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Life in America Without Trucking
While researching the trucking industry’s impact on American consumers, I found this piece prepared by the American Trucking Associations (ATA) (pdf). This article effectively describes “The potential consequences of restricting or halting truck traffic in response to a national or regional emergency.”
According to Forbes Custom, “Trucking is the driving force behind all companies’ worldwide supply chains, moving nearly everything consumed in this country. Nearly 80% of U.S. communities receive their goods exclusively by truck. Virtually all U.S. goods touch a truck during at least one leg of the supply chain. Trucking moves nearly 70% of all freight tonnage in this country. Even goods that have traveled by railroads eventually wind up on a truck for the ‘last mile’ of the delivery.”
What would happen if the trucking industry suddenly disappeared from our lives?
- Groceries, fuel, medical supplies, garbage removal, and clean water would all soon become scarce.
- In a week or two, garbage and waste would become more than a nuisance and an eye sore. It would become a potential health hazard.
- Grocers would run out of perishables in two or three days.
- Banks would run short of cash and ATM’s would be out of money in as little as a day.
- Hospitals and pharmacies would begin running out of medications. For example, some would be out of oxygen in only a day or two.
- The clean water supply would quickly be disrupted, as vital cargo would not be shipped to water purification plants.
- Most gas stations would be out of fuel in less than a week, and some, in a day.
I believe many of us take the American trucking industry for granted. I know I have, but considering the statistics, it’s obvious how different our country would be without this vital industry, and the 10 million Americans it employs.
What You Should Ask in the Follow-Up Interview
In a previous post, I discussed interview techniques for prospective employees during the initial pre-selection interview. The initial interview is typically proceeded by a follow-up interview — an integral part of the process. I’ve found a follow-up interview works best when centered on the following questions:
- Follow-up questions for determining the candidate’s understanding of information previously shared
- Probing questions about their previous position(s) and how the candidate may or may not fit the culture of your organization
- Behavioral questions designed to determine the candidate’s ability to complete tasks and work with the team
With multiple interviews, I recommend a couple managers conduct them. The insights of TWO managers are usually better than ONE, as I’ve often missed a pertinent aspect another interviewer had found. I believe the manager who’ll directly manage the employee should conduct the follow-up interview; this helps the manager bond with the candidate, establishing a direct report relationship.
The purpose of the follow-up interview is to determine if the candidate fits the culture of the company, has the skills to complete assigned tasks, and understands the responsibilities and expectations of the position. Although the first interview should have confirmed whether the candidate fits the hiring profile, it’s prudent to check the profile with a few questions such as:
- What’s your proudest accomplishment?
- What motivates you (ex: money, recognition, being part of a team, a boss you can talk to, a feeling of accomplishment)?
- What was your most recent self-improvement?
Ask open-ended cultural and behavioral questions
- What was your favorite job and why?
- What group of people did you work well with in the past?
- Whom did you not work well with? Why? Give me an example, etc.
- What goals can our organization help you achieve?
- Why do you want to work here?
Regardless of the questions, quizzes, and research conducted during an interview process, mistakes will be made. However — by following a system, considering what traits make the best candidate, and following through — the number of bad hires can be limited.
You can download my follow-up interview form, and if you’d like more on the recruiting/interview process, see my previous posts:
How to Create an Interview Profile
8 Quick Tips on Conducting Employment Interviews
7 Often Overlooked Interview Techniques
I believe there are a few important points to consider before conducting interviews which are often overlooked or under-valued.
Where Will The Interview Take Place?
Not only should it be conducted in a clean, uncluttered, quiet location, but in an open area. I believe conducting the interview from behind a desk is not as conducive to open, honest dialogue as sitting facing one another without obstacles (like a desk) between you and the candidate.
What Will You Wear?
Back in the day (I am old school), the interview uniform was a coat and tie — which, even then — felt inappropriate when conducting interviews for positions that didn’t require a coat and tie. Today, business is often less formal, and business casual is suitable in most cases. Obviously, don’t dress down to the point of reflecting negatively on your organization, but don’t overdress and set yourself too far above the candidate. Wearing torn blue jeans while interviewing a c-level candidate is probably as ineffective as wearing a suit while interviewing for labor positions. Either situation may make it more difficult for a candidate to “open up” with you.
What Should You Know About The Candidate Ahead Of Time?
