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Tony Gee

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Everything posted by Tony Gee

  1. Tony Gee
    We’ve started using targeted ads on platforms like Facebook and Google. It’s helped us reach potential candidates who may not be actively looking but are open to new opportunities.
  2. Tony Gee
    We do the same. Offering personalized benefits, such as flexible scheduling and clear paths for promotion, can make a big difference.
  3. Tony Gee
    Same here. We also pair new hires with a mentor for their first few weeks to help them adjust to our company culture and procedures.
  4. Tony Gee
    Agreed. If a candidate hesitates to provide references or past employer contact information, that’s usually a red flag for us.
  5. Tony Gee
    Same here. It’s important to ensure everything is up-to-date and accurate. We also verify employment history to get a complete picture of the candidate.
  6. Tony Gee
    Same here. We also focus on creating a supportive and flexible work environment, which appeals to both women and men.
  7. Tony Gee
    Referrals from current drivers have been our most reliable source. We offer a bonus for any referral that leads to a hire who stays for 6 months.
  8. Tony Gee
    I also like to ask how they handle stressful situations, like traffic delays or breakdowns. It gives insight into how they’ll perform under pressure.
  9. Tony Gee
    Agreed. Some companies also offer guaranteed weekends off or a rotating schedule to make long hauls more manageable for drivers.
  10. Tony Gee
    Same here. Offering regular home time and listening to driver concerns about routes and workloads made a big difference in keeping our drivers.
  11. Tony Gee
    Same here. We also pair new hires with a mentor during their first few weeks to help them adjust and feel supported from the start.
  12. Tony Gee
    We also emphasize inclusivity in our marketing materials. We’ve found that being open about our commitment to diversity helps attract more candidates from various backgrounds.
  13. Tony Gee
    I agree. Right now, autonomous tech is mostly about assisting drivers, not replacing them. We’re not seeing any decline in interest from potential recruits.
  14. Tony Gee
    Same here. We use bonuses, but we also focus on retention strategies to make sure they don’t just take the bonus and leave.
  15. Tony Gee
    Agreed. Transparency in job descriptions is critical. If they feel like something is being hidden, they’ll move on to the next listing.
  16. Tony Gee
    Flexibility is our selling point. Larger companies often have rigid schedules, so we market the ability to accommodate personal needs.
  17. Tony Gee
    We also emphasize work-life balance and career growth opportunities, which resonate more with younger candidates.
  18. Tony Gee
    Same here. We’ve had to get creative, like offering paid CDL training to new recruits to widen the candidate pool.
  19. Tony Gee
    Agreed. We also offer referral bonuses to current drivers, which has brought in some high-quality candidates.

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