Hire Truckers Podcast

00:00 - 00:10
Aaron Craddock: Welcome to the Hire Truckers podcast, where we interview experts in driver recruiting. We provide industry insights, marketing trends, and motivation to help you level up your recruiting game.

00:10 - 00:34
Aaron Craddock: Welcome to the Hire Truckers podcast. I'm your host, Aaron Craddock. And today, we have Elisha Grayson with American Central Transport or ACT. And I'm super excited to have her on the show. So Ginger met her in Kansas City a few months ago, when we're there visiting some other clients and chatted with Alicia about potentially coming on the show, and she was gracious enough to join us today.

00:34 - 01:22
Aaron Craddock: And I'm super excited to have her on the show just because of her diverse background in recruiting. She's she was at yellow for a number of years, and then at big m, and then now she's at ACT. And then the other reason I'm excited to talk to Alicia today is that she she's just really passionate about leadership, developing teams, develop developing relationships with drivers, and just about the industry as a whole. And so I love getting people on here that are just excited about the industry, excited about drivers, excited about just the opportunities. And even though it's been a little bit more of a challenging market for the last couple of years, like, there's just there's just still a lot of light in the trucking industry and and positivity, if you, you know, really invest in people.

01:22 - 01:38
Aaron Craddock: And so somewhat we're gonna dive into today. So, Alicia, I have your in our notes from when you chatted with Ginger that you came from fashion merchandising. That that was your degree. Yeah. And then you ended up in transportation.

01:39 - 01:42
Aaron Craddock: So so tell me tell me a little bit about that.

01:42 - 02:12
Elisha Grayson: Yeah. So I went to school in Northwest Missouri State for fashion merchandising. That was kind of, you know, what I wanted to do being in the people business, clothing. And so when I was finished with school, I was working at Buckle for a really long time going through their leadership program. And, right when I was finished with school, I realized, you know, I don't really like that working 60 hour weeks, working every weekend, Saturdays, Sundays.

02:12 - 02:38
Elisha Grayson: And when I went to school for fashion merchandising, I really wanted to move to, like, California and kind of live that life out there doing something kind of fun and exciting. And I met my husband while I was in college, and I have a stepdaughter. I met her when she was 1. She is now 15, so I've been in her life since she was 1. So I'm mom, but I needed to settle down here in Kansas City so that we could stay close to her mother.

02:38 - 03:03
Elisha Grayson: And so, fashion merchandising, what that looked like here in Kansas City was more of working that retail kind of stuff. And just wasn't interested really in that anymore. So I started looking for a position. I actually kind of started in the recruiting world working in a staffing agency, And I was there for about a year, and, unfortunately, they let me go. Though I didn't make it quite a year.

03:03 - 03:18
Elisha Grayson: But then, you know, I was out there looking for a position and having a degree in fashion merchandising. You know, people kind of don't take you very seriously. And so I was struggling a little bit trying to find a job. So I went back to one of my friends at that staffing agency, and I was like, hey. What do you guys have open?

03:18 - 03:30
Elisha Grayson: Like, is there anything that's a good fit for me? You know, you know, what I like to do. And, she's like, well, yeah, there's this position at Yellow. Just starting out as a contractor, And if you do a good job, they'll hire you on full time. And I was like, okay.

03:30 - 03:42
Elisha Grayson: Perfect. I'll take it. So I started at Yellow as as they used to call a position like a specialist. So I was just doing, like, a lot of entering paperwork type stuff. Realized I loved trucking.

03:42 - 03:55
Elisha Grayson: I loved the people at Yellow. I loved the atmosphere. It was, you know, really laid back. So I just started working my way up at Yellow. So I started they hired me on, and then I was, like, a different type of specialist, so I got more stuff to do.

03:56 - 04:24
Elisha Grayson: Then I was an internal recruiter, and then I moved to an outside recruiter where, you know, it's, like, boots on the ground, just traveling all over the US and, worked my way up to supervisor of management. And I feel like everyone always knows this. Like, when you get in trucking, it's hard to leave trucking. So I definitely see myself being here, you know, for the long run, but trucking was definitely something out of the fashion merchandising that I loved. For a little bit, I had my own, like, business on online for fashion.

04:25 - 04:33
Elisha Grayson: But after adding 2 more kids to the family, I decided to let that little passion go and just fully stick it out with trucking.

04:34 - 04:44
Aaron Craddock: Mhmm. Yeah. I relate to so many of those things. So I so lost my job about May. So the end of this month will be 5 years ago.

04:45 - 05:08
Aaron Craddock: And and that's kinda what what catapulted me into starting my own company. And that was really hard and kind of a hit to the ego. And and then the oh, there's something else I should've written down. But then I also relate to just the craziness of life, like, with young kids. And so because we have boys of similar age and, yeah, just it's yeah.

05:08 - 05:33
Aaron Craddock: It's a challenge and, a season definitely a season of growth. Like, I think I'm growing a lot just with figuring out you don't realize how much time you have until, like, it's gone and you're Yeah. Chasing 2 little ones and and shuffling them to different places and Yes. Or they're or they're sick. We were we were sharing that that our little guys, got sick in the last week few weeks.