Be prepared by reviewing resumes, applications, and doing research before the interview. The number of organizations checking job candidates on social networks has increased. You should have a good understanding of the candidate’s qualifications and experience without passing judgment or making strong opinions before meeting the candidate.
What Should You Give Candidates To Take With Them?
I suggest preparing a packet for qualified candidates to take with them which could include:
- Job description
- Benefit package information including costs to employees
- Product brochures
- Awards, news, and press releases/mentions
- A company newsletter
- Mission, vision, and ethics statements
Who Should Be Allowed To Interrupt You During The Interview?
I want to say, “NO ONE,” but that’s not true. Recently, I conducted interviews while waiting for news about my father, who was in the hospital. I left my phone on. I’ve conducted interviews while waiting for an important client call and took the call. However, don’t make it the rule — it should be the exception. Your staff and team should understand not to interrupt you unless it’s critical, can’t wait, and no one else can handle the interruption.
How Long Should An Interview Take?
That’s a difficult question because the skill sets required for various positions will affect the time needed to gather the information. I conduct most interviews in 30 minutes or less, however, the interview process may consist of several 30-minute incremental steps. Why 30 minutes? It’s been my experience if an interview is focused, and the interviewer knows what he or she is looking for, it can be completed in 30 minutes or less. Often interviewers will budget more time than is needed, then fill the time — Parkinson’s Law.
Here are a few more thoughts on how long an interview should last.
When Should The Interview Be Ended?
The interview should end either when it’s determined the candidate does not fit the position, or by explaining the next step in the interview process to qualified candidates. I strongly urge transparency in an interview. The minute it’s determined a candidate is not a good fit or does not qualify — end the interview by politely telling the candidate why they don’t fit. Why waste anymore of their or your time? In my opinion, it is irresponsible and unfair to continue an interview with someone you wouldn’t consider for the postion. Please don’t complete an interview then tell an unqualified candidate you’ll contact them. Here’s more on conducting interviews.
Plan ahead, be prepared, think this through, and you will increase your competency as an interviewer and the quality of candidates you recommend to your organization.
How the Trucking Industry Affects You & Why We Support It
The trucking industry — sometimes referred to as Transportation or Logistics — is huge in North America and around the globe. It’s bigger than huge. If affects most parts of daily American life, and is a big part of TKO Graphix’s business. According to the Bureau of Transportation, trucking accounts for nearly 60% of all shipping in our country, more than tripling rail and water transportation, and three times more than what is shipped via pipeline. When the trucking industry is impacted, we are all affected.
Higher costs on fuel and equipment, along with regulations on capacity and driver’s hours, hit all of us. The cost of clothing, hardware — even the cars we drive — are impacted by trucking costs. The industry is so large that savings of only a fraction of a cent per vehicle add up to millions when multiplied by the 11,717 million tons of freight shipped annually. As well, it affects more than the cost of material goods – it affects the availability. Without the trucking industry, we would be hard pressed to have avocados and apples from the west coast available on the east coast. Without a viable, healthy, and profitable trucking industry, our entire supply system could topple, affecting food, medicine, and fuel distribution.
The TKO Brandwire Blog has always steered clear of politics and controversy. We have always believed a business blog is not the place to express political beliefs. However, we will inform you of industry related news, and we’ll occasionallly offer our own perspective on legislation affecting the trucking industry. Our customers need to be informed, and we’ll be glad to share and lend support. There is a time to stand and be counted, and for TKO Graphix, the time is now.
How To Avoid Costly “Bad” Hires
I believe a multi-step interview system is often the best approach. If the pre-selection interview has been conducted with transparency — meaning, NOT ONLY discussing the pros of the job, BUT ALSO, the possible pitfalls — the candidate has time to consider the position, conferring with family and friends. The time between the pre-selection interview and the next step allows us to research the following:
- Criminal Background and Drivers License
- Credit History
- Previous Employment
- Education
- Personal References
Criminal Background and Driver’s License
There are several resources available, including state government services. For example, the Indiana State Police offer limited criminal background checks, and a driver’s license search. Once an account has been setup, checks can be completed in minutes. Expect to pay $15-$25 for a criminal background check, and $7-15 for a license verification. I wholeheartedly recommend the expenditure. I’ve found backgrounds with every type of felony — convicted embezzlers applying for money handling positions, burglars applying for residential in-home installation jobs, and much worse. When Kevin Scott, who was previously convicted on federal charges of bank and mail fraud, was hired to head the Indiana State Employee Retirement Fund (PERF), he had access to 200,000 social security numbers and 11 billion dollars in funds, according to rtv Channel 6. Indiana State Senator Murray Clark had this to say: “It is patently obvious that PERF does not have an institutionalized background check process. That’s startling to me.”
