In today’s world, it’s important for employers to make the right hire. But which qualities should trucking companies hiring look for in a candidate?

Career website HR Bartender says the best employees share certain qualities that set them apart from the pack. The next time you interview a candidate for one of your CDL trucking jobs, see if they exhibit any of these exceptional traits, demonstrating a high-performing trucker.

1.They have their own system.

Whether it’s a morning routine, a mindfulness ritual or a journal, high-performing employees have their own way of staying grounded and organized. It helps them stay focused on what’s important so they can perform.

2. They listen to others–for feedback, suggestions and proven strategies.

High-performing employees take in information. It could be feedback on their performance or a tip from a speaker during a conference.

3. They hold themselves accountable.

Always focused on quality, high-performing employees keep their word. If, for whatever reason, they cannot deliver, they renegotiate the deliverable. People who work with high performers know exactly what to expect.

4. They are focused on the positive.

This isn’t to say that everything around them is always positive. But when given a choice between celebration or cynicism, they find a way to look on the bright side. This outlook helps high-performing employees stay engaged with their work.

5. They will accept a challenge and often don’t need to be told to do things.

High-performing employees are willing to take on tough tasks. They are ready to solve problems. Many times, they are the employees bringing you the problem and the solution.

6. They set short-term goals and stretch goals.

High-performing employees set goals for themselves in addition to the goals the company sets for them. They look for opportunities to exceed expectations.

7. They learn from their mistakes.

Speaking of accomplishments, high-performing employees don’t always achieve their goals. But they do use those moments to reflect and learn from the situation. They don’t view it as failure. It’s an opportunity (see Habit #4).

8. They know how to manage their time.

This ties into Habit #1. High-performing employees are able to perform at a high level because they understand their personal working style and know how to get things done. This includes saying “no” at times so they don’t disappoint.

9. They’re committed to their own personal development.

High performers are not complacent when it comes to new skills. They learn something every single day. They understand that learning takes place in small iterations.

10. They’re highly engaged and willing to commit to the organization.

Several of these habits point to an individual who is happily engaged with their work and the company around them. They perform at a high level because the organization is invested in their success.

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Among those with CDL driver jobs that new drivers are likely to quit within the first 90 days on the job. Looking deeper into this dramatic fact, CCJ magazine conducted a survey of 423 fleet management subscribers seeking a solution to high turnover at trucking companies.

Typically, smaller carriers experience lower turnover than larger companies. However, CCJ wrote, “the results show early driver turnover remains a significant area of concern.”

About 18% of surveyed fleets lose between 25-50% of new drivers in the first 90 days.

61% say they experience less than 25% turnover in the first 90 days, and 19% generally lack turnover in that period.

To reduce early driver turnover, fleets focus on managing job expectations and helping drivers adapt to a new culture. Forty percent of fleet managers say mismatched job expectations is the main reason drivers quit, followed by 27% who say early turnover is primarily a result of new drivers not fitting into their culture.

More than 45% of respondents said they changed their onboarding process last year.

The strategies that made the biggest difference include: managing expectations, new pay programs and incentives, and new training technology, to name a few.

Businesses of all types use customer relationship management (CRM) systems for sales and marketing campaigns. Moreover, some fleets use software to manage driver communications, especially during the onboarding period.

EBE Technologies adds a driver relationship management system (DRMS).

This serves as another option for its SHIPS lifecycle platform. The platform features different modules designed to automate workflow in driver recruiting, safety, compliance, payroll, scorecards and more.

Fleets can use its new DRMS to set up automated communication plans for various “touch points” with drivers during the onboarding period, says Cindy Nelson, vice president of business development for EBE. For example, automatic notifications can be sent to HR, maintenance, payroll, and other departments. Therefore, this holds them accountable for contacting drivers and meeting their needs.

A number of other strategies, training techniques, and technologies also improve the onboarding experience of drivers.

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