Morgan MacDermaid

PUMP YOUR BRAKES.... Before you rush to submit your resignation letter after accepting a new job offer, consider this: 📌 Wait until you’ve completed the pre-boarding process, including background checks, drug screens, reference checks, and more. Here’s why: Delays can occur during this phase, potentially pushing back your start date and causing you to miss out on your coins. (the way my bank account is set up... Kevin Hart voice 🤣) But seriously, missing out on income is not ideal, especially when you didn't plan for it. For example: - The company might have difficulty verifying your education and require you to provide a copy of your diploma or transcript. - They might have trouble verifying your employment and ask for a pay stub, offer letter, or W-2. - The court handling your criminal background check might be backed up due to high volume. ⬆️All of these things can delay the hiring process. 📌 Don’t let the hiring manager or recruiter pressure you into giving a resignation letter to your employer before the pre-boarding process is complete, even if they’re short-staffed. If they’re serious about you joining their team, they will understand and accommodate the necessary 3-4 weeks for you to start. - 1-2 weeks for the background check - 2 weeks to provide a resignation notice to your current employer FYI: In my career, I’ve reviewed countless background checks and requested documentation from candidates. While the process often stays on track, there have been 𝐌𝐀𝐍𝐘 instances where the start date was delayed despite the candidate already giving notice to their current employer. #recruiter #opentowork #joboffer #hr

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Do you talk to your customers about the sales outreaches they get? What about different things they like and dislike from a operations standpoint? If you aren’t I’d suggest trying it. Great way to get different ideas. Obviously do it in a conversational way. Speaking of shippers Will Hopkins and I are going to try to have 2 shippers on the podcast a month. I could be wrong, but I don’t think anyone is doing this currently. Probably because it’s not a easy task to do for a few reasons. The goal is to mix it up (enterprise shippers, smb shippers, flatbed, dryvan, reefer, specialized). Should have an announcement tomorrow on the next guest for 2 Dawgs, 1 Pod. #kidfreight #sales #logistics #trucking

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POV when a Recruiter or Hiring Manager beats around the bush about the salary like they work for the Secret Service. 😂😂 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: What's the salary for this role? 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫/𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫: That's classified information. We can discuss that if you make it to the 3rd round of interviews with us. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: You mean if you make it to the third round with me? This interview is over; thanks for your time, and thanks for wasting mine. Why is it so hard to get a straight answer on compensation? 📌𝐓𝐑𝐀𝐍𝐒𝐏𝐀𝐑𝐄𝐍𝐂𝐘 𝐈𝐒 𝐊𝐄𝐘!

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How much knowledge should a recruiter have on the industry/roles they recruit for? Had a few interesting conversations with candiates lately about recruiters not knowing what Drayage is, having to ask their boss basic questions, etc. I don’t think you need brokerage experience to recruit well, I am friends with several who don’t have it who crush it as recruiters but I know they learned the industry. I would be lying though if I said I don’t think it’s helped me that I’ve been in a w2 seat myself, and made the move to agent. It helps that 2 of our owners have also made that move. Part of the reason I signed with HD, I wanted to be surrounded by people who have done the job. Also, I would argue if you are recruiting for agents as oppposed to w2 your knowledge level has to be higher as you are generally talking to people with experience not entry level jobs. Just my thoughts. Have a Happy Wednesday! #recruiting #sales #logistics #trucking

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I am really curious what is going to happen with all these strict carrier onboarding guidelines when the market flips. Was talking to a friend this weekend about how his company is increasing the authority requirement to 1 year. He was unable to book a hotshot carrier this wekeend, that he knows is a legitimate carrier. He even googled the address to see the o/o trailer at his home. His company alreday uses pretty much every anti fraud tool out there. Balance is going to be key in my opinion, and I am curious if carrier onboarding is going to become a hot topic with top reps when deciding on a new company. Happy Monday! #sales #logistics #compliance #kidfreight

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After my post yesterday I got a dm asking if it was normal for a sales rep to not be paid comission. smh. I constantly see what I would call “false advertising” in my feed “top pay, great earnings, etc”. Obviously I recruit freight agents, but I understand it’s not for everyone there are benefits to being w2 in a office, part of a team, etc. Here are 3 ctg based w2 companies that all pay 30-40 percent. For example, if you are doing 60k in gp you’d be making somewhere between 20-25k a month at all these companies. 1. MegaCorp Logistics- offices in nc, oh, fl, 2. Supply Chain Solutions Corp - offices in Chatoogna, and my home state of Minnesota. 3. Muse Freight - offices in Kansas City Mo. The sad reality for most good w2 reps I talk to is they are making 50 percent less than what they would make at these companies. I probably beat a dead horse with this topic, but the reality is a LOT of people don’t know what’s out there, in both the w2 and agent world and they are thinking their 7 percent is normal or all their company can “afford” in this market. Happy Thursday, except to everyone trying to trick people into grossly underpaid roles. #sales #logistics #recruiting #trucking