05:33 - 05:57
Aaron Craddock: And and I was sharing with Elisha prior to the call. It's like I was I had a day last week where I was I felt like I was firing on all cylinder, you know, up at 5 and was like, I'm gonna conquer the day. It's great. And then I get back to home to take the kids to school and my wife was like, and he has one of our little boys has pink eye. And then I think that, yeah, that was actually that was when we had to move this show.

05:57 - 05:58
Aaron Craddock: Right?

05:58 - 05:59
Elisha Grayson: Yep. Mhmm.

05:59 - 06:19
Aaron Craddock: Yeah. So, I didn't even I I just now connected the dots. And, yeah, I was like, well, the one thing I can't do is do a podcast while watching a kid with pink eye. So, but, yeah, we just adapt and and learn and and yeah. So that's so cool that oh, and then the other thing.

06:19 - 06:33
Aaron Craddock: So I didn't know I would end up in transportation. It was just a friend of mine was like, hey, there's this this was 13, 14 years ago. Like, there's this thing called paperclip marketing. That's what I thought he said. Mhmm.

06:33 - 06:46
Aaron Craddock: And it pay per click. I didn't realize it was like the Google Ads. That's how little I knew 14 years ago is I like Googled it. And I was like, oh, there's ads. I didn't realize there were ads and and and transportation.

06:47 - 07:06
Aaron Craddock: And it it just seemed like a a good opportunity at the time. And so I made a jump into transportation. And as Alicia was saying, like, I, you know, I love it. And, you know, don't don't plan on ever ever leaving the industry. And and so if if you're not in the industry and you're listening to this, just consider it.

07:06 - 07:12
Aaron Craddock: Yeah. What is changing the stereotype from driver to professional truck driver mean to you?

07:14 - 07:29
Elisha Grayson: Well, kind of like what you just said of, you know, if you're listening to this, you know, trucking might be in your future or something to check out. There's so many people, you know, growing up. Did I ever think I would be in trucking? Absolutely not. Like, my grandpa was a truck driver, and I know that he was gone a lot.

07:29 - 07:52
Elisha Grayson: And, you know, seeing it was like all men. Like, it wasn't a position for women to really be in. It was more, you know, a man's world. And so I never thought that I would be in trucking. And, really, to be honest, since I've been at ACT, we've recruited all different types of people for truck driving positions because we also hire students right out of school.

07:52 - 08:18
Elisha Grayson: You know, I have a ballerina that works for us. She was a ballerina for years and then decided to do trucking. We have a guy who, you know, was very top notch, high up in IT who became a truck driver. I do see it be really common for military to come in trucking. I think that they really like that you know, trying to go back to that, like, civilian life, can be difficult sometimes.

08:18 - 08:48
Elisha Grayson: And when they're in trucking, they're kind of, like, out there on their own. You know, they have their own space, doing their own thing. Not a lot of people, like, bossing them around kind of stuff. And so we have a really good we have about 20 27% of our drivers are currently, military. And, but like I said with females, you know, this the the trucking world, I would say, since I've been in trucking over the last 9 years, it's become more common to see women in trucking, which is amazing to me.

08:48 - 09:23
Elisha Grayson: We have a good amount of female drivers that we have here at ACT, and then I attend the women in trucking conference every year where there's a ton of women, you know, getting together and networking. And it's really cool to see how many women, you know, are getting in this position, and it's not really they say that, you know, the man's world. Well, it's not that anymore because there are so many women, and there's so many women in leadership roles. That's really exciting to see. But I think it is really important to get out there and, you know, talking to people, like, especially seniors in high school, that trucking is an option.

09:23 - 09:45
Elisha Grayson: You know? There are a lot of positions that people can do, but you can get into trucking, and you can eventually make a 6 digit figure income. And people, I don't think, understand that. So it's really important to be talking to these younger generations about that and letting them know that this really could be a great career for you because they don't think about it. And we really need those younger drivers right now too.

09:45 - 09:45
Elisha Grayson: So

09:46 - 10:05
Aaron Craddock: Mhmm. Yeah. Ginger was telling me just enthusiasm from this last women in trucking and and just so many amazing women that she met in the industry. And, yeah, and it's just been cool over the years. Like, you know, some of my best leaders and managers have been been women in the industry, and, you know, you wouldn't necessarily think of that.

10:05 - 10:43
Aaron Craddock: And then also just the clients we work with, like, I mean, there's as many women directors recruiting. I don't know what the actual stats are, but we work with, I think, more women right now than than men that are leading recruiting departments and teams and executives. And, yeah, it's just that I think and and a lot of people, it's not getting into trucking isn't necessarily like, wow, there are great positions driving trucks as a woman, and and that's more conducive than it than it was a couple decades ago. There I mean, just so many amazing, like, other opportunities, like like what you're doing, building teams and and inspiring drivers. And

10:43 - 10:44
Elisha Grayson: Yeah.

