Friday, November 2, 2018

AJ Scowden Accepts New Position at Schilli

We would like to congratulate AJ Scowden on his new position at Schilli.  He has accepted the newly created Driver Advocate position, which has morphed and been retitled to Driver Experience Manager.  He will be working to build a retention and driver advocacy program, collaborating with driver managers and the executive team to develop a proactive retention program and work to improve the driver experience here at Schilli.
AJ, quit stealing the Colonel's chicken!

Tuesday, August 28, 2018

Driver Advocate Position

The Schilli Companies are currently looking for the person who will be our first ever driver advocate. Please see the job description below for more information on this new position.

Internal Posting: Driver Advocate Position 

The driver advocate will be responsible for proactively managing all aspects of driver retention activities, including minimizing driver turnover and maximizing seated truck count. This person should enjoy working with other people, especially drivers, while also having the ability to collect, understand, and analyze data to make informed decisions in all aspects of their work. This position will be based out of the Lafayette, Indiana office with a wage range of $55,000 to $65,000 per year. Exact compensation will be based on existing knowledge and skill set. 

Any current employee who is interested in being considered for the position, or who knows of someone who may be a strong fit, should email with their name, contact information, and updated copy of their resume if readily available. 

  • Researching, building, developing, presenting, and maintaining a progressive retention and driver advocacy program with input from driver managers and the executive leadership team based on honesty, respect, pay, home time/quality of life, equipment, and benefits. 
  • Reporting on metrics for recruiting and retention that positively and negatively influence driver turnover. Metrics include, but are not limited to, miles driven, trending payroll gross and net pay, and home time. 
  • Evaluating and presenting all drivers deemed at risk for resignation through various metrics with a primary focus on drivers who have been employed for 18 months or less. 
  • Effectively retaining employees who are considering leaving the company and continually developing and refining methods to proactively seek drivers at risk of turnover. 
  • Developing, implementing, and maintaining a database of communication records with all drivers. 

  • High school diploma or equivalent required; Associate’s degree in business or social science area preferred. 
  • Previous trucking operations experience strongly preferred. 
  • Previous experience with compiling data and producing accurate, informative reports for upper management and executive leadership. 
  • Excellent verbal and written communication skills. 
  • Strong organizational skills and demonstrated attention to detail. 
  • Strong business acumen. 
  • Ability to interact effectively with others across all organizational levels. 
  • Ability to produce quality work as an individual or member of a team. 
  • Ability to utilize strong judgement on assigned tasks. 
  • Proficiency with basic computer functions and Microsoft Office (Word, Excel, and Outlook)

If you are interested, please email with their name, contact information, and updated copy of their resume to receive consideration.

Wednesday, April 4, 2018

Schilli Recruiting & Retention Live Facebook Blog

In November, we started doing a live web blog on our Facebook page every Wednesday at 11 am Eastern.  Lee Michaud is usually the one that does the blogs and we've changed it from Wednesday to Friday to better fit with his schedule.  

He covers current events, hot topics in the industry and he takes questions from a contact form from Facebook or email and from posts from users watching the web blog.  

You can submit questions by:
  • Emailing them to
  • Going to and clicking on Contact at the upper right hand corner of the page and filling out the form
  • Posting on our Facebook page "Schilli Recruiting & Retention."  
Last week's blog covered a lot of topics. A couple of the issues covered were:

  • Lee talked about a new monthly newsletter that is posted on the Schilli website.  If you would rather have it emailed to you, send an email to to get your name on the email list.
  • We have contracted with Blue Beacon to get the trucks and trailers washed.  Each calendar month, each company driver may get their tractor and attached trailer washed twice a month.  Being a Schilli driver with a Schilli trailer is the only requirement.

To watch the latest blog, click here.

Friday, March 30, 2018

Transportation Companies Plan to Grow Workforce

More than three-quarters of transportation companies surveyed by HireRight expect to growth their workforce this year, but finding and retaining employees remains a concern.

The employment solutions company released findings from its 2018 Annual Employment Screening Benchmark survey showing that transportation companies are trying new strategies to overcome shortages of drivers and other employee types in a year when they intend to expand. Most companies listed recruiting qualified candidates as a top challenge for the industry. 

Investing in Employee Recruitment

Companies revealed plans for overcoming employment challenges, with 40% responding that they were planning to invest in retention programs, as well as training and development programs.

Other planned investments included implementing recruiting at more trade events and improving the candidate experience. Some companies planned to introduce new hires to company executives, extend orientation and training periods, and use existing employees as liaisons and mentors.

HireRight found that with a quarter of drivers leaving the industry because of retirement, transportation companies were having to change hiring strategies to attract a younger and more diverse audience, because the old methods were becoming less effective. 

New Driver Recruiting Strategies

Referrals remained the most effective way to find candidates for most fleets, and more than half of fleets said that they were using social networks to find talent.

Print media recruiting has seen a precipitous decline in the past four years. Outreach through job fairs and outreach with corporate websites also declined.

The HireRight 2018 Annual Employment Screening Benchmarking Report is based on a survey of 5,886 U.S.-based professionals who indicated they were knowledgeable about employment screening and recruiting. Of the total survey respondents, 18% indicated that their primary industry was transportation. The results in this report were compiled from those respondents.

“This year’s survey results demonstrate that the transportation industry is embracing innovative strategies to recruit new talent and is truly listening to what candidates want from application to onboarding, including benefits,” said Kent Ferguson, director of transportation solutions at HireRight.

For more information from HireRight’s transportation spotlight from the survey, click here.

 To see the full article at, click here.

Friday, December 1, 2017

Schilli NTLS Business Admin Manager Drives a Tractor with an Allison Transmission

Recently, Allison Transmission came to Schilli with a tractor that had an automatic transmission.  They wanted to show us that anyone without any experience behind the wheel of a semi and no CDL could drive it, even the Schilli NTLS Business Admin Manager, Jennifer Toomer. 

She had a total of 5 minutes of verbal training in the truck and took off.  Allison Transmission wanted to show us how easy it was to drive it. 

Jennifer was a little concerned when she was asked to drive the tractor and trailer, as she hadn’t driven a semi before.  But after the 5 minutes of training, off she went.  The gentleman from Allison asked her several times if she was sure she hadn’t driven a semi before because she did extremely well.  The truck was mostly push button, for driving and reverse, and she did not feel intimated after she began, as it was very easy to operate. 

She had a great first experience with the automatic transmission. 

I would like to put a disclaimer here – she wasn’t allowed on any state or county roads.  She drove in our company lot.

Wonder if we have to start looking for a new Business Admin Manager?