Why a drivers license check? First, it shows character, or lack thereof. Do you really want someone on your team who cannot keep an operator’s license? Without a valid driver’s license, how reliable will they be getting to work, or working overtime?
Credit History Check
I have only used credit checks with C-level applicants; however, that doesn’t mean a credit check couldn’t be used for any position. A wise man once questioned why I was considering promoting a team member who had financial difficulties. He asked, “Why would you trust this person with our money when they can’t handle their own?
Previous Employment Reference Check
When attempting to gather previous employee information, you may find many organizations have policies limiting the information shared about previous employees; however, I’ve found a few helpful strategies:
- Ask to speak to the past employee’s supervisor; they will often know more about the employee and be more candid than HR.
- If all else fails I ask, “Would you hire them back?” Follow up with a simple ‘Why?” or “Why not?”… you may be rewarded.
Here’s an excellent reference checklist from the University Of Pittsburgh Medical School (pdf).
Education Check
How often do we assume the educational information on an application is correct without checking it? George O’Leary was hired by Notre Dame University under the pretense of having a Masters Degree, which among other misrepresentations, he did not.
Personal References
The Business Owner’s Tool Kit offers valuable suggestions for conducting personal reference checks, including a reference check by phone. Often people are more forthcoming when asked questions via phone instead of in writing.
What’s the bottom line? Take time for research and it may save your company thousands lost from a “bad” hiring decision.
8 Quick Tips on Conducting Employment Interviews
I feel one of the keys to successful interviewing is using a checklist. Would you take a seat on an airline that didn’t use a preflight checklist, as in Dr. Atul Gawande’s The Checklist Manifesto? Silly question isn’t it? Hiring employees may not be life or death, like a pre-flight checklist could be, but it can positively or adversely affect your organization. When interviewing applicants, does your organization use an interview format?
8-Point Interview Checklist
- Greet the candidate
- Review the application
- Use an interview profile
- Complete an interview
- Share the opportunities of the position
- Share the pitfalls
- Challenge the candidate
- Make a decision
Let’s look closer at each point:
1. Greet the Candidate
Personally greet the candidate and escort them to a quiet area to complete the employment application. Offer refreshments and invest 3-5 minutes to put them at ease with some chitchat, such as weather, etc.
2. Review the Application
Study their job history, position(s) desired, and qualifications — including schooling, training, and experience. Also, evaluate any criminal history, salary desired, and references. During the review, question incomplete answers and contradictions with open-ended questions like who, what, when, where, why, or how. Here are a few suggestions for asking questions.
For example, when reviewing the job history of a candidate, look for the following — Are there gaps in employment and why? What was the candidate doing between positions? Are there short employment periods on the job (under 1-2 years)? Again, ask why. Your application should ask the reason for leaving. Are there similar reasons for leaving more than one position, and is it a trend?
They are many employment applications available online. We suggest approval from your HR department and your Attorney before implementing any new employment form. Here’s one example of an application (free download) from Inc Magazine.
3. Use an Interview Profile
An interview profile is a list of character traits, skills, and observations based on current successful employees, and it’s used to identify the best candidates.
4. Complete a Pre-Selection Interview
To me, an interview is an information sharing dialogue. A pre-selection interview should focus on gathering information to determine if the candidate fits the position and the position fits the candidate. Questions like, “…what makes you happy and unhappy at work…” may give insight as to how they will fit your culture. Candidates who FIRST share what makes them happy, in my experience, have proven to be positive employees. Asking, “…what would you most like to improve about yourself…”, may demonstrate the candidate’s desire to improve. I’ve found people who share their areas of desired improvement to be open, honest, and usually easier to train. They want to learn — they want to improve.
5. Share the Opportunities
Share success stories of others on your team – especially entry-level employees who have risen from the ranks. Talk about the culture of the company - training, charitable initiatives, group outings, etc.