10:44 - 10:58
Aaron Craddock: Yeah. Just excited about that. What do you love about working at ACT? Like, you've been at a couple different fleets, but, like, what do you or 3 different fleets. And so what specifically sticks out about working at ACT that you really love?

10:59 - 11:18
Elisha Grayson: It's really the culture. My boss, Phil, he is just he's super down to earth. I know probably a lot of people that are gonna listen to this podcast have met him before. He's just really easygoing, easy to talk to, very approachable. Like, our drivers are coming into the office all the time and chatting with him.

11:18 - 11:47
Elisha Grayson: He makes time for his people, and you don't see a lot of presidents, you know, or people in his position that do that. And he knows, and he really makes it feel like a family atmosphere here, makes himself available. But then, you know, I was when I was working at Big M, I was a 100 percent remote. I traveled a lot, but I was remote. And coming to ACT, you know, I was a little worried about being back in the office full time if I really wanted to do that with small kids at home, and I actually love it.

11:48 - 12:32
Elisha Grayson: So here at ACT, the great thing about us is our doors that go, into our cafe that we have for our drivers, they are open from 7:30 to 4:30. So drivers are can always come back into the office and talk to anybody they need to. So, you know, if they have a payroll issue or if they need to talk to their, their DSM, their driver support manager, or, you know, any of the executive team people, they are able to come back and have conversations with us. They don't have to try to, you know, do the phone thing and get sent to everybody trying to figure out who they need to talk to, and they can actually come back, find the right person, and get their questions answered. But I love that I have drivers in my office all the time just, you know, talking to me, checking in.

12:33 - 13:16
Elisha Grayson: I am kind of over some of our training program to where, you know, our students are able to come in and tell me how the training's going. Our trainers can come in and talk to me and let me know how the students are doing, and, you know, they are always giving me ideas of things that we can tweak a little bit to make things better. And I think that's really important to be talking to your drivers because, you know, at other companies that I've been at, you know, they weren't it wasn't really encouraged to talk to drivers. Getting out there in front of the drivers could sometimes be kind of intimidating a little bit, especially, you know, walking out there as an only female, and a lot of the a lot of them are men. And, but here, it's just really great having the drivers be able to come back and talk to me and discuss and give me new fresh ideas.

13:16 - 13:35
Elisha Grayson: Let me know what they're seeing out there and how I can help them, be better. But ACT just does a lot for their people. We have, you know, we have a life coach. We every Tuesday every 2 2nd Tuesday of the month, we have a luncheon, and it's not just like broths and burgers. Like, we actually go full out.

13:35 - 13:58
Elisha Grayson: Sometimes we have steak sandwiches. Tomorrow is actually one of our lunches, and we're doing, like, pulled pork. And, so it's, like, good food. And then we put all the food together for drivers that can come in, and they put them in the fridge so that the drivers can come in and grab, like, a to go little bag of food. And then there's just a lot of things here that they do for the drivers that's just a little bit extra special that Mhmm.

13:59 - 14:11
Elisha Grayson: Everyone I feel like everyone should feel appreciated. I feel appreciated. A lot of the drivers tell me that they feel appreciated. So, it's just really the atmosphere, the culture, very family like here.

14:12 - 14:29
Aaron Craddock: Mhmm. Yeah. One of the things Ginger had mentioned is that it's all labeled really well, like, where different staff are in your building and, like, if the drivers are looking for a certain role or department. Yep. And I think she even mentioned that there were, like, pictures and names, like, at each desk.

14:29 - 14:58
Elisha Grayson: Yep. Yep. So we yep. You walk into back into the office and there's on the very top of the ceiling, there's, like, a hang down thing that says payroll, recruiting, safety, and then each person has their picture with their name at their desk. And then we just recently did, like, a little personality thing where we all have, like, colors at our desk too to where if you're, like, a blue person or gold or orange, it helps you to know kind of how to communicate better as we've learned about all the different personalities.

14:58 - 15:04
Elisha Grayson: So that's a little extra piece that was kind of fun that we did this year. But, yeah, it's really a you're really able to find

15:06 - 15:15
Aaron Craddock: whoever you're looking for pretty easily. That's huge. Yeah. And I love those little personality, like, different personality tests and knowing how to relate and talk to different people. That's so cool that y'all incorporated that.

15:15 - 15:30
Aaron Craddock: And I don't think I've heard of another fleet that has the the name and the picture. I think that, I love that. Just humanizing it because even if they're not there, then you know, okay. Well, when I run into Alicia later, I know who she is. Exactly.

15:31 - 15:54
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15:54 - 16:05
Aaron Craddock: Visit trucking clicks.com or call 512-982-0816 today. Yeah. So you had mentioned briefly the life coach role.

16:05 - 16:06
Elisha Grayson: Yeah.

16:06 - 16:24
Aaron Craddock: So walk me through you know, I don't I don't think like, I know some fleets do that, but I just wanna hear directly from, like, like, what you've noticed, like, as you've added that role to to help drivers and other staff. Like, so what does that what does that entail, and, like, how does that how does that help?

