Question about the hiring process

True, many of y'all are on mobile. I was on my laptop at home tho...LoL~!

 

Hey... thought I would chime in... haven't been on for a week or so as a couple friends and I decided to take the Bikes and go for a long ride.. Rode from Mn to Az and back... loved it...

Do you all remember before you had our CDL and was just thinking and imagining what it would be like to be a Trucker... then you got your CDL and hit the road.. and in your head thought.. "huh... being a trucker is not like what I thought it would be.."

Well... HR and being a Recruiter is like that too... when I ever I read through these threads it is very apparent that most have no real idea how the HR and Recruiting departments work...

First... it is very much computer driven.. meaning.. that when you fill out that application.. all those boxes you fill in and especially those with drop down menus help to filter all the applications.. so, if I only want to look at applications of drivers with more than one year driving experience.. I type in that parameter and the computer only shows me those applications.. so, many applications aren't even ever seen by human eyes .

Now let's say your applicant does make it through all the computer screenings.. now, it is my turn as a human to further scrutinize and screen... I do me scrutinize and screen.. because as a driver recruiter it isn't about finding drivers to apply.. everyday hundreds of applications for a driver position are filled out.. what recruiters do.. is find the best candidates from all of the applications.. because we get paid when the driver is hired and only when they are hired.. so if we do all the work to send you to orientation and the company can't hire you because of something on your employment history or MVR or whatever we don't get paid.. also, if too many of the drivers we send to companies don't get hired.. we are terminated...
so, it is like your looking at a huge bin of apples, say 1000 apples, and you need to 5 of the best apples in that bin.. obviously any that you can see obvious bruises or worm holes you will toss aside.. so you first weed down to 100 good apples.. then weed those down to the best 50 apples, one more weed to 25.... then you start checking references and former employers... and not in trucking but other industries you check social media and such... till you have 10 shiny good apples.. so, of the 1000 applicants 900 are not even looked at, then 50 more are screenout and not looked at.. those are the 10 applicants that I will call and work with to get them hired on...

Now, what about when you call a recruiter.. here is something a lot of you don't realize.. yesterday, I took a call from a driver... I entered his name and info in my computer.. and started asking him all the qualifying questions and such.. how long you been driving... bla, bla bla,,, then questions about why he left (or thinking of leaving, preferably)...
what the driver did not know.. is that he was already in our system.. as he had also talked to three other recruiters at our firm.. because he was checking into multiple companies... so while he was talking to me about company D, I had all the information he had said and given to Company A, B and C... now, that is not that unusual, however it does mean, that when we (recruiters) see that you have given two or three different answers to the same question it is a red flag...

Now, even though so much of it is comprised.. there is still the human element... for example.. yesterday I took a call from another driver.. he was trying to get on with a local company and had gone to the terminal but was told that they don't take applications at the terminal and was given my number because he would have to go through their recruiter... well, that clearly annoyed him and so he spent the t he thinks first 5 minutes of the call complaining that he wasted his time going to the terminal and what he thinks of recruiters.. which, clearly he does not like recruiters at all... so, I went through the whole process, very thoroughly, made sure to ask him all sorts of questions and then carefully explained how we will notify him by email what if any the next steps would be...
Now, I have several qualified drivers interested in getting this job, and the company only needs 3.. so, I set up interviews for the company until they hire the 3 drivers.
The human factor... I will send the drivers that I liked on the phone and dealing with first... if after all of them the company has not hired the 3 drivers they need I will send him with the last group and if he gets hired I will collect my money... but, I am sure the positions will be filled with the first couple groups...

So, your take away... get your information together and know how you are going to answer questions.. when talking to a recruiter have a note pad a pen handy and write down the questions they asked and your answer..

While the recruiters do not do the hiring.. they do make a decision on whether you make it in front the person who does the hiring... so yes, when you start off calling the recruiter names you are are hurting your chances...

 

Lol.. I forgot... about what a past employer can and can't say.. not black and white... I mean, if all they say is that you are not eligible for rehire or no thy would not hire you again.. that right there already says a lot...

As a recruiter I get paid when a candidate is hired... so, I am gonna go with the candidates that have the best chances and odds of getting hired... so if it is between a driver who's previous company won't hire him again and one who's company would.. who am I gonna bet my paycheck on... who would you?

Now, usually, checking with past employers is not done over the phone these days.. it is more often done, through mail... either snail mail or email... because, especially in the trucking industry.. it is better to have it in writing and not verbally over the phone..

Why... well, if a driver has an accident and someone one is injured or worse killed.. they don't want it coming out in the news or in court that the former employer "informed" the company that the driver was reckless... they certainly don't want it coming out in a civil suit from the family of the deceased that the company "knew" the driver was a risky driver...

If it is documented in writing or electronically.. and the former employer did not inform of any risky or reckless driving ot behavior... it is better for the current company.. if the driver had had accidents or incidents that were not disclosed then the family can go after them in court for not alerting the current company of the dangers or risks and there by playing a role in the death of their loved one..

As for the two week notice... that's business.. just like you have to give a 30 day or longer notice when you moving out of a place your renting.. and for some industries it is longer than a two week notice.. now, technically, if your company requires a two week notice, which will be stated in your employee handbook, and you go in and amicably quit with only a week and a half notice.. then, it isconsidered leaving without notice...

What you should always do.. is get your own documentation... and not just the copy of an email you sent to HR or over the Qualcomm... when you turn your keys in have the manager sign either their standard exit form or one you created... stating all the facts.. the date you gave your notice and to who you gave it and how.. verbally in person, over the phone, email, also, the date and time you are turning in your truck and the condition of it... include the terms you are leaving on... no miles, ugly trucks, mean trainer, whatever.. and any and all incidents.. and get it signed.. include your incidents so that they can't be changed or added.. so knocking off a mirror does become ripping off a door... also, ask for a copy of your employee file..

Be in the driver seat of your career and life.. don't be a passenger in it...

 

How many apps did you fill out this weekend...?

https://meltontruck.com/drivers.php

 

@Boattlebot . . . . ^^^^ He's talking to YOU~! ^^^^

 

You think! lol

 

I don't know......