not getting paid?
One of my personal favorites If weather, driver (sick) or road conditions are such that I feel it is unsafe to continue driving, will I be penalized for parking until it is safe?
What are the reasons I could be disciplined and or fired for?
What can I expect my first ea earnings to be? 2nd year?

 

Can't believe I forgot will you be penalized for shutting it down for the reasons you mentioned. That was actually the first question I asked at an interview last month.

 

#1 How much of a per-head fee do they, as a recruiter earn, and do they feel they are doing an honorable service to their recruits
#2 How many of their recruits as a percentage remain past 60 days
#3 What is the number 1 reason new recruits quit or their biggest complaint when they're terminated
#4 If you have company problems or feel you were lied to, can you have his/her cell number so you contact them 24/7 with questions or concerns

But seriously ... take the positive answers and divide by 2 and take the negative answers and multiply by 2 and you'll be pretty close to reality at ABC trucking. And whatever you do, don't lead the recruiter on to give you the answer you're hoping for. Ask the question in a non-leading fashion and make him/her say what they normally say, not having a clue what you might want to hear.

 

cut to the chase, ask if they tell any lies

 

Ask where the nearest French Foreign Legion recruiting office is.

 

Virginia Beach

 

Seems that there should be a way to send the questionaire to each recruiter have them fill it out and mail back to you. Probably still Lie but at least you would have something in formal writing. If they wouldn't fill it out then theres your sign

 

In trucking, it's for the most part a 50/50 proposition. The driver has to work within the framework of the carrier, and the carrier needs to understand and work to satisfy certain basic driver requirements. i.e you need to meet somewhere in the middle i.e it's a give and take. And if one party is not willing to make the necessary sacrifices, the partnership will fail. Too often it's "what will you do for me?" and very little "what do I need to do to make an employee/employer relationship work there?" And that goes both ways, too in this industry.

I said all that to say, make sure you ask what is required or expected of the driver. And what characteristics make a driver successful there. Every carrier has different weak and strong points, and what may be a weak point for one driver is a strong point for another. So look at as many as you have to and start to notice the differences and then determine what's important to you.

Bottom line, most things come down to their how their fleet(s) break down to in terms of geographic regions a driver will be assigned to in relation to their home location, and the dispatch model they use to work to meet disparate home time needs(if they have a model). And if home time is not important to you and you truly want to run in a 48 state operation, you will have to weed out a lot of companies in the current times of trucking in North America

 

You missed the most important question!

Will you be 100% honest when answering my questions!

 

Thanks Tex and will fold those in.