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At Transam Carriers, we believe that success is not achieved without professional human attitudes. We are proud of providing some of the most ﬂexible work options in the industry for an optimum work-life balance. All of these, in conjunction with new equipment, modern technologies, in-house truck shop, and cross-dock facility, make Transam an exceptional workplace that we call here our second home.
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2 • OVER THE ROAD
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WHAT WE OFFER WHAT WE OFFER Benefits Package • Mileage Incentive • Referral Bonus Benefits • Mileage Incentive • Referral ProgramPackage • Team of Great Dispatchers • On-site Bonus Shop Program • Team of Great Dispatchers • On-site & Tire Shop • $1,500 Sign on Bonus for Qualified Shop Drivers & Tire Shop • $1,500 Sign on Bonus for Qualified Drivers We want to hear from you, contact our Recruiter Max. We want to hear fromext. you,266 contact our your Recruiter Max. Call 1-800-265-6460 or email resumé to Call 1-800-265-6460 ext. 266 or email your resumé to email@example.com firstname.lastname@example.org Apply online https://keystonewestern.com/join-the-team AUGUST 2021 JOBS FOR TRUCKERS • 3 Apply online https://keystonewestern.com/join-the-team
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WOMEN IN TRUCKING Ellen Voie
Support in advancing our mission For fourteen years the Women In Trucking Association has been the only organization whose mission is to encourage and advance the employment of women in trucking. We have always represented ALL women in the industry, or as we like to say, the women who design, build, fix, drive, or own trucks. Since 2007, we have been the lone voice for our members, but now that is changing. We are being joined by other groups that share our goal to bring more women into the industry. We are extremely proud to be an integral part of three national initiatives. In 2019 the Federal Motor Carrier Safety Administration (FMCSA) created the Motor Carrier Safety Advisory Committee charter to establish a committee to, “provide advice and recommendations to the Secretary of Transportation … about needs, objectives, plans, approaches, content, and accomplishments of the motor carrier safety programs carried out by the Administration and motor carrier safety regulations.” This year, former DOT Secretary Elaine Chao appointed me to the MCSAC to serve with 24 other industry members for a two-year term. Additionally, for the first time, a driver subcommittee was formed to serve under the direction of Owner-Operator-IndependentDriver’s-Association’s leader, Todd Spencer. Three of our Image Team members, Deb LaBree, Kellylynn McLaughlin and Angelique Temple were appointed to serve on this subcommittee. It is a refreshing change to see the administration including professional drivers to better understand their concerns, and even more 6 • OVER THE ROAD
exciting to see so many women represented on this sub-committee. We are confident that our Image Team members will provide feedback to these decision makers that will make our industry better (and safer) for everyone. The Image Team Members and I look forward to representing you, our members in both of these groups. If you have thoughts about issues pertinent to these groups, feel free to share them with us. The first meeting will be held later this month (July) in a two-day virtual event. The need for more professional drivers has garnered the attention of our lawmakers. They are feeling the pressure to create problem solving groups to tackles these issues. Two bills have been introduced to promote our industry to attract more workers. Recently, the legislature has recognized the need to attract more drivers, pilots, engineers, and operators. The Women In Trucking Association joined thirty other groups to support the “Promoting Service in Transportation Act” to create a series of public service announcements for print, broadcast, and digital media to encourage these careers in trucking, aviation, rail and maritime. More specific to trucking, we have been involved in the “Promoting Women in Trucking Workforce Act” to help direct the administrator of the Federal Motor Carrier Safety Administration (FMCSA) to establish a “Women of Trucking Advisory Board.” Under this bill, the board would identify barriers to entry for women in the trucking industry, work across organizations and companies to coordinate formal education and training programs and help identify and establish training and mentorship programs for women in the industry. AUGUST 2021
These are opportunities to advance our goals at a higher level and to include other stakeholders in our quest to increase the participation of women in transportation related careers.
