Trucking recruiters are tasked with finding top candidates for a position, matching them to the right jobs, and converting them into drivers for the fleet. This is dependent on finding a high number of qualified candidates through driver applications. One reason why you may not have as many candidates in your talent pool is because some percentage of leads start driver applications but soon abandon them.

You’ll get more candidates if you are able to reduce application abandonment. Just imagine the kinds of stronger candidates you’ll have in consideration if 10% of candidates don’t quit in the middle of your application! Here are four suggestions of how to reduce driver application abandonment and get better candidates in your recruiting pipeline.

1. Application length

Put yourself in the place of your candidates and imagine why they may abandon the driver applications. Most drivers don’t want to spend their limited free time filling out lengthy and complex applications. In fact, this is the top reason job seekers quit in the middle of applications. If your applications are requiring too many details, or take too long, most drivers are going to move on to other tasks. Worst case, you may be losing these candidates to rival carriers who have optimized and shortened their applications.

Ideally, your driver application should take no longer than 15 minutes to complete.

Instead of requiring drivers to provide all information up-front, focus on the basics and stick to questions that require simple answers. You can ask more detailed questions later, in your follow-up or in-person phone call.

2. Make applications mobile-friendly

Most drivers search and apply for jobs online through their smartphones. In this mobile-driven world, recruiters and fleet managers need to make sure they’re able to communicate and interface with drivers how they would prefer. Designing mobile-friendly applications means you’re able to meet drivers where they are and make driver applications easier for them.

Simply duplicating the web-based driver application for mobile devices introduces so many hassles, no wonder drivers abandon these!

Optimize your applications for a mobile-first experience by using mobile rendering, saved login information, and other useful features. Drivers will be more likely to complete applications which are quick and easy to complete on the go. They can easily access and submit these applications on their devices while waiting at truck stops or rest areas.

3. Avoid tedious steps

If your driver application is requiring candidates complete tedious steps, they’re going to abandon the application and run for the hills, or worse, to the next carrier’s application.

Nothing can be as difficult or tedious as requiring drivers to print or download something on the application.

These steps can be tough to complete if drivers are on their smartphones and looking at your applications while on a rest break. Using the proper software and encryption can go a long way toward drivers submitting the applications online without having to worry about their data being at risk. Build a safe and secure application on the back-end so as not to compromise the private information of candidates. E-signatures and other features make application submission simple, secure, and effective.

4. Be transparent

Your driver applications aren’t just simple tasks for candidates to complete as part of the hiring process. They’re also an integral part of the marketing and advertising for your fleet and carrier. Keeping this in mind, drivers will expect you to address their concerns about compensation, benefits, company culture, and other important topics. In this day and age, any reputation about your carrier has spread far and wide.

You can expect that your candidates have already heard everything about your company—the good, the bad, and the ugly.

What you can do to handle this situation is practice 100% transparency. Perhaps your carrier can’t provide the latest truck models or the strongest benefits, but that is balanced by the company culture, safety record, and spouse policy. Be upfront about whatever concerns you think drivers may have and make it easy for interested candidates to contact you with questions. If you’re serious about avoiding long-term turnover, your carrier should do what it can to promote transparency.

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Reduce Application Abandonment

We partner with employers to help them reduce application abandonment by nurturing candidates.

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Texting can be a great way to communicate with family and friends. After all, Americans send over 26 billion text messages each day! But when it comes to official company business, using your personal cell phone for text messaging can lead to issues if you’re not careful. These issues could cost you time, money and ultimately qualified candidates over time. If you’re texting drivers from your cell phone, here are 3 reasons to stop.

The average American checks their phone about 50 times each day. 90% of text messages are read within 3 minutes.techjury.net

1. Consistency

Using personal phones to send business texts can create branding issues for a company. Setting clear rules as to who can send texts, and the content they should contain should be a priority for any company using text messaging as an official communication practice. Much like having standard email templates in place for business communications, having text message templates for texting drivers is a good idea.

2. Timing

Using a messaging app from your personal phone could make you seem available 24/7. Though you might curb your overall business communications with candidates to your normal business hours, drivers might not be able to check their phones until you’ve gone home for the day. Once they’ve responded, you might not respond until the next morning. This type of time delay devalues the benefit of text messaging in general. Having an SMS system in place that’s truly a 24/7 solution, will allow for the best execution of this type of communication with your drivers.

3. Tracking Old Messages

If you and your team are all using your personal phones to connect with candidates, there’s plenty of room to lose track of what’s been sent. You could be sending duplicate messages, or worse, conflicting messages and confusing your potential drivers. Without a dedicated system to track all texts from one source, you could be inadvertently sending negative messages to candidates. This might make them decide to look for work somewhere else. And with no tracking system in place, there’s no way to get any usable metrics to find out how well texting drivers is actually working for your company.

As part of your overall communication strategy with your drivers, text messaging can play an important role. But in the recruitment process, texting from your personal cell phone is not always going to be the best idea. Hopefully the 3 things to consider when using text messaging from a hiring perspective will help your team recruit well.

