Why do LTL and non-LTL local jobs have interviews and regional and OTR just have orientation?

If I understand your question correctly -- it's because those LTL gigs have (in many cases) much more interaction (potentially) with the rest of the public -- and thus the carriers in that sector don't want to hire & field disgusting cretins (with little or no people skills) for those jobs.

Those same disgusting cretins would likely be just fine with a dry van or reefer OTR job (especially if/when dealing with lumpers ).

-- L

 

If a company has more applicants, with spotless records, than jobs they can be picky. How many of those home-daily jobs hire massively overweight drivers that take a break halfway between walking from the truck to the trailer doors? There's never been a shortage of drivers wanting/needing local work.

I suspect the interview is a week after the background check because the company employee doingbthe interview is busy with other duties or multiple people need to see the results of the background check and decide if the applicant might be a good hire?

Ask the people that hire, not the people that fill out applications.

 

Lmao. Yes my current job, just a brief phone interview and then orientation. But it's local pulling dedicated.

 

Could you imagine holding a job interview for an LTL where all the drivers wear uniforms,…

…and the person walks in, 250lbs overweight, looks like a thick layer of margarine spread over his teeth from not brushing, and smells like sour arse from 25 ft away, carrying a colony of flies and gnats…

…dictating to you how he doesn’t move out of bed before 8am but likes to be finished by 2pm. 4 days a week. Sleep schedule and all that. Doesn’t wear shoes, ever. Doesn’t talk to people, hates women because women won’t have sex with him, and you’re having flashbacks to that time you saw the Donkey Show.

And you’re like, “You do know this is an LTL company, right?

 

I just moved into management last year so I have only been involved in hiring 2 people so far but I prefer to bring a potential new hire in for a short ride along to show them exactly what is expected of them when they drive for us. Our drivers are required to unload their vehicles with a lift gate pushing around large racks that can weigh up to 1500 pounds in all weather conditions.

I feel like explaining that over the phone does not really help them understand what they are getting into and allows the applicant a chance to make a more informed decision if this type of work is for them, and hopefully save the company a lot of trouble if it's not.

If the applicant says they can handle the job then I proceed with the application and qualification process.

 

LTL- Because they don’t want some drooling, flip flop wearing, nasty dipstick that can’t spell LTL.

OTR - The above is the perfect candidate for them because they know, if not for their generous opportunity to stay out for weeks on end, the employee would likely be living in a makeshift tent under a bridge down by the river.

 

I retired from a small carrier with an LTL portion of company drivers working separate from the port owner operators.

Around 20 individuals if I included the half dozen switchers; some on-site with the rest working with the dispatcher.

A family owned company with one of the owners dispatching the company units.

Every hire had sufficient experience, often 15+ years behind the wheel and one of the owners [3 of 5 drove for the parents who started things] after meeting my Part 391 needs and meeting the family, would took them on a road test.

Turnover was almost non-existent [unlike the pier guys] and we hired as guys retired and as needed to meet growth.

 

This thread (to me) is now reminiscent of the thread, "Werner Trainer Craps Himself"....



-- L