16:24 - 16:52
Elisha Grayson: Yeah. So with our life coach, there's just a bunch of different things that he does and can help with. We really try to focus on some of the bigger things, you know, that drivers have concerns about. So, I mean, when you see all those surveys of, like, the top reasons, you know, that drivers are out there struggling or having issues with, you always see, like, the pay situation. So, like, financial, like, making sure their family is taken care of.

16:52 - 17:42
Elisha Grayson: So our life coach really helps financially with them of doing different types of, like, budgeting and, you know, taking what their income is and making sure that they're just just being responsible with their money and trying to help them find different tweaks of what they can do differently to help them out financially in the long run for themselves and their family. And really, like, you know, explaining, like, why it's important to have a 401 k. We did a little kind of, like, Dave Ramsey, session few quarters ago where there was, like, 4 classes that you could your your family could join. So your wife could be on there, your husband, the driver, Anyone in office was invited to join and kinda go through, like, smart things with money. But then also, really helping with, like, health and fitness.

17:43 - 18:14
Elisha Grayson: So we've been doing different types of, like, videos to get out there to them of different exercises you can do, like using your truck, going into a gas station. You know, what are some more healthy options that you can choose instead of just, like, grabbing a bag of chips? Like, what else is there that's better for you? We also have, Rocky, and he is, he's a pastor, and he comes in once a week as well and just checks in kind of more of the, like, religion side of things. But not even just that.

18:14 - 18:47
Elisha Grayson: Like, he's really big on helping, like, if you need a little bit of counseling help, if you're having marriage problems that you need to talk to somebody about. There's just a lot of different things that he offers as well. So the 2 of them combined, it's like every kind of situation you kind of get in or, you know, need some help, either one of them is able to be here and help with you help them, and, they're able to meet in person over the phone. If they're out on the road, we can do things like Teams Teams video, all of those kind of things.

18:48 - 19:11
Aaron Craddock: That's so cool. Like, I I just I'm even thinking for the vision of our team as we continue to grow just providing that because, yeah, I just know when I've been going through hard thing hard times, like, I don't I didn't necessarily, like, seek that out. But if it had been, like, readily readily available where I'm like, I can walk down the hall or jump on a call Yeah. And just just share what's going on.

19:11 - 19:34
Elisha Grayson: Right. I mean, because everyone has, you know, like, an HR office where you can, you know, find those things, but then you actually have to, like, go talk to your HR and, like, get the phone numbers and pamphlets and all of that where these 2 guys are here just ready, available, like, with ready to have a conversation about what you're going through. And it just it makes it really easy.

19:35 - 20:01
Aaron Craddock: Mhmm. Yeah. It's like I read the book. I think it was the power of habit and or one of the habit books, and it talks about, like, just if you're wanting to learn how to play the guitar, put the guitar out in your living room, or if you're wanting to go to the gym, like, play your gym close out tonight before. It's just like eliminating that one step while they can go to HR and, like, the company might fund that benefit, then they schedule an appointment, then they go there.

20:02 - 20:13
Aaron Craddock: It's just, you know, a bunch of reasons not to do it. So I think you're just eliminating by having someone there and more readily readily accessible. It just makes those conversations happen more often. Yeah. Mhmm.

20:13 - 20:39
Aaron Craddock: Eliminating that friction. I love it. So one of the things that I'd seen you post about or or actually this was just something you chatted with Ginger about was that you're excited about AI and recruiting, and I think some of that was going to the conversion, recruiting and retention conference this year, which I know they they highlighted a lot about just the changes with AI. So what are you excited about, like, with, leveraging AI and recruiting?

20:39 - 20:56
Elisha Grayson: Yeah. What I'm really excited about is I feel like it can make things a lot faster. So being able to as soon as an application comes in, you know, it it can shoot a text out and kinda give some information of, like, those questions that drivers are always looking for. You know? Where's your pay?

20:56 - 21:20
Elisha Grayson: Where's your miles? That kind of stuff. It can just quickly give them information very fast. And then I keep hearing about this system where a person can call in, and they have, like, an AI person at first to kinda see if they're really qualified for the position or if it's something they're really interested in. Because, you know, being a I've had a team of 40 before, and now I have a team of 3.

21:20 - 21:49
Elisha Grayson: And so when you're getting, you know, 500, 800 applications in every day, it's really quick like, hard to get through all of those to find the people that are super quality and that are really looking for what you have to offer. So I think using AI is gonna really help with that, make things faster. The one thing I never wanna get rid of, of course, is, you know, like, the human touch, though. Of course, I think it's very important. I want my recruiters really speaking to the people that are very interested in the position.

21:50 - 21:56
Elisha Grayson: I would I don't ever wanna see that go away, but I do really think that AI is gonna make things a lot faster.

21:57 - 22:11
Aaron Craddock: Yeah. It's like, how do you how do you leverage AI to get into the conversations with the right people? So it's like you you definitely still wanna have those conversations for sure. That's cool. The yeah.