These initiatives, along with numerous other legislative directives were introduced in the 117th Congress this past month in the “Surface Transportation Investment Act of 2021.” The act includes motor carrier, rail, highway and motor vehicles, multi-modal operations as well as hazardous materials. It also addresses research and innovation programs.
Ellen Voie President/CEO/Founder of Women In Trucking, Inc. firstname.lastname@example.org www.womenintrucking.org
We understand the industry isn’t always looking for more regulation, but these proposals replace the “Fixing America’s Surface Transportation (FAST) Act” and has increased the funding to provide $78 billion over five years for multimodal surface transportation, rail, freight and safety programs. The bill includes $1 Billion for research and $13 billion targeting safety programs.
Mission: Women In Trucking was established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry.
We are thrilled to be involved in all three of these initiatives and to support programs that elevate the mission of Women In Trucking Association.
We'r e Hirin g
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JOBS FOR TRUCKERS • 7
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Mileage rate includes bonuses listed in sample below Must have 2 Years Verifiable Experience
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WE TAKE QUALITY HOME TIME SERIOUSLY AT CARMEN TRANSPORTATION Steady Miles, Top Rates & Paid Dwell Time | Health, Dental & Life Insurance Plans | Pension Plan | Friendly Atmosphere | Ongoing Training & Support | In-House Repair Facility Employee Parking | Secured Yard Pre-Pass Transponders | In-House Truck/Trailer Wash
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JOBS FOR TRUCKERS • 9
MAKING YOUR MILES COUNT Robert D. Scheper
Practical application of: Humble, Hungry, Smart! Hiring people is always a challenge… at least for me. I am generally not good at it as I tend to believe everyone will do whatever it takes to be successful. I have learned to water down that impression somewhat, but I must constantly monitor my impulses.
their deliveries. Being interested in your field of study means you will FIND ways to use your abilities naturally… without being told what to do. It’s a measure of personal initiative. If someone displays hunger, they go to the top of the pile.
Over the last month or so I’ve had to oversee hiring another programmer. After harvesting a stack of resumes, we began the interviewing process. What was different this time was a book I read just a few weeks ago called “The Ideal Team Player” by Patrick Lincioni. It is an awesome book for team building. The read is easy since it is in story format (Socratic). With the simple outline of Humble, Hungry, Smart! our IT leadership went about evaluating the interviews.
At the end of the first interview, we gave the applicants the option to view some training videos we have on the specific languages we use. They were each given a username and password so they could watch them at home, on their own time, before the next interview… if they chose to. Only two chose to watch; the same two that wrote their own programs. Then, of the two, one spent only a half-hour watching the 14 available hours of videos, but the top contender watched over five hours. We had only one hungry applicant.
We had four finalists that made it to the physical interview process. Almost immediately it was brought down to three. It appeared all three applicants could do the job. Their resumes were very similar, in fact, almost identical (font included). All of them took the exact same courses from the exact same college. Given what they took in college could hardly scratch the surface of what we needed, we began the frustrating process. One feature we look for in programming, more than anything else, is what projects have they developed on their own… apart from work and school assignments. Two of the three had this experience. One applicant wrote a program that scanned grocery prices and kept a total of what was in the cart. Another applicant wrote a scheduling program for a non-profit to help in 10 • OVER THE ROAD
Within five minutes of the second interview, the applicant (who had viewed only a half-hour of the videos) told us he required a base pay rate more than what our existing team began with-in their first year. Upon explaining our dilemma, the applicant stood up and walked out of the interview... and went back to his construction job (shovelling concrete if my memory recalls correctly). It’s not exactly the humble reaction we were looking for… or the “smart with people” response either. About an hour into the final applicant’s interview process, he too began making what we thought was unrealistic demands. Apparently, the government program he was on allowed him to benefit by receiving the same income as our starting wage and he thought it would be better AUGUST 2021
to get paid for doing nothing than to get paid for working. We thanked him for his time and decided to talk over the options privately with our team. In those discussions we eliminated the financial conflict; we could pay more if it were necessary. What bothered our team about the final applicant was the lack of humility. We knew that with this person, within a year, we would be facing another demand… and then another. It appeared to us that the applicant was not focused on the work… only on what he could get paid from doing the work. We would be putting in hundreds of hours in training and then lose this person to someone else. At best, we were a steppingstone.