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𝐃𝐄𝐔𝐂𝐄𝐒 to all the negative stereotypes about recruiters! Contrary to what people may believe, there's still a lot of great recruiters out here. 📌Order your "I Don't Ghost Candidates" tee today: https://lnkd.in/gXbWmKFm With your purchase, you're not just getting a stylish tee; you're joining a community of recruiters dedicated to advocating for candidates and creating exceptional experiences! #recruiters #recruiterlife #hr

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A recent logistics recruit conversation in a bar somewhere near you. Start my new job tomorrow honey. Fantastic. What will you be doing exactly? Oh...I don't know exactly, but it looks really exciting...I can't wait. 3 months later. Looking for a new job tomorrow honey. Really? What went wrong with the last one? I still don't really know exactly what they want me to do? They keep changing their minds. It's nothing like what I thought it would be. THIS...is what happens to your new recruits...when you miss out one of the more important Placement Protocols I keep talking about. It's the 𝐖𝐇𝐀𝐓 one on this occasion. That thing that attract new talent, engages them and makes them really excited to come and work for you. Over the years I've learned what will attract people into Logistics...and more importantly, what will keep them doing it day-in-day-out and it's the fact that they love what they do. The cost of recruiting them, losing them and replacing them can be huge. It's always underestimated by HR and hiring folks...and when it comes to Logistics I figured out what the main 'Placement Protocols' are. If you're in logistics and you are fed up paying out through the nose to keep recruiters in a cushy job....message me. I think I might have the answer. #transportation #logistics #humanresources #management #hiring

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In 2017, at 29, I rescinded my offer acceptance for a promotion in property management to accept an offer for an entry-level Human Resources job. Looking back, it was the best move I could've made for my career. I spent 4 years with that company, met some amazing people, learned a lot, got promoted, won awards, and achieved great success. Here are some of the highlights: → Provided HR support for over 600 employees. → Spearheaded recruitment efforts for 2 warehouse locations, consistently meeting weekly hiring targets ahead of schedule. → Facilitated new hire orientations and onboarded over 100 employees per week. (I also complete over 100 I9's per week) → Expanded talent networks through strategic partnerships with educational institutions and community organizations. → Implemented "25 Days of FedEx," a morale-boosting initiative celebrating employees with engagement activities and giveaways during peak season in December. → Led an employee engagement team that reduced turnover by 20%. Everything that I learned in this role has helped me to progress in my career. 𝐌𝐨𝐫𝐚𝐥 𝐨𝐟 𝐭𝐡𝐞 𝐬𝐭𝐨𝐫𝐲: if you're pivoting careers, it's okay to accept that entry-level job to get your foot in the door and gain experience. #recruiter #jobseekers #opentowork

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Selecting the right shipping provider is crucial for your import supply chain's success. Here are 5 things to consider: 1. Know your free days before demurrage charges start. 2. Assess how fast and far your product needs to move from the port. 3. Opt for transloading if traveling over 200-250 miles from the port. 4. Decide on the visibility level needed for in-transit freight. 5. Use a single provider for efficiency and prioritized freight handling.  Working with a comprehensive provider like Schneider: - Simplifies your supply chain management - Reduces touchpoints - Prioritizes your success This leads to cost savings and better customer focus.

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The world is unpredictable and changing more frequently than ever. That includes freight transportation. Ask these 7 questions to make sure you're prepared: 1. Are carriers showing any signs of financial stress? 2. How dependent are you on one major supplier of raw materials or products?  3. Are any manufacturing or supplier locations at high risk for major weather events?  4. How long is transit from your suppliers?   5. How variable is your customer demand?  6. Are the products or materials in your supply chain at a higher risk of theft?  7. Do you have visibility to inventory levels and shipments in transit?  If you're getting some answers you don't like, reach out to me for help.

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Happy National Logistics Day! Here are a few things to consider when choosing your next brokerage! Are they reputable? Do they offer an aggressive commission split with no cap? Do they pay weekly and advance commissions? Do they provide you with the technology and tools to help you succeed at no cost? Is their authority aged? Are they financially sound?    Do they pay their carriers on time?  Do they offer health insurance? Is their back-office support sufficient? Do they offer a flexible schedule? Are they saturated; do you have room to grow? Are they willing to sign a legally binding agreement stating they will never bring your accounts in house? Freight Tec checks all of these boxes, and more! What else is important when deciding what brokerage to sign with? #nationallogisticsday #freightbrokerage #freight #freighttec

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Want to know how to keep a customer? Don't make them leave? I know...you would never MAKE your customer leave, right? Well, if you can't offer them all of the services they need to keep their supply chain moving, someone else can. You should be able to offer LTL, Dray, Expedited, International, and Intermodal options along with Truckload. Can you do that? If you are a freight Agent - look for a broker that is able to handle these things for you OR if you are a small broker and don't have access to these services for your customer - consider an agency agreement with a broker for the modes your brokerage can't serve right now. It's all about serving all of your customer's needs.