22:11 - 22:20
Aaron Craddock: I had I'd I've heard I haven't heard about anybody using the AI call things yet, like, in recruiting. I'm kinda eager to hear kinda how those go.

22:20 - 22:24
Elisha Grayson: I think you've never been within the year. I really do.

22:24 - 22:46
Aaron Craddock: Yeah. Well, one of the things that's crazy is, like, so my son and I, like, my 4 year old, and I use like, I'm trying to teach him how to use AI tools. And so Midjourney is, you know, you can create images on it just with text prompts. Mhmm. And so it's called prompt engineering, but I I started with MidJourney, like, whatever the month that came out.

22:47 - 23:19
Aaron Craddock: And then it's improved so much now. Like, I sent my wife a couple images, like, the prompt I did 2 nights ago when at our little bedtime routine. You know, I'm a nerd when I do, like, AI with my kid at bedtime. But, the I was like, I live in Austin, and so I was like, Lake Travis, Austin, Texas guy, middle age, like, this body fat percentage, and then was, like, 4 year old. And it generated, like, fake people with their 4 year old son that look a 100% real.

23:19 - 23:39
Aaron Craddock: Like, there's no way you know now. Where, like, 6 months ago, you couldn't tell, like, that I mean, you could still tell that, like, oh, this is maybe artificial intelligence generated, but, like, you can't now. Like, I could give you 10 different images and you wouldn't know. And I said taken with iPhone 15 pro as one of the prompts. So it looks like it's taken with an iPhone.

23:40 - 24:00
Aaron Craddock: Mhmm. And so it man, I'm just amazed that, like, you talk about in the next year. Like, I don't doubt that because it like artificial intelligence, like, a lot of people don't realize it's it's improving exponentially. It's not that it gets twice as good. It's 10 times as good every time.

24:00 - 24:21
Aaron Craddock: And so mid journey, this is version 6 that I'm using, but each version has been 10 times better. It's like my son will like this. What he did 2 nights ago was a spider giraffe. Like, he just like makes up stuff. I mean, it makes up, like, these fictional creatures and things, and it's just insane.

24:21 - 24:39
Aaron Craddock: They he's wanting to write a book. Like, and so I think the way we're gonna do it is, like because we just make up random stories too at bedtime. Mhmm. It's like, well, like, make up a random story, record it, and then we'll go and, like, make all the AI images, like, relative to it, and then put it in a book. So, Awesome.

24:40 - 25:11
Aaron Craddock: But, yeah, the I'm excited about AI too and and some of that marketing automation you talked about, like chatting and just how how can we like like, messaging is is a good example, like you said, of just how can we do those messages back and forth that, you know, you you technically don't know if it's a human or not. And then but it's on that step before getting physically on the phone with them. Right. So that's awesome. Yeah.

25:11 - 25:15
Aaron Craddock: So what are you, reading or listening to right now?

25:17 - 25:46
Elisha Grayson: So I am currently reading Untamed, which I don't know if you've ever heard of that book. It's actually it's it's based on, like, a woman who I'm only honestly, I'm probably, like, a fourth of the way through, maybe almost half. Mhmm. I'm actually listening to it as an audiobook when I drive back and forth from work. But it's basically the beginning of the book talks about, like, this cheetah and how it, like, goes out there.

25:46 - 26:15
Elisha Grayson: It's it's encaged, you know, and she took her kids to go see this little show where this cheetah is, like, being shown basically, like, how fast it can be. And then once the show's over, the cheetah gets put back in the cage, and the daughter notices this little girl just notices, like, mom, that cheetah is not happy. You know? She's just looking out there past her cage kind of wondering, like, you know, what else is out there? Like, am I missing something?

26:15 - 26:49
Elisha Grayson: And it's kind of about, like, women and how, you know, we're raised to act a certain way, to be a certain way, to, you know, always be ladylike and cleaning the house and taking care of the kids and being in the kitchen. And but there's so much more out there, you know, that we can be, that we don't have to be, like, those specific things that they say women need to be. And I feel that we can like, it it makes me think of, like, leadership. And, you know, I'm trying to teach my daughter right now because I was I was always taught when I was younger. You know?

26:49 - 27:21
Elisha Grayson: If if there's something that you know the answer is gonna be no, like, you might as well not even ask the question. And I'm trying really hard to teach my daughter of you don't know the answer is always gonna be no. Like, just ask the question. Like, if there's something that you want to know or you wanna do, you gotta put yourself out there and ask the question. So it's just kind of teaching women that they don't have to be in this little box of what like, that they're raised to be, that we can do more things and act different ways and get out of our shell and, you know, go out and have fun.

27:21 - 27:42
Elisha Grayson: And at work, you know, be a voice and speak up and talk and not just hide away and let the men, like, take over. And, that's kinda what the book is about. It's really eye opening. At first, I tried to read it, and I couldn't really get into it. But then as I'm listening to it on audiobook audiobook, it's been easier to understand and, like, listen to it and actually take in thoughts.