what they really are. Colleges can set unrealistic expectations about the job market… implying a graduate can/should start at the top… or nothing less than the middle. Students are led to think that only doing work AT school FOR school is enough to get a job. Sometimes it is… but it depends on the job itself and/or the employers desire to build a strong team rather than a group of workers. Showing initiative and humility multiplies a person’s chances of successful placement. Being an employer who builds a team of enthusiastic participants is much different than someone who just looks for a warm body. A team builder needs the ability to walk away from qualified people who are too full of themselves. Walking away is not a luxury in team building; it’s a necessity.
We hired none of them. Highly functional teams would rather work shorthanded and under pressure than with an unruly or unreliable co-worker. It’s miserable working alongside an uncommitted a**hole.
About the Author: Robert D. Scheper is a leading Accountant and Consultant to the Lease/Owner operator industry in Canada. His first book in the Making Your Miles Count series “taxes, taxes, taxes” was released in 2007. His firm exclusively serves Lease/Owner Operators across Canada. His second book “Choosing a Trucking company” is the most in-depth analysis of the operator industry available today. He has a Master’s degree (MBA) in financial management and has been serving the industry since he and his wife came off the road in 1993. His dedication, commitment and strong opinions can be read and heard in many articles and seminars.
Then I received a phone call from a prior client. He had a programming idea and wanted our opinion. He came in on a Tuesday and pitched us. He had already written a different program for the trucking industry and even successfully sold it. His new idea was good in theory, although he wrote it in a programming language that we don’t use any more. He was fascinated by how and what we were building. After a couple of hours, we realized that we answered more questions about what we did than he answered about what he did. We asked him to come back Friday so we could view his work. In his interview, he was humble and smart (with people). His desire and ability to build in our industry was clear evidence he was hungry. He had no formal education but none the less we offered him the job.
You can find him at www.making yourmilescount.com or 1-877-987-9787.
This example is not a new one. I have come to believe that formal schooling is sometimes counterproductive. Diplomas and degrees can plant seeds of arrogance; the thinking that they are more important and valuable than AUGUST 2021
JOBS FOR TRUCKERS • 11
COMPANY DRIVER & OWNER OPERATORS LONGHAUL & REGIONAL RUNS AVAILABLE SINGLES AND TEAMS 1 YR EXPERIENCE | FAST CARD REQUIRED
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1.800.265.7875 Kevin Awde
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12 • OVER THE ROAD CALGARY, AB | VANCOUVER, BC | AYR, ON 1126 Industrial Rd.
