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The Ultimate Guide for Recruiting & Retaining the New Fleet of Drivers

Truck drivers want more than money or a big signing bonus. They want more time at home, better communication, more drive time, etc. To combat the driver shortage that is projected to continue, fleets need to understand what drivers want and give it to them. 80,000 – that’s the current deficit of truck drivers in the industry today. And that number is expected to double by 2030. Transportation is facing a big problem. With 300,000 drivers leaving the profession every year (according to the U.S. Department of Transportation), it’s time to find new ways to not only recruit new drivers but retain the ones we have. While this question is plaguing trucking companies across the country, everyone agrees driver recruiting and retention must look, think, and act differently. Today’s workforce is evolving rapidly, and only trucking companies that embrace the wants and needs of the new workforce will be around for the long haul. Eleos, the leading platform in full in-cab and out-of-cab communications, researched new recruiting and retention techniques in “The Ultimate Guide for Recruiting & Retaining the New Fleet of Drivers.” Eleos is a dedicated team of experienced industry professionals and software engineers working toward a common goal – to make truck drivers’ lives better and fleets more profitable. We are focused on unifying everything that truck drivers need into a single workflow app to automate trip management and let fleets oversee their operations in real time. The Eleos platform is a full in-cab and out-of-cab solution that fleets use to replace traditional mobilecomm and give drivers more clarity and freedom, and less downtime and frustration.

Jun 17, 2026 8 min read Premium
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4 Zero Cost Steps to Grow Any Dental Practice

You don’t have a bottleneck, you say? With all due respect, there is greater than a 95% chance you have a bottleneck and don’t realize it. Or you are on your way to creating one. It doesn’t matter if you bring new patients through hygiene or through the doctor’s chair. Either way, you are in or on your way to a bottleneck.    If you had a big piece of spinach between 8 and 9 – wouldn’t you want us to take you off to the side and tell you about it?   Of course! As it pertains to this guide, look at us like a good friend who can take you off to the side and whisper in your ear – “your practice is bottlenecked”. Let us first agree, you might be happy with your dental practice if it is at or beyond capacity and bottlenecked. You might not want to work more! You might not want to expand! You may not care! If this is where you are in your career, we say congratulations! For the rest, here are a few reasons why bottlenecks are bad: The easiest symptom to identify is stagnated revenue growth. If your revenues are mostly flat for 10 to 15 months (usually identified year over year), this would be a good indicator the practice is in the middle of a bottleneck.    Stagnant new patient numbers over a long period of time (10 to 15 months) is another symptom. Having both flat revenues and flat new patient numbers over a long period of time, pretty much assures you have a bottleneck. One is creating the other. You don’t have to be in the middle of one to see or hear it coming. Self-induced growth bottlenecks are bad – really bad. If you want to avoid or turn a bottleneck around, read on.

Jun 17, 2026 8 min read Premium
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HR Manager's Legal Alert for Supervisors Newsletter: June 27 Edition

Download the current issue of HR Manager’s Legal Alert for Supervisors now! For a limited time, you -- and your supervisors -- can start benefitting from the hard-hitting, actionable ideas in HR Manager’s Legal Alert for Supervisors right now -- without any obligation to pay or do anything -- you don’t even need to cancel!   Why wait to give supervisors a valuable tool to help them avoid costly lawsuits?     Here’s the deal: Simply fill out the form below and click submit. You’ll be redirected to a page where you can immediately download the current issue. About two weeks later, the next issue of the publication will be delivered straight to your email inbox, and you’ll continue to receive the publication until the expiration of your five-issue, no-obligation trial -- a $55 value! If HR Manager’s Legal Alert for Supervisors doesn’t meet your needs, simply do nothing and we’ll stop sending it. However, if you decide that the publication would be a valuable tool in your HR toolbox -- and we think you will -- simply pay $265 and we’ll email the newsletter to you for a full year of 24 issues. Each twice-monthly, four-page issue of HR Manager’s Legal Alert for Supervisors is jam-packed with actionable ideas and insights to help you avoid costly litigation. Our readership studies show that subscribers get the most value from the publication when they order individual copies for each supervisor. Check out the chart below to see what your cost would be based on the number of supervisors in your organization who should receive a copy. Act now to download the current issue of HR Manager’s Legal Alert for Supervisors -- an $11 value -- right away!

Jun 17, 2026 8 min read Premium

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