27:42 - 28:09
Elisha Grayson: And it's a really good book, but, yeah, it's called Untamed. And to be honest, as far as podcasts, I've been listening to a little bit of trucking podcast here and there just to see what's going on, but I am a total crime junkie person. I love listening to all the crime stories and stuff like that. That's really what I find interesting. I think so when I went to school for fashion, I actually there was a part of me who wanted to be, in forensics before I did that.

28:09 - 28:21
Elisha Grayson: But then my brother told me a scare a story and scared the crap out of me. So I went away from that. But I still like to listen to that kind of stuff too. Makes your mind really start thinking of, like, wow.

28:22 - 28:31
Aaron Craddock: Mhmm. The, I'm drawing a blank on the show that my wife and I oh, All the Murders in the Building. Did you ever see that show?

28:31 - 28:35
Elisha Grayson: I haven't. But is that on, like, Netflix? I think it's on Netflix Mhmm.

28:35 - 28:47
Aaron Craddock: Or Hulu. It's one of the streaming platforms. But it's it's got 2 series. But, yeah, that's that's kinda my only exposure to, like, crime drama. And, it yeah.

28:47 - 29:14
Aaron Craddock: It's really well done and keeps you guessing. But, yeah, I like I do like the just the twists and turns of that. And then, yeah, I just love just your passion for, like, women in leadership and just people being more bold. I think I think so many people have these visions and, like, things they wanna do. But if it's outside of what you like you said, like, if you expect to get a no or expect to meet conflict, then you just don't do it.

29:15 - 29:28
Aaron Craddock: Where and I was kinda programmed that way as a kid. Like, I don't think it was intentional by my parents. Yeah. But just, you know, like like, to run away from uncomfortable. But Right.

29:28 - 29:48
Aaron Craddock: I I wanna also embody in my children just to be bold and and, like, get uncomfortable, like, be okay with no. And and I have to, like, kinda pat myself up every day, like, because I care what people think. Yeah. And sometimes I shrink back. And so it's like, I almost have to give myself a pep talk every pep talk every morning.

29:48 - 30:05
Aaron Craddock: And I'm like, Erin, be bold today. Like, I I literally texted my wife, like, this morning. I said, I pray that we will boldly live as we go throughout this week with joy through faith in Jesus because that's something important to us. Mhmm. And then and I was like, let's keep on leaning in and growing.

30:05 - 30:26
Aaron Craddock: And I just think I just think yeah. It's just so important to to do that. And I think it it's so much easier to just go with the norms and, like, whatever society tells you and and to shrink back and and not be bold. And it's kinda been cool. My, like, my wife has a has a vision for, like, a book she's writing now that she started in January.

30:27 - 30:58
Aaron Craddock: And it took it took her getting around other women that, like, you're promoting with your daughter to kind of encourage her to just like take action on that. Like, I Yeah. I had encouraged her forever, but there's just something about hearing from another woman that like yourself that's been successful. Like, you worked up through the ranks and trucking leadership from a contract position, and then now you're director of recruiting at your 2nd fleet. And that, you know, you're gonna have more impact on these women by being like, look, I, you know, I was bold and I went after it.

30:58 - 31:02
Aaron Craddock: And yeah. So I'm just I'm just super encouraged by that. That's so cool you're doing that with your daughter.

31:02 - 31:40
Elisha Grayson: I think it's really, really important to teach your kids that lesson, you know, and how to be bold because, honestly, when I when I was in my first job, you know, that I got let go, from it was actually something I initially learned from my husband is, you know, when people are not always nice to you, like, you gotta stand up for yourself. And, you know, if someone wants to, you know, tell a lie, you know, you need to make sure you tell the truth and not just say, oh, it's okay. You know, people will get over it and just move on about your day, that, you know, you stand up for yourself, and you need to have a backbone. And so when I had left that first job, and moved into yellow, you know, that's one thing I went in with. Okay.

31:40 - 32:10
Elisha Grayson: You know, I'm not gonna let people walk all over me. I'm not gonna, you know, let people just talk whatever they want or any type of way to me, but I'm also gonna be very professional in how I handle, like, tough conversations and tough situations. And so I learned that a lot at Yellow. And then even going into a supervisor role where you're, you know, you're managing people and having to learn to have tough conversations because everyone is different. You know, you could think you're going into a conversation where it's just gonna be easy and, like, laid back.

32:10 - 32:49
Elisha Grayson: And, you know, I've had people with their fingers in my face yelling at me and, but I didn't think it was gonna go that way at all. So it's really important to be able to have tough conversations, because it's when you get in a leadership role and you've never had to do it before, that's, that's hard. So I I think it's really important for me to teach my kids that it's okay to ask uncomfortable questions and, you know, if you're you know, with my daughter, there's been times where her friends, you know, and her, they weren't getting along and, oh, well, this person told this person this and this and, you know, the drama of high school. And I always tell her, okay. Well, you know, walk up to that girl and say, hey.