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Let talk quiet hiring. I ve seen several posts about layoffs, and also several people getting hired this week. A few people I saw get roles this week I know werent from public job postings. Right now I know some companies who are hiring and actively looking for talent in certain areas. Are the role posted though? No. Are they putting it out to the world? No, but they may be putting it out to a small group of friends. I think this is why networking is imporant, and people don’t realize it. It’s also much easier to get a “quiet” job, then it is a public job. Because generally you aren’t competing against 100 other people. Sometimes the interview process isn’t even very formal depending on the prior relationship. It’s more of a discussion and negotiation. My current role was a quiet hire. Several people in logistics I know were quiet hires. Develop a network now you don’t know when you’ll need it, or what you could be missing out on. #kidfreight #sales #logistics #recruiting

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The world is unpredictable and changing more frequently than ever. That includes freight transportation. Ask these 7 questions to make sure you're prepared: 1. Are carriers showing any signs of financial stress? 2. How dependent are you on one major supplier of raw materials or products?  3. Are any manufacturing or supplier locations at high risk for major weather events?  4. How long is transit from your suppliers?   5. How variable is your customer demand?  6. Are the products or materials in your supply chain at a higher risk of theft?  7. Do you have visibility to inventory levels and shipments in transit?  If you're getting some answers you don't like, reach out to me for help.

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You are running out of time. You better move quickly. It will be here before you know it. If you are thinking about onboarding with a new 3PL Or bringing on a new service provider September 1st should be your "go live date" And that day will be here before you know it. Why? Because you should have 60 or so testing days Before peak season hits. If you have not begun the exploration or RFP process for a new provider You're cutting it too close. Start now. #shipping #ecommerce #3PL

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➡️Yesterday, I screened a candidate. ➡️This morning, they interviewed with the hiring manager. ➡️This afternoon, I'M EXTENDING AN OFFER! I'm grateful to work with great hiring managers! 📌The hiring process doesn't have to be difficult. Make it simple: know what you're looking for in a candidate and don't be indecisive. If you delay making an offer, trust me, another employer is waiting in the cut like a BandAid waiting to scoop your candidate up! #recruiterlife

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So fellow LinkedIn, how do you feel about your employer keeping tabs on when you update your resume?   This is not new, for over a decade now ATS like Indeed will notify your employer when you update/ make changes to your resume. With all the new AI coming out, tracking has become very easy. My personal feelings on this are mixed. Instead of worrying about an employee updating their resume, your company should adopt an employee listening strategy that understands and highlights the feelings of employees. This can go a long way to understanding the positives and negatives employees feel about the company and allows leadership to take targeted action which can be measured and ultimately improve the employee experience, resulting in higher productivity levels and less turnover.   You should be acting vs. reacting. Begin by creating a “Culture of Inclusion,” which will give you more insight into WHY they are seeking other opportunities. Fix problems internally and create non-financial value for your employees. By focusing on WHO is applying elsewhere, you are ignoring the real problem and NEED to create value to eliminate the reason for seeking alternate options.   I think in the right hands it CAN offer some insight if you’re looking at patterns. If suddenly you have one team all updating their resumes, then there’s a problem somewhere. I don’t think under any circumstances should their managers be given that info (even if they do nothing with it they’re going to have an unconscious bias, or an overt bias, against that person) but this will allow you to start looking into the issues and hopefully rectify them.   What are your thoughts?  

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Recruiting can be a messy industry. I was talking to a owner of a brokerage recently, who was telling me about a hire. The candiates previous company reached out blasting this rep. Saying he was a scam artist, delivering loads to random wharehouses, etc couldn’t be trusted. Owner went with his gut and hired him anyways turned out to be one of the best reps no problems. Was talking with a competing agent recruiter the other week, who warned me if you take an agent from xyz watch out they will message you crazy things about the candiate. That’s why I take everything with a grain of salt especially in recruiting . Speaking of recruiting Bill Paul and Ryan Paul or logitalent will be on tomorrow at 5et to talk everything recruiting. 2 Dawgs, 1 Pod. #recruiting #sales #logistics #trucking

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