By now, most carriers have a good handle on the basic requirements of the FMCSA’s Drug & Alcohol Clearinghouse final rule. They know they’ll need to upload some violation data, obtain a pre-employment query on new drivers, and perform annual queries on all drivers, and they know that driver consent is required and that non-compliance is not an option. However, there are many components beyond the basic compliance questions that need to be addressed in the weeks and months to come. This ebook digs deeper – beyond basic compliance questions – and investigates some of the lesser noticed moving parts that may complicate a company’s DOT drug and alcohol testing program.
A fundamental shift in how carriers recruit and qualify drivers will occur on January 6, 2020. Safety will improve as drug and/or alcohol violations will be easier to identify, and as drivers who are ineligible to operate commercial motor vehicles are promptly removed from their driving responsibilities as a result. However, this improvement will come with a cost as carriers adapt to new rules. This ebook explores how companies need to prepare.
Regardless of how you’re personally approaching the issue, the trucking industry is now officially part of the national debate stage. The industry as a whole has been in the spotlight for a while now, thanks in large part to the ongoing driver shortage that has left nearly 1 million driver and technician jobs unfilled.
This ebook explores both the case for more CDL truck drivers and the case for safer roads and ultimately comes to a fact-based verdict of which side holds more weight.
With the driver shortage still looming large, recruiters must look for new ways to find, attract, and retain more drivers. This includes taking pointers from professional sales teams.
Our newest ebook provides a detailed look at why recruiting managers should start training recruiters in sales techniques and processes, and how this sales mentality can help hire and retain more drivers.
If you’re like most CDL driver recruiters in this modern era, you’re looking for fresh, innovative ways to rethink the driver lifecycle from beginning to end.
In this guide, we provide go-to strategies to reimagine the entire driver lifecycle for the new generation — from marketing to recruiting to retaining drivers.
As a CDL driver recruiter in the modern world, you know that the best way to get ahead and generate new candidates is through the use of technology. New solutions make it easier to attract new applicants into the recruiting process, track and manage applicants throughout the recruiting lifecycle, and then analyze critical data and insights to see where processes need to improve.
News reports and analysis are flooding the topic, but as important as this subject is to the industry (and the economy as a whole), there doesn’t seem to be a silver bullet solution.
That’s why we’ve created a detailed guide that outlines a clear, 5-step process to attract more applicants, get them on the road faster, and keep them driving for your company. It also discusses how the right technology can help you thrive in today’s driver shortage environment.
In the world of recruiting, there are some things that never change: timeliness is imperative, technology is almost always the answer, and everything (within reason) should create a better experience for the driver.
This super practical guide outlines some ways your team can truly reform your recruiting process from a driver’s perspective to increase applicants and make a clear impact on your company’s bottom line.
Last Fall, the American Trucking Associations (ATA) created a Workforce Development Committee to help resolve the industry’s driver shortage issue. The Committee helped craft the language of a bill, the DRIVE-Safe Act (H.R.5358), that was introduced in the House of Representatives in late March 2018. Find out how DriverReach’s Founder & CEO, Jeremy Reymer, a member of the Committee, is helping to design a real solution to the problems surrounding the industry’s driver shortage.