32:49 - 33:06
Elisha Grayson: Why'd you say this about me? Is there something that I did to upset you or, you know, put yourself in uncomfortable? But then, you know, with especially with high school, there could be a string of things going on that maybe that wasn't the initial thing that happened. Maybe it went differently. So walk up to the girl, you know, the person, and say, hey.

33:06 - 33:26
Elisha Grayson: Let's talk about this. Get uncomfortable. Have the conversations. Because as I found, the more times you do that, the better this situation turns out to where if you just instead of just putting it under the rug and walking away from it and always having that. Well, that one time, this person I heard said this about me, but maybe it's not even true.

33:26 - 33:35
Elisha Grayson: So that's a huge thing I'm trying to teach my kids is that it's okay to have tough conversations, and it's okay to ask questions and to get uncomfortable sometimes.

33:36 - 33:48
Aaron Craddock: Mhmm. And and I find that as the parent, like like, we wanna or, like, I wanna step in and, like, protect them from the hard things. Mhmm. And like and and I see that with my wife being in education. She's a teacher.

33:48 - 34:09
Aaron Craddock: She's been doing it 12 years. And, you know, there's an approach like a lot of parents have where they'll like, try to get just be like, okay. Teachers deal with it. Like like, there's a level of, like, we need to teach our kids to just how they deal with the hard because, like, life's hard, and there are hard things, and people do mean things.

34:09 - 34:09
Elisha Grayson: Yeah.

34:09 - 34:41
Aaron Craddock: And, you know, you have to sometimes confront that and stand up for yourself and learn how to have those conversations that are uncomfortable. And, so it's just so cool you're teaching your daughter to do that. Because I like, I'm I mean, I remember middle school was hard for me and high school and, you know, different different aspects of it, and that's cool. The so along those lines, like, you're talking about, like, with your team and and how you have had to have hard conversations. One of the things I noticed when I was looking over your LinkedIn is you have, like, 10 LinkedIn recommendations.

34:42 - 34:58
Aaron Craddock: And a lot of those were just different people that have been on your team, like praising your leadership. And, some of the words that were used was that you're a compassionate leader. And so what makes a compassionate leader and a great team builder?

34:59 - 35:26
Elisha Grayson: More than anything is, you know, you have to be able to go in there. I always say this is go in there and get your hands dirty too. So, you know, I remember at yellow, there was times where my team was so overwhelmed with the amount of leads that we were getting in, and it was so busy. And, you know, I had a a timeline of where I wanted every lead called within a certain amount of time, you know, since they come in. And I remember just have sometimes out there just seeing them drowning.

35:26 - 35:49
Elisha Grayson: And, you know, if I had the time or can make the time, move stuff around, I was getting in there and hitting the phone with them to try to help them get caught up. So, really, I would say, you know, getting in there with your team and getting your hands dirty and helping them along the way and not just holding yourself up here of like, oh, well, I'm a director now. I don't need to be on the phone calling people. That's not my job. That's one of my biggest pet peeves is that's not my job.

35:49 - 36:18
Elisha Grayson: I can't stand when people say that, because really, like, in leadership, you have to be willing to do anything and everything to make sure that your team is where they need to be and, putting in the work. And that's how a successful team, I think, works is, you know, even when you're in the director type level of getting in there and helping them and making sure that they're succeeding. But I've also always told my team, I'm really big on, you know, where where do you wanna be? Where do you see yourself? You know?

36:18 - 36:36
Elisha Grayson: And if that's you know, you get to a certain position now where you don't think you can grow. You know, like, right now, now, I'm the director. I'm in my thirties. I'm probably gonna be here for a while. So, some of the women on my team probably won't have the opportunity to be in a director position in recruiting if that's where their passion is.

36:36 - 37:10
Elisha Grayson: So it's my responsibility to build them and get them ready to where if a position like that pops up somewhere else, they can go somewhere else and be, you know, that director. Because I don't think someone needs to be stuck somewhere just because they can't grow. So it's really important to me getting my team to where they wanna be and, to go to the next level no matter if that's at the company they're at now or somewhere else. Because I, honestly, I had a female leader, at Yellow that she was really big on that. She was always helping me to get to the next level.

37:10 - 37:39
Elisha Grayson: And I think really when when I was in management and a director position opened, you know, I was ready. And I think it's because of her that I was ready. She really helped me, you know, learn the things and learn how to have tough conversations and how to work with a team. And, so and I've always told my team, having a mentor is a really great thing of somewhere else that you wanna be, like, so for the next level. But then, you know, also setting up goals with your teams and having monthly, quarterly conversations.

37:40 - 38:04
Elisha Grayson: I know some managers have weekly conversations, but and, like, sit down 1 on 1 conversations. But I work with my team so closely, and my door is always open. They're like, we don't have weekly conversations. Ours are more sometimes monthly, sometimes quarterly as long as everything's, like, going well. Because throughout the day, we just continue to talk, and we're updating each other and working together all day long.

38:04 - 38:27
Elisha Grayson: And even when I had a big team, you know, it was the same way. We were working just so closely together that we didn't have to have those 1 on 1 conversations as much. Then also just really coaching people. You know? If you have someone who is not doing well or not doing what they're supposed to be, not meeting their goals, then having more, you know, conversations with them, coaching them to try to get them where they need to be.