Lastly, if you’re going to use text messaging in any capacity to connect with potential drivers, you need to let them know about it. This will reduce any confusion that might arise when a candidate gets a text message from an unknown number. Additionally, you should have your candidates opt-in to the text messaging system as part of the application process. This way they will know that the texts are coming, and who they’re coming from.

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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truck driver leads

Everyone on your hiring team is always busy. You seem to have a good stream of leads flowing in for your posted jobs. In general, these should be a very good things for a hiring team. However, you’re just not seeing the conversation rates you’d like. Team members are frustrated because they have to start all over every time a new driver is needed. And your trucks are still sitting empty. In this challenging time where you’re doing everything you can to hire drivers as fast as possible, why is converting truck driver leads so hard?

What’s Your Current Lead Conversion Process?

Do you have an effective lead management process in place? Or even any structured lead management process in place? If yes, that’s great! If no to both, this is certainly the place to start when trying to determine how to better convert your truck driver leads. You can quickly find an online guide to help your team map out a simple lead management process, that you can then tailor to your company’s unique needs. Once you’ve got that figured out, work to follow the stated process. Every. Single. Time.

Once you know you have a great process in place, what are you doing to optimize your process? And what tools are you using to alleviate pain points or roadblocks in the process?

One very important part of an lead management process is scoring the generated leads. Your process should include fast turnaround on scorning (if that’s not already being done for you), and then a quick hand-off to the person/team that contacts the drivers. An effective scoring process helps you focus on the most qualified truck driver leads first. And the those less qualified leads later. Getting leads already qualified from your marketing efforts is a best practice here. That saves so much time sifting through potentially useless lists that should never have been matched with your postings.

What are your lead contacting best practices? How quickly are they being contacted? Once a lead comes in, you need to contact them quickly. If a driver just applied for your job, they’re expecting to be contacted immediately. This way you’re sure that you’re doing your part to get the relationship off to a good start. This also helps to avoid losing top candidates to your competition. Making sure that you have a great contacting and nurturing process for your truck driver leads is a key component in getting the best candidates hired. This is also a great place to augment your manual processes with technology to automate the lead contacting (and recontacting) process more efficient and productive.

Tired of struggling with converting your truck driver leads? Then it’s time to take a totally different and personalized approach!

One way to improve converting your truck driver leads, is to starting thinking about the process in a completely different way. Like we do here at Drive My Way. Truck drivers aren’t just leads. They’re people. We have a driver-centric platform that provides matches instead of leads. We focus on matching employers with drivers for each unique job based on the driver’s professional qualifications and personal lifestyle preferences. Unlike traditional job boards, we match at the individual job level. We don’t deliver unqualified lead lists. We focus on quality matches. Which makes the most sense for you, and the drivers.

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recruit truck drivers

It seems that we can’t escape technology in our lives, especially in the workplace. As a recruiting professional in a challenging and fast-paced industry, you’ve probably read about how using the latest technology can help you recruit truck drivers. However, having a keen skeptical eye, you also know that using technology cannot solve all problems, and can’t replaced good old-fashioned recruiting methods. In reality, both these things are true. You must use technology for recruiting, but you can’t rely on it blindly either. The trick is learning how and when to use technology to best aid your recruiting efforts.

Enhance and complement with technology

It’s true that technology can play a part in all functions of your recruitment efforts. It can help allocate your budget, optimize marketing, capture and manage leads, and onboard new hires. However, if you use technology blindly, that may be worse than not using it at all! You could end up hurting tried-and-tested methods that have worked for ages.

The secret to how and when to use technology is to always have it complement your human efforts, instead of hamper them.

There will always be some disadvantages to using technology, but thankfully your human efforts will be strong in those areas. Similarly, there are areas where humans tend to make more mistakes. Here is where technology can aid or accelerate your process. This way you’re always using technology to enhance your already strong human recruitment efforts.

The strengths and weaknesses of technology

Knowing how and when to use technology depends on a good understanding of its strengths and weaknesses. You’ll soon recognize that these usually complement human strengths and weakness. For example, one of the weaknesses of human effort is a limited capacity. You only have a limited number of recruiters, limited budget, or limited time.

Thankfully, technology excels at using limited resources to scale up operations that lead to better results.

Similarly, using human effort leads to low accountability. Bill thought Joan was going to complete that task, while Joan thought Adam was accountable for it. Assigning tasks to technology means that the tasks are track-able and measurable. Human effort can sometimes lack consistency and accuracy. We understandably feel tired, bored, antsy, or unmotivated when tackling repetitive tasks. These are perfect tasks to outsource to technology. Unless it breaks down, it reliably completes the same task repeatedly until you instruct it to stop.

However, don’t be fooled into thinking that there are no disadvantages to relying on technology. One of its weaknesses is that technology will be subject to bugs and glitches. This is when the human touch helps. When your automated systems suffer a technical error and don’t function as expected, you can ask recruiters to step in and cover the missing pieces.

