The Business of Independent Service Provider Contracting

Here we are, finally  on the eve of what will promise to be the really big visible push into Network 2.0 for CSPs.

Many things, mostly unseen, have been underway for years now. Some things, like the transition to the current ISP operating agreement, from the old legacy contract, have been going on for 8 or more years. By the way, make no mistake, it was this transition to the ISP agreement, which forced the relinquishment of proprietary interest in contractor work areas, that paved the way for Network 2.0 to become a reality.

So it could be said that the transition to Network 2.0 has really been in the works for more than 10 years now.

Let’s take a shot at predicting some of what promises to be many significant changes that Network 2.0 will bestow on CSPs as they adapt and survive into the new era:

Running a FedEx Ground contracting business has never been more challenging. As we navigate through the implementation of Network 2.0, contend with record inflation, and face labor market challenges, many CSPs find themselves pulled in various directions. The landscape is shifting, and margins are tighter than ever, making it essential to find a way to not just survive but thrive.

There are a lot of blog posts with unrealistic driver recruiting promises. This isn’t one of them. This post is the truth about recruiting FedEx Ground drivers.

Why is recruiting drivers difficult? Mainly because recruiting is convincing good, qualified people to leave their current jobs. Plus, employers mistakenly equate recruiting with hiring. And a lack of continuously recruiting is the source of most CSP's difficulties.

There are five major differences between recruiting and hiring.

It happens every year.

As the package volume builds, so do CSP / TSP stress levels, as well as the risk of an operation getting out of hand.

We surveyed a large number of our "veteran" clients to find out which tasks cause the most stress. Then, followed that up by asking how they alleviate the pressure and stress.

The results were interesting.

The good news is that the actions needed to relieve the stressors are easily accomplished and readily available.

Let’s start today’s blog post with a multiple choice question.

What does EVERY FedEx Ground Contractor need?

a.) Qualified drivers.

b.) Available qualified drivers to replace current drivers in the future.

c.) Qualified drivers for Peak.

d.) All the above.

Answer: d.) All of the above.

If you’re covered up with spare qualified drivers, then you’re set. This business is your oyster.

If you’re not, then finding qualified drivers is by far the biggest moving component of your revenue generating machine. Here are five recruiting changes that must happen now to be successful.

Today's blog post is by our guest blogger, Brian Reeves, of Reeves Delivery Group.

By Brian Reeves, Reeves Delivery Group

MANAGERS WHO RUN ESSENTIAL BUSINESSES NEED TO BE RECRUITING HUGE NUMBERS OF NEW EMPLOYEES TODAY, JUST IN CASE THINGS GET 50 TIMES WORSE.

Much has been written and said about what is probably the biggest contributor to problems and even failure of a FXG contractor or ISP operation.

Failure to get a system in place that provides you with a constant flow of driver applicants is likely to lead to many troubles, and possibly complete business failure. 

It is kind of like the weather, everybody talks about it, but nobody does anything about it.

Well now we are. Doing something about Driver Recruitment that is.