38:27 - 38:39
Elisha Grayson: I've had a lot of people on my team where I was able to coach them to where they needed to be. You know, they weren't doing very well. They weren't meeting their numbers. And, you know, somewhere, like, why can't you just get rid of this person? Well, because there might be other things going on.

38:39 - 39:34
Elisha Grayson: So really getting to know them, sitting down with them, and listening to their phone calls, you know, giving them tips and tricks, and not trying to be like a boss over there just, you know, hounding them and looking over their shoulder, but more sitting with them to help them and making sure that they understand that. Because it's always easier to have someone who knows the role and to coach them correctly and have them become better than, you know, hiring someone brand new and teaching them all over again. So I'm really big on just coaching my team and, you know, getting to know them personally as well. You know, there's a lot of leaders out there who don't wanna mix personal relationships, you know, with work relationships, but I enjoy going out to dinner with my team. Every once in a while, if it's someone's birthday, we all go out to lunch together, and we take, like, an hour and a half lunch and, you know, go and not talk about work, talk about our kids and our families and what else is going on.

39:34 - 40:06
Elisha Grayson: And we do big, like, birthdays. We get, like, fun birthday gifts and go all out for that and just being a team, having team builder stuff outside of work that, you know, isn't always work related where we're talking to each other more about personal stuff and getting to know each other, like, on that level. And, you know, people say they they don't do that because then if it comes time to where they're you know, that person's in trouble or they need to fire that person, it's hard. Well, yeah, it is hard. But, you know, then when you're letting that person I've had an instance where I've had to let someone go where, personally, I really knew them very well and their kids and their husband.

40:06 - 40:25
Elisha Grayson: And, you know, it's when that comes time, they understand that it's not personal, that you're not letting them go personally, that, you know, they weren't doing the goals and reaching the things that they needed to. And it doesn't make it more of a hard conversation just because you know them personally. Most of the time, they do understand.

40:26 - 40:52
Aaron Craddock: Mhmm. And there there are so many gold nuggets in that. Like, the monthly or quarterly reviews, like, and then helping people reach their goals like that. Like, when I looked back on my time, at the previous company I worked with, the like, it it wasn't, you know, the salary increases. It was really like, when I looked back on what gave me the fulfillment, it was helping people reach, like, other positions in the company.

40:52 - 41:22
Aaron Craddock: Or to your point, like, a lot of times there's not an opportunity here. Like, some people went on to lead nonprofits, or marketing at a Fortune 500 company or Mhmm. You know, just I love that approach. I think I think so many companies, like, try to hold on, like, with everything they can to their employees and, like, almost, like, speak into them that they can't go have this opportunity. It's just so cool hearing from you just, yeah, just encouraging that building, coaching.

41:23 - 41:44
Aaron Craddock: And then the cool thing about that is that mean you know, as you're a good leader in that, like, sometimes they'll there'll be another bigger opportunity down the road where they might come back and work with you or Yeah. Or you might work with them somewhere else. Like Yeah. Like, you never know who, like, you might be the boss of technically, like, in the Mhmm. Hierarchy chart, but then one day they might be your boss.

41:44 - 41:50
Aaron Craddock: Yep. Or running the company. Like, you you literally never know. Yeah. And so that's just so cool.

41:50 - 41:50
Aaron Craddock: And then

41:50 - 42:18
Elisha Grayson: It was really exciting well. When, like, yellow, you know, went out of business. Seeing all of the people that I worked with there and the teams that I built there, like, a lot of them were okay. A lot of them came out of that at being at places either, you know, making more money or in a higher role or, I actually I have a recruiter here that when I learned about them going on the business and everyone losing their jobs, you know, I was like, hey. You know, ACT is a great company.

42:18 - 42:34
Elisha Grayson: Like, come over here. So I had, you know, grabbed one of my recruiters that I had hired at Yellow and trained in. But a lot of my team that I had at Yellow came out of that situation in a good spot. So that was really exciting for me to see.

42:35 - 42:52
Aaron Craddock: Well, it's like even when you lost your job, like, like, earlier in your career, like, and then just how it how it opened up, you know, new opportunities and, like, same thing for me. Like, I I wouldn't have made the leap and and started my own business, like, if I hadn't been laid off. You know? And yeah. So it's just cool.

42:52 - 43:13
Aaron Craddock: It's cool how that it's just amazing how to me, how that that's typically the story you hear is it it ends up being a better opportunity. Well, I know we're coming up on the end of time, but thank you so much, Elisha for joining us today. And, yeah, I think we added a lot of value to the audience and, just, yeah, I really appreciate your time.

43:13 - 43:15
Elisha Grayson: Great. Thanks for having me.

43:15 - 43:27
Aaron Craddock: Our goal with the Hire Truckers podcast is provide industry insights, marketing trends, and motivation to help you level up your recruiting game. Thank you for joining us today. And if we added value, please take 10 seconds to share this with your network.