6. Share the Pitfalls of the Position
Don’t downplay this. Tell it like it is. If there is frequent overtime, weekend work, travel, late hours, etc., — divulge it. No job is perfect, so share the pitfalls. How can a candidate make an informed decision without all the information? If you’re unsure of the pitfalls, ask team members currently holding the position.
7. Challenge the Candidate
One example is asking the candidate why they want to work with your organization.
8. Make a Decision
If it’s a multiple interview process, send the candidate home to consider the pitfalls of the position and a time to contact you to schedule the next step.
If a candidate doesn’t qualify for the position, don’t lead them on. Tell them the truth. You may find it easier to share something you like about them first, then explain why the position is not a good fit.
I’ve seldom had anyone not appreciate the truth when I’ve explained why the position wasn’t a good fit. I’ve also had candidates fight for the position, which caused me to reconsider. With this upfront tactic, I’m never inundated with calls or emails from candidates I wouldn’t consider for the position. If they contact me, it’s because I wanted them to contact me.
The Surgeon’s Precision and Vehicle Graphics
by Micah Bowers, “The New Guy”
The more time I spend training as a TKO installer, the more I appreciate the abilities of the guys around me. Vinyl is a fickle material that somehow manages to be both fragile and robust, requiring substantial abuse to be installed appropriately (heating, cutting, jostling, brushing, etc.). There are times when I fear the harsh treatment will destroy the graphic I’m working with, but somehow doesn’t, and there are times when the most innocuous touches wreak havoc.
At TKO, the experienced installers seem to have an innate understanding of heat, as temperature is one of the more important variables for adhering graphics properly. Like any skill, the application of heat calls for balance. If vinyl is too cold, it becomes prone to tearing and bubbles. Too hot, and it’s toast! Believe me, neither result looks good on an automobile.
Our installers’ tool belts carry a variety of razor thin blades and sharp, pointed, poking tools. During my first week on the job, even the simplest cuts seemed strangely impossible. Vinyl has a way of stretching and shrinking (another heat issue), and if blades aren’t correctly positioned or held at the right angle, ugly seams emerge along cut lines. So far, I’ve been most impressed with guys who take on the irregular and advanced cuts along parting lines and small components, like door handles and hood emblems. It’s not hyperbole to suggest that a surgeon’s precision is required.
As training has progressed these past few weeks, my confidence has grown, but there’s still much to be learned — and once learned — practiced. One thing’s for certain: the skills of the veteran TKO installers are impressive and hard-earned.
About The Author
Micah Bowers, “The New Guy,” is training as a graphics installer for TKO after recently completing his studies in art, design, and new media at Purdue University. With an eclectic resume (stints as a teacher, carpenter, and whitewater guide), Micah is excited about the challenge of learning both his new trade and TKO’s culture. Off the clock, Micah makes time for writing, collaborating on various art projects, and working his way through the films of the Criterion Collection.
Donate Your Dollars Wisely
Since joining the team at Cancer Services of Northeast Indiana in Fort Wayne as the Director of Development & Marketing, I’ve been endlessly amazed by the generosity of individuals in my community. Thirty-seven percent of our total budget comes from individual donations; needless to say, we take our relationships with individual donors seriously. We want to make sure each one feels engaged and also confident we will be good stewards of his or her gift. We mean it when we say we could not do what we do without the support of our community, and we work hard to make sure those donations are put to good use.
Being a recipient of giving has afforded me an interesting perspective about philanthropy and has transformed me into an overly-diligent donor. Before joining Cancer Services, I donated to various organizations without much thought. Meaning, if you asked me for money, you were probably going to get it, at least a little. But now, because I see the effort Cancer Services puts forth to be responsible and accountable to each donor, I expect that of all organizations to which I give. The current economic climate has affected the philanthropic environment, as well. Whereas, I previously had more to give and therefore gave more freely, now I have to take a serious look at where each dollar in my budget goes. So choosing a reputable and responsible non-profit organization is even more important. I hear this over and over from our donors, as well. They want their dollars to go farther and to make as big of an impact as they can. What organizations can help them achieve this?
Okay, I’ve digressed. My point is once you’ve identified your passion, whether it’s cancer, literacy, hunger, homelessness, you name it, there are tools you can use to match that passion with a reputable and responsible organization who will put your donation to good use, whether locally or nationally. Here are a few:
- Guidestar.org — Provides a comprehensive non-profit directory, including a super convenient search feature. The directory includes Form 990, financial statements, annual reports and other documents you can review to see exactly how the organization is funded and how it uses those funds. The website also provides a five-star rating system and the ability to read reviews posted by constituents of the organization.