Make a cool move. WHAT ERB OFFERS YOU Top industry wages (you get paid for everything you do!) Strong safety culture that rewards you for safety performance, getting you home safely is our top priority Comprehensive group benefits Access to TFSA, RESP, and RRSP programs Over the road breakdown assistance Well maintained late model equipment Consistent freight - we have been running all through the pandemic
ERBGROUP.COM | RECRUITING@ERBGROUP.COM | 1-800-461-5299 JOBS FOR TRUCKERS • 13
SPEAKING FROM EXPERIENCE Ray J. Haight
A Career in Trucking – More Than You Imagine Here is an interesting question for you, why become a truck driver? If you had to convince a group of young people why it is a good profession, what would you tell them? We are surrounded by so much negative minutia that some of us never take the time to appreciate what we do for our livelihood. I am going to start it off, but you are more than welcome to let me know some of your reasons for pounding the highway. Before we get started, just an FYI - my transportation career began with ten years on the road doing long-haul; over a million miles accident-free. Even though that was some time ago and my reasons to get behind the wheel may be dated, I think they still apply today. Here are a few. 1. The opportunity for me back then was to see North America while being paid for it, I realized that it was an opportunity that not many get, and I loved it. I was barely out of school at the time, so my lifestyle was all about when the next paycheck was coming. By the time I was in my mid 20’s I had seen most of North America and enjoyed each new destination. 2. Not having someone looking over your shoulder was for me huge! I had done a couple of years of factory work and barely tolerated it. It was like treading water. I never felt like I was getting anywhere when I punched a clock and I was not very fond of it. 14 • OVER THE ROAD
I started driving because of lack of work; things were slow back then in the mid-’70s. Once I got into trucking, I was never laid off for lack of work again. My dad was a professional driver, so I had some idea of the lifestyle; I was a truck brat from the start. 3. After a few years, I recognized the actual options in this industry; call it a career path; call it what you want. If you are a person with some ambition, the driver’s seat is a great way to propel yourself into many different careers in this industry. You can become an Owner Operator if that is the path you choose. You would be amazed at how many of today’s fleets of many thousands of power units were started by one person: one truck. In most companies, Operations are loaded with ex-drivers, as is Safety and Sales. Many of the industry’s top trade suppliers have ex-drivers working for them. The list goes on and on. 4. I am sure that many people hear about the industry’s high turnover but in reality, the proper term is churn, not turn. Of those drivers who stick it out for more than a year, stats show that few of them leave the industry. I have made it a talking point when I occasionally speak to groups thinking about becoming a driver. I warn them that once this thing called trucking gets under your skin, you will be hooked, and you won’t be getting out soon. I recently had a friend who AUGUST 2021
have pushed our younger generation into university with the mantra that anything less was a failure. Our local college’s single most enrollment stream has been from the universities for the past number of years. Why? Because today, a 4-year degree from a university will in most cases get you zip, zero, nada. The world needs plumbers, electricians, carpenters, and truck drivers. Job security and decent wages are climbing higher every day as well as advancement opportunities; our industry has got them for you, in aces!
is a long-time Owner Operator stay with me for a couple of days in Florida. After we traded a few dollars on the golf course, all going his way, we then shared a couple of cocktails. Pete tells me that he is hanging it up this summer; “enough is enough”, he says. I’ll believe it when I see it. 5. Along with the rogues and the scoundrels, I cannot believe the great people I have met over the years. I have met so many class acts that have taken the time to mentor me for no other currency except for friendship. I have always been humbled by how generous this industry truly is. I have close friends all over North America and to this day, at its core, the industry is still run by people who started with one truck and a dream.
Do we have issues to overcome? You bet! Name me a sector that doesn’t? This industry has been very good to the Haight family over the years, and I know that many of you reading this, feel the same way. I speak with confidence when explaining the opportunities that we offer in our industry for younger people. We need them and I think, they need us more than they might know.
6. I have seen more raw materials and finished goods produced and moved through this economy than most people could ever dream of. Sure, the drivers are usually at the shipping or receiving door, but I always got a charge out of finding out how things work and what people did from where I picked up or delivered. Ask them and they will usually tell you. What’s the number one thing people like to talk about? Themselves! Try it sometime but be careful. I asked too many questions once at a dock in London, Ontario, and ended up marrying the tow motor driver. I couldn’t help myself; she was gorgeous!
Safe trucking, Ray J. Haight TCA Retention Coach email@example.com www.tcaingauge.com
7. I briefly touched on it earlier by saying I have never been out of work since I got into trucking, and that isn’t going to change anytime soon. We have an ageing workforce but guess what? So does every other sector other than high tech. High schools AUGUST 2021
JOBS FOR TRUCKERS • 15
Increased Rates for Owner Operators NEW COMPANY DRIVER BASE RATES Singles $0.55/Mile Teams $0.62/Mile Call Today for Details!
