Early in my driving career, I used to team. And, I would have stayed if the following questions were met.
What are some of the things you look for when choosing a company to drive for?
MONEY. The bigger the pay, I would fine it hard to leave.
What are your biggest concerns?
HOME TIME. May be not right away. But eventually, I would leave if home and work are out of balance.
What can I do to improve my recruiting efforts?
My thoughts...
It was mentioned above.....Load 1. Also, may I add Crossroads. John and Murray have always been on EO forum, proactively. We have never met but I felt like I have known them for years. If I were to look, they are on the top of my list. Just because.....they were talking with us almost daily thru the forum.
And from the net search, in my previous career, this method works very well.
"Employee Referral Rewards: It is always better to hire someone who was referred by a current employee. A current employee understands your company culture and can give a sense of whether a new person will be a good fit for the organization. To incentivize employees to refer others, we offered different items, such as cash rewards, free iPads and Flip cameras, etc. to employees who referred people to join our company that we ultimately hired. We staged their reward so that they received the smaller prizes upon hiring and the bigger cash rewards came after the employee had been onboard for a stated period of time. By staging it, this incentivized our employees to refer long-term hires, rather than people that were only planning to stay with us for a short period of time. Some of our more aggressive employees went to the extent of placing Now Hiring flyers with tear off phone numbers on the inside door of bathroom stalls in office towers. Watching employees compete to find new creative ways to recruit others was as rewarding as the recruiting results themselves."
