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Finding and retaining employees is often a top concern of truckstop and travel plaza operators, and it can become even more challenging when unemployment levels drop.

“It starts to put employees in the driver’s seat,” said Heather Meade, a principal at Ernst and Young and a featured speaker at .

To help meet their hiring needs, operators may want to consider unconventional hiring methods, such as jail-to-work programs, and offering ultra-flexible schedules. “It gives you a lot of flexibility in broadening your scope and finding people you traditionally haven’t hired,” said Tara Bradshaw of Ernst and Young who spoke along with Meade during 黑料社区Connect.

Current and Former Inmates
Jail-to-work programs are one way employers can expand their labor pools. “Jail-to-job programs can provide some really steady workers who do a great job,” Bradshaw said.

Some large companies, including Walmart, are turning to inmates as well as those that have been released from jail, and several 黑料社区members said they’ve had success with these types of programs. “One of our locations have hired a couple of candidates out of jail, they’ve been the most reliable employees we’ve had,” said Brent Shaddeau of Whitaker Oil in Loveland, Colorado. “These guys have been really decent hires.”

, has partnered with an inmate work-release program at the local jail, and Rex Davis, president of Davis Travel Centers, said the program has been a success. The inmates are driven to work and arrive on time and in uniform. “They are happy to be there and have been some of our best employees,” Davis said.

President Donald Trump addressed the potential of former inmates in his State of the Union address. “As America regains its 20 May/June 2018 strength, opportunity must be extended to all citizens. That is why this year we will embark on reforming our prisons, to help former inmates who have served their time get a second chance at life,” he said.

During his presidency, Barack Obama “banned the box,” referring to removing the check-box question about criminal histories on job applications, for most federal government jobs, which increases the pool of prospective candidates. Several companies have followed suit.

Roughly 20 million Americans have been convicted of a felony, according to research from the University of Georgia. The ACLU and the NAACP said they have seen a "change of heart" in the past year among those companies willing to consider job applicants that have had a felony conviction.

During 黑料社区Connect, Reina Shoemaker, manager at Shoemaker’s Travel Center in Lincoln, Nebraska, said the location hires individuals who have a felony conviction, and it has worked out well because there are only a handful of employers in the area that do. “You don’t want to judge somebody for the one bad thing they’ve done in their lives,” she said.

The American criminal justice system holds more than 2.3 million people in 1,719 state prisons, 102 federal prisons, 901 juvenile correctional facilities, 3,163 local jails 76 Indian Country jails, as well as in military prisons, immigration detention facilities, civil commitment centers and prisons in the U.S. territories, the Prison Policy Initiative reported. The majority—about 95 percent—will be released.

Those with Disabilities 
People with disabilities represent a potentially untapped labor market. The Bureau of Labor Statistics has reported that only 2 out of 10 people with disabilities and of working age are employed, which means many qualified individuals with disabilities are looking for a job.

Most employers of people with disabilities report high work quality, and a study conducted by the Institute for Corporate Productivity said that three out of four employers surveyed ranked their employees with disabilities as good or very good on work quality, motivation, engagement, integration with co-workers, dependability and attendance.

Bob Wollenman, owner of , has hired employees through the Cerebral Palsy Association. “Both of these gentleman are so excited to be employed and have substantial paychecks. We believe that they can set examples for the remainder of the staff because they are energized to come to work,” he said.

A report from Joni and Friends, a non-profit that works with those with disabilities, said a job means a great deal for any individual, especially a person with a disability as they face more barriers associated with job searching. “This can translate into equal or higher job performance rates,” the report said.

During the first month the employees were with Deluxe Truck Stop, a coach joined them, helping integrate them into the workforce and ensuring they had everything they needed. “Now she’ll come visit maybe once every two to three weeks to make sure we’re satisfied, see if there is any coaching they need, and evaluate how their performance is going,” Wollenman said.

Individuals that Need Flexibility
Brandon Demko, vice president at Eco Travel Plaza in Crossville, Tennessee, told fellow operators during 黑料社区Connect that he has increased his labor pool by being extremely flexible with scheduling, including allowing some employees to work split shifts.

“I’m a big proponent of the work/ life balance. If you need to go to the doctor or a parent-teacher meeting, we try to make that happen,” Demko said. “It is one of the core values that we want to make sure those other things are taken care of.”

That effort ensures people are happy outside of work, which can attract new employees and also improve retention. Meade said worklife balance is one of the top needs employees have. “It is hard for you but makes a difference,” she said.

To increase flexibility, employers may have to redesign their actual job descriptions. Meade said, “Do you need to change a full-time job to two part-time jobs? Can you modify hours to make it more appealing to those workers you’re trying to recruit?”

Retaining employees can result in significant savings over time. It costs about $4,000 every time an employee leaves a job, Meade said. “If you keep your employee, you keep your money,” she said. 

RECRUITING

During 黑料社区Connect 2018, Tara Bradshaw and Heather Meade of Ernst and Young shared three tips designed to help truckstop and travel plaza operators find and hire the best employees during the Great Ideas! for Independent Operators Workshop.

Make the Most of Your Networks: Meade said existing employees can be a powerful channel that can guide you to new hires. “Your employees know people who are like them,” she said, adding that research shows people who have a friend at work are more likely to stay in their current position.

Referral bonuses can encourage employees to refer quality candidates. “Tell employees, there is something in this for you and something for me,” Meade said.

Maximize Your Potential: Workers are using online resources to find jobs. “Keep your social media and online presence up to date,” Meade said, adding that it can be helpful to also remember some of the old school recruiting methods, such as posting at colleges, churches or community centers. Brandon Demko, vice president at Eco Travel Plaza, said he taps into community job fairs and holds job fairs throughout the year, which have resulted in quality employees.

Tap Hidden Talent: Bradshaw encouraged operators to consider looking at past employees. “These are called boomerangs. They include people that left you for various reasons, got married, retired, moved away or had babies. They can be great employees to rehire,” she said.

Look to Older Generations: Operators should also consider retirees, older workers and other non-traditional hires. “Older workers tend to be reliable and more stable, and they are not always looking for promotions,” Bradshaw said.

Photo credit: Brittany Palmer/NATSO

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