Sample Sidebar Module

This is a sample module published to the sidebar_top position, using the -sidebar module class suffix. There is also a sidebar_bottom position below the menu.

Sample Sidebar Module

This is a sample module published to the sidebar_bottom position, using the -sidebar module class suffix. There is also a sidebar_top position below the search.

We know that private fleets play an important role in your business. They account for half the Class 8 trucks on the road and an estimated 85% of the urban trucking market. The decision makers behind these fleets also have unique information needs. That’s why they turn to Private Motor Carrier magazine.

As the official publication of the Private Motor Truck Council of Canada, Private Motor Carrier reaches all PMTC members as well as leaders in the private and dedicated contract trucking operations that support:

  • The biggest names in retailing, restaurants, breweries, wholesaling and consumer packaged goods;
  • Electric and telecommunication utility providers;
  • Municipal public works departments;
  • Building, construction and engineering trades;
  • Waste management operations;
  • And much more.

 

ADVERTISING RATES

*Ads booked in the print magazine will APPEAR ONLINE AT NO EXTRA COST!
 

Format 1X 4X 5X (includes Directory) Online Magazine
DPS $4,075 $3,475 $3,350 FREE with print booking!
OBC $3,125 $2,725 $2,625 FREE with print booking!
IFC/IBC $2,925 $2,525 $2,425 FREE with print booking!
FP $2,725 $2,325 $2,225 FREE with print booking!
2/3 $1,725 $1,525 $1,425 FREE with print booking!
1/2 Island $1,625 $1,425 $1,325 FREE with print booking!
1/2 $1,425 $1,225 $1,125 FREE with print booking!
1/3 $1,200 $1,000 $900 FREE with print booking!
1/4 $1,000 $800 $700 FREE with print booking!

 

MECHANICAL REQUIREMENTS

 

AD SIZE WIDTH DEPTH

Double Page Spread

Bleed

Trim

Live Area

16.75”

11”

16.5”

10.75”

15.5”

9.5”

Full page

Bleed

Trim

Live Area

8.5”

11”

8.25”

10.75”

7”

9.5”

2/3 horizontal

7”

6.125”

2/3 vertical

4.625”

9.5”

1/2 island

4.625”

7”

1/2 horizontal

7”

4.625”

1/3 square

4.625”

4.625”

1/3 vertical

2.125”

9.5”

1/3 banner

7”

3.25”

1/4 vertical

3.375”

4.625”

1/4 banner

7”

2.5”

1/6 horizontal

4.625”

2.125”

1/6 vertical

2.125”

4.625”

1/6 banner

7”

1.625”

1/8 horizontal

3.375”

2.125”

1/8 vertical

2.125”

3.375”

Current News

Retention for the Future of Trucking

As we look ahead, we recognize that retention is a critical component of the trucking sector’s business model and success in retaining a strong workforce. At a point where we have a skilled worker shortage, we cannot afford to lose our assets: our driving force who keep the economy moving and our businesses growing.

We have companies with varied turnover rates and those rates result in dollars lost. We have companies that have varied hiring practices, which inevitably result in varied retention rates.

The reports indicate that the skilled worker shortage will continue to increase as we move toward 2024. It’s time to reinforce our retention practices so we can reduce our turnover rates – resulting in strong retention practices.

It is a topic worth considering. We need to put the same level of effort into retention as we do into recruitment. Why is retention a challenge? What areas are we missing that create this barrier to stronger retention rates? Do we accept high turnover as the cost of doing business?

Let’s take a step back. The loss of one driver can have a potential cost implication of up to $5,000 (this may be low for some companies) to replace the professional driver. Lose 10 drivers and suddenly you are at a loss of approximately $50,000. In a sector where margins are tight, can we afford those types of losses without exploring why and how we can do better?

Understanding why we lose people in our sector can be challenging. Even the best exit survey strategies do not always yield the information we need to remove barriers and retain the individual or offer insight into what we can do differently; however, the survey is an essential tool that provides an opportunity to learn... it just needs to go beyond the surface. We need to go to the beginning at the point of hire.

The first thing I think about when looking at retention is trust. Is there trust being built at the recruitment stage – at a level that can be delivered beyond the promises made at the point of recruitment. Can we deliver the pay, home time, benefits, flexibility and everything else that we have promised?

Trust is a deal-breaker for many of us. If you promise professional development in the first year of an employee’s career and then do not offer it, you have broken trust. If you promise a raise after a three-month probation period and do not provide it, you have broken trust. If you promise a professional driver that they will be able to be home for special occasions and you do not get them home, you have broken trust.

Read more ...