High Consumption Causing Historic Truck Driver Shortage

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In the midst of one of the longest sustained periods of economic growth in this country our consumption continues to raise along with public sentiment that times are good.  Sure, there has been a shift from brick and mortar spending to newer e-commerce options, but the fact remains that American spending is up and so is our demand for new things to fill our homes.  And it is no mystery to most of the country that the backbone of our freight transportation is being hauled on top of 18-wheels.  Over 70% of all domestic freight tonnage was moved by the 3.5M tuck drivers and the 8.7M total work force that makes up our transportation industry. 

That may seem like an astounding number of employees, but as many hiring professionals are painfully aware, there is a vast shortage of drivers needed to keep up with our growing demand.  What makes this issue potentially more troublesome is a population of drivers that is nearing retirement age.  The average age of an American truck driver is 55 years old, which is 10 years older than comparable industries.  And as demand grows with a shrinking population of driver candidates it’s estimated by the American Trucking Associations to have a shortage of 174,000 drivers, nearly twice the current need in less than 8 years.

Wanted Ads may need to rephrase - Drivers NEEDED

Wanted Ads may need to rephrase - Drivers NEEDED

Many trucking companies are dedicating resources to find unique solutions to the hiring problem including flexible home-time considerations, leadership programs and increased compensation.  But, one problem that has seemed potentially unavoidable, yet a consistent challenge was slow times to hire. 

If there are candidates actively looking for employment with your company, making a quick decision and progression through your hiring process can make all the difference.  According to a national study of hiring professionals, reducing time to hire was the highest priority for 44% of participants.  Integrating with your existing or a new applicant tracking system, along with some of NuCheck’s specifically automated processes has been able to greatly reduce background checking lead times helping you make those hiring decisions before the competition. 

Let me show you how we have accomplished this for our clients.

Nevada Regulators Fine Wynn $20MM for Failing to Investigate Sexual Misconduct

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Tuesday, Nevada Regulators levied the largest fine in the state’s history against Wynn Resorts Ltd in the amount of $20 Million a year after January 2018’s Wall Street Journal report detailing sexual misconduct allegations against Wynn Resorts CEO Steve Wynn.  In the wake of several women claiming sexual harassment and assault, Wynn resigned as CEO and Board Chairman.  The fine amount, larger than 3x the previous high is a clear signal that sexual misconduct carries significant penalties regardless of position in the company.

After the allegations, Wynn had continued to deny any wrongdoing which was echoed in Wynn Resorts official statements after the report.  A spokesman acknowledged this was a ‘short-sighted focus’ which should have been an opportunity to reassure employees of the company’s commitment to a safe work environment.  The Nevada Gaming Commisioner Philip Pro said, “It’s not about one man.  It’s about a failure of a corporate culture to effectively govern itself as it should.”

Legislation to require pre-employment background investigations is picking up momentum in several states.  A CEO of a multi-billion dollar company is unable to avoid prosecution and fines, and that example is also clear for employees from top to bottom.  NuCheck incorporates a Sex Offender search that pulls from over one thousand sources to help protect its clients and their employees from previous offenders and violent criminals to help create a secure work environment.  If your organization is not currently running this search contact a representative at NuCheck to learn more.