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SUPPORT YOUR DRIVERS FROM DAY 1
Drivers join your company because they believe they will prosper with you. The main reason they leave a company is the breakdown in communication and promises unfulfilled.
Proven Results. PDA is an extension of your driver support system. Our people develop a meaningful relationship with your newly hired driver from Day 1. We proactively call them, on a scheduled, weekly basis, to learn about their experience with their new company: Are they satisfied? Is it what they expected? Is there anything that they were promised that is not being met? Any issues are immediately reported back to you, the carrier.
Would you like to know more? Give me a call or send me an email to discuss! AUGUST 2021
RAY HAIGHT 1-519-820-1632 email@example.com JOBS FOR TRUCKERS •
SAFETY DAWG Chris Harris
Saving Time! Wow, it is starting again. Here in Canada, we are starting to resume “normal” life. For those truck drivers crossing the US border regularly, you must be seeing the fundamental differences between Canada and the United States and how each handled the COVID situation. What does this all mean for trucking? I think that COVID-19 will have a longlasting impact on transportation. First and foremost, I believe that truck drivers have been acknowledged, saluted, and praised for being the Heroes that they are. You kept the shelves stocked and people outside of our industry, for maybe the first time, saw truck drivers as an essential component of the country’s survival. Good for you! You are reading this article in a recruiting magazine, so it is fair to ask you how the recruiting and hiring of truck drivers changed during the pandemic? In some companies, sadly, it has not changed. You, if you are an applicant, are still going into the office of some company and manually filling out the required paperwork. If you are hired, you are still sitting in a
18 • OVER THE ROAD
classroom and getting orientation with several other new hires. So that is one thing where not much has changed. What is new is that other companies are now using technology to hire. I know that some fantastic and very competent truck drivers struggle with tech, but even those drivers are now using smartphones and have been on a ZOOM call. Some companies are using technology such as ZOOM to perform an initial interview. Many companies have all the new hires’ paperwork available online for completion. So, between ZOOM and the online application process, you, the applicant, don’t have to spend all that time getting to the office, completing the paperwork and then being interviewed. Just the travel time alone is a huge time saver for many. For some, it may not be much of a time-saver as you spend time on the computer struggling to use the keyboard… But if this process is being done while you are on the road or stuck in a receiving door while working for your present carrier, it is a huge time saver. If you can apply for a position online, what else can be done without an in-person
You can complete the interview from the cab of your truck while still making miles. And lastly, you completed the new hire orientation while parked in a loading door or at a truck stop.
visit? How about the new hire orientation? I know personally of several companies that have some, if not all, of their orientation online. What is the advantage of this? Have you been in the classroom or boardroom at a carrier and had to listen to the safety manager go through their PowerPoint slides? The manager has likely done it hundreds of times, and it shows. In some cases, the presentation is dull. So dull that even the presenter appears to be bored. And this is how you are starting with a new company?
All of this adds up to a huge time saver and as we all know, time is money. So, everyone saved money, especially you! Well, now for my question. How much or how many of these changes are here to stay? I think most of them. I hope that carriers see the benefit of recruiting online and reducing the many times an applicant needs to come to the office. After all, the company owes it to their current staff to keep them safe and healthy. Doesn’t this also show some respect for the applicant’s time and energy? If you agree with these statements, isn’t this the type of carrier you want to work for?
By putting the complete orientation online, the company can bring in video, PowerPoint and voice-over. In this way, the company knows that everyone is getting all the information that is needed. The data can be changed and updated quickly. For the new hire, they can complete the training without stepping a foot on site. This means that while you are still working for another carrier, you can complete your application, submit your documents, complete the telephone interview, and do the new hire orientation without ever going to the new companies building. WOW!