- CharityNavigator.org — Helps you find a charity you can trust and includes a search feature so you can review important information about non-profit organizations. It also helps you identify your passion, matching it with an organization, along with an informative blog to assist you in better understanding philanthropy, and how it can enrich your life.
- GiveWell.org — Provides ratings and research, along with a helpful blog.
- Nonprofit Tech 2.0 — One of my favorite non-profit centered blogs, offering helpful information about non-profit best practices.
If you can’t find sufficient information on these websites, I recommend you contact your local community foundation and other foundations for recommendations. Because these organizations are constantly reviewing applications for funding, they have their finger on the pulse of the non-profit community in your area. The Better Business Bureau is another place to connect with for recommendations.
Last, but certainly not least, make an appointment to visit a prospective charity. I’m always happy to show people around our facility, and any organization interested in cultivating a relationship with you will do the same.
About The AuthorAmber Recker is director of marketing and development for Cancer Services of Northeast Indiana. Her volunteer roles include V.P. of Communications for Young Leaders of Northeast Indiana, President Elect of the Anthony Wayne Rotary Club, PR chair for Rotary District 6540, member of Women United, and steering committee member for the Circle of Women with the YWCA. If she had her way, she’d be a full-time volunteer, but someone has to pay the bills. Amber is also a communications instructor at Indiana Tech and an editor of fiveonfive magazine. She writes for both contagiouscommunity.org and thegingerkitchen.com.
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The Fluidity of Graphics Installation, Be Like Water…
by Micah Bowers, “The New Guy”
If you’re not into action movies, combat sports, or pop culture, the name Bruce Lee probably doesn’t register. Wikipedia can tell you more about the man than I, but along with being an accomplished martial artist, Mr. Lee was a Renaissance Man. His philosophies on martial arts are more than mere principles of self-defense; they pertain to the general challenges of life.
The past few weeks, as I’ve felt the growing pains of becoming a graphics installer for TKO, one of Mr. Lee’s teachings has frequently come to mind:
“Be like water making its way through cracks. Do not be assertive, but adjust to the object, and you shall find a way round or through it. If nothing within you stays rigid, outward things will disclose themselves.” — Bruce Lee
Much of what I’ve learned during my installation training is counter intuitive… more is less unless it’s more, and less is never enough! Beyond training, I’ve made an effort to gain a better understanding of TKO’s culture. For me, it’s important to know what I’m doing and to relate to the people I’m working with.
To be like water is to be without preconceived notions of how things ought to unfold. As a new employee, a readiness to learn new methods and relearn old ones goes a long way towards putting your employer at ease. Bosses are human — they can experience anxiety and confusion, especially when communicating critical job knowledge to someone they’ve just met.
Think of who you’d be more inclined to share YOUR hard earned wisdom with: Someone who stubbornly resists counsel, or someone who accepts it in earnest? No-brainer, huh?
So, if you’re new on the job (like me) and sincere about performing your duties well, allow your lack of know-how to be an advantage, and remain like water as you take the shape of a valuable employee.
About The Author
Micah Bowers, “The New Guy,” is training as a graphics installer for TKO after recently completing his studies in art, design, and new media at Purdue University. With an eclectic resume (stints as a teacher, carpenter, and whitewater guide), Micah is excited about the challenge of learning both his new trade and TKO’s culture. Off the clock, Micah makes time for writing, collaborating on various art projects, and working his way through the films of the Criterion Collection.
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Print to Plastic, Wood and Aluminum - UV Flatbed Printing
What is a UV printer, and how does it work? Matt Williams from TKO’s digital print department explains our Vutek UV flatbed printer’s capabilities. The Vutek has many unique features, including the ability to print on plastic, wood, and aluminum — while accommodating materials up to 1¾” thick.
The printer uses UV inks, rather than solvent-based inks. UV inks are cured when exposed to ultraviolet light, and the ink almost immediately sticks to the material. Traditional solvent inks use evaporation or heat to cure, and therefore take longer.
See this Sign & Digital Graphics article on how UV printing works, various uses, and the pros and cons of UV printers.
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