Work for someone that respects your time and money! Stay Safe! Chris Harris Top Dawg, Safety Dawg Inc. 905-973-7056 firstname.lastname@example.org @safety_dawg (twitter)
And what does that save you, the applicant? A whole lot of time! You didn’t have to drive your vehicle back and forth to and from the carrier several times - a great time and expense saver. You didn’t take time away from your current job, and you didn’t rob your family of your time between trips to apply for a new position.
JOBS FOR TRUCKERS • 19
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WE ARE HIRING FULL-TIME CLASS 3/DZ TRUCK DRIVERS TO WORK WITHIN A 150 KM RADIUS OF OUR TERMINAL. Tuff Steam and Vacuum Services has been in business since 2008. Today, we operate a fleet of Vacuum Trucks, Combo units and Steam/Pressure washers. This job requires the driver to be on-call Sunday through Saturday. On-call schedule is typically from 7am until 5pm. Some evening and night calls are possible. You are off every second weekend of the month.
Earn $25/hour while training and $27/hour while operating.
· Operate straight and long special-purpose vehicles to provide clients with services such as hydro-vac, straight-vac, or steam-truck · Perform thorough pre and post-trip inspections · Maintain a high-level of communication and customer service · Maintain records of vehicle safety inspections, fuel consumption, and bill of lading either through manual or electronic logbooks · Complete additional training as offered by Tuff Steaming
· High school diploma or equivalent GED · Fluent in English speaking and writing · Ability to work with minimal supervision · Minimum A Class 3 or D licence for straight body trucks, or equivalent.
email@example.com @tuffsteamingandvac www.facebook.com/tuffsteamingandvac www.tuffsteam.com
JOBS FOR TRUCKERS • 21
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*Free trial participants must be private sale, or eligible for ADP. Some public insurers not eligible. See clinic for details. Offer valid until December 31st, 2021 and is subject to change without notice. **A comprehensive hearing assessment is provided to adults ages 19 and older at no cost. The results of this assessment will be communicated verbally to you. If you request a copy of the Audiological Report, a fee will apply. Child hearing tests are conducted at select locations for a fee, please contact us for more information. Some conditions may apply.
22 • OVER THE ROAD
Trans-Frt McNamara . . . . . . . . . . . . . . . . . . . . 12 TRANSAM Carriers . . . . . . . . . . . . . . . . . . . . . . . 2 Travelers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Trimac . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Tuff Steaming & Vac Services . . . . . . . . . . . . . 21 Women in Trucking Article . . . . . . . . . . . . . . 6,7
THE BEST IS THE LEAST WE CAN DO
IT’S TIME TO MAKE YOUR MOVE! Driver planned home time | Full load dry van – No touch Freight Steady year-round miles | Group benefits and pension plan | Paid weekly Mostly warehouse and industrial area deliveries in US C-TPAT and FAST approved Carrier and Loads
A huge thank you to all of our Drivers and everyone in the industry that is working so hard during these challenging times. We appreciate everything that you are doing.
HIRING RECRUITING DEPARTMENT
DARTMOUTH Yard MONCTON Yard
WOODSTOCK Head Office DORVAL Yard
BRAMPTON Terminal WINNIPEG Terminal
1-800-668-0099 | firstname.lastname@example.org
JOBS FOR TRUCKERS • 23
OWNER OPERATORS NEW PAY SCHEDULE! DRIVER REQUIREMENTS 2 years verifiable Border crossing experience Clean Abstract Criminal Search FAST card or Valid Passport
WE SERVICE THE RUNS THAT MOST DRIVERS WANT!
> A Sign on Bonus > Competitive Pay Package > No Forced Dispatch > No Northeast US > Fuel Cards Supplied
> Fuel Surcharge Paid > Steady Year Round Miles > All Miles Paid—PC Miler Practical Miles > No Touch Freight
> All Bridges, Tolls, Scale, Insurance and Borders Paid > No Paint Code > Paid Extra Pickups / Deliveries
For more information about joining our team please contact
24 • OVER THE ROAD
5425 Dixie Road, Suite 102, Mississauga, Ontario L4W 1G6