Technology also needs constant monitoring and frequent technical support. Instead, people can be autonomous!

You don’t need to constantly monitor their actions or call in a repair crew when they make an error. If you empower your staff, they are capable of constantly self-adjusting. This is in contrast to technology, which is limited in its programming. If you instruct an algorithm to send a message to contact new leads, it will continue to attempt doing so until you tell it to stop. On the other hand, humans are adaptable. We can see when something isn’t working, and instead of making the same mistake repeatedly, we can flexibly adapt our behavior to fit the situation.

As you can see, humans and technology both have strengths and weaknesses. Usually the strengths and weaknesses complement each other. This is the secret to how and when to use technology.

Pair both human effort and technology toward their strengths to efficiently recruit truck drivers.

Only use technology to enhance human effort, and never to hinder it. Below are four examples.

1. Budgets

As we’ve written about before, you can use data to inform decisions about where to allocate your recruiting budgets. Technology can tell you which recruiting methods are successful for which jobs in which locations. At the end of the day though, recruiters have to use human judgment to make decisions about budget strategy and planning and sell this plan to supervisors to get their approval.

2. Finding drivers

Recruiters sift through the carrier’s jobs and decide which characteristics are important for each job. You need human effort to decide which candidate looks like an ideal match for a particular job. Technology can then help you target the right candidates and meet them where they already exist online. You can also use lead scoring, or matching services like Drive My Way to funnel the top matches into your recruiting pipeline.

3. Contacting and securing leads

Contacting leads quickly is crucial to converting them into hires. Technology can help you automate methods of contact and frequency of contact. Mobile-friendly applications and applicant tracking systems are tools you can use to gain contact information or other important data. But there is a danger in overusing technology here. Nothing can replace the human effect. Once you’ve identified top leads, contacting them with a personalized message adds the much-needed human touch.

4. Onboarding drivers

You can use technology to measure lead velocity and other metrics to help optimize your truck driver onboarding process. However, once you’ve already converted leads to hires, you don’t want to risk alienating them. Human skills here are essential. Listening to newly converted drivers and meeting their needs with your solutions will go a long way toward maximizing retention.

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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cost per hire

The truck driver shortage is a real problem for recruiters. It impacts HR efficiency and creates additional expenses for employers. Increased driver turnover rates are also adding to the problem. These and other hiring challenges can contribute a great deal of expense to any trucking company’s bottom line. But what impact do your actual recruitment efforts cost each year?

Do you know your cost per hire? Do you know if it’s been going up or down over time?

Calculating cost per hire (CPH) is pretty simple math. Add up your total cost for recruiting new drivers, and then divide by the number of drivers ultimately hired. This gives you the cost per hire for ALL your recruiting efforts. (Note that this factors in actual hires, not just leads.) You should keep this number handy, and have yearly goals set to manage it as needed or as budgets change. Once you have determined your cost per hire, you can then make more informed decisions on where to spend your recruiting dollars. Here are 3 ways to lower your cost per hire for CDL drivers.

1. Leverage Past Leads

Every time you need to hire for a new opening, doesn’t mean you need to have a fresh list of candidates to contact. Check in on your existing pool of names and filter or scan for matches to your current job openings.

The dollars spent to generate and capture these leads are already spent, and no additional budget is needed to go back to those lists.

You know that they’ve already been partially vetted if they matched up with prior openings, they might just need to be checked-in for these new opportunities. If you put a little bit of effort into keeping these older leads engaged between new/available job postings, you might have the perfect person sitting in your database already.

2. Reallocate Ineffective Spending

Once you have your total cost per hire calculated, you can further distill that across the different methods you’re using to hire. Online, print, radio, social or agency help all have a cost associated with them.

Take the total of all your recruiting efforts, and then allocate per tactic your company uses. Once you have those smaller totals, divide by the hires made from each tactic. You should be able to rank order these individual costs per hire from highest to lowest. From there, you can make decisions to reallocate funds from higher CPH channels to lower CPH to increase efficiency. This should result in faster hires, at a lower cost. Which is a very good thing.

3. Try Something New

Have you only been relying one or 2 channels to find new drivers? Are you spending an inordinate amount of time on manual processes? Maybe it’s time to try something new!

If you’re recruiting using the same methods you always have, that might be the reason your getting the same results you’ve always gotten.

If you’re struggling to attract and retain the best drivers, that’s probably a good indication to switch things up. Keep your eyes and ears open for new recruiting ideas, and as your budget allows, give something new a try. You might find something that brings in new drivers faster and saves on your cost per hire over time.

Knowing you’ve got a finite budget for recruiting new drivers to your open jobs, it’s important that you’ve got a handle on what your spending to hire each new driver. And of that spend, what tactic(s) are producing actual hires most efficiently. Effectively managing cost per hire, and other key recruitment metrics, will lead to the ultimate success of your hiring process.

These tactics can certainly help decrease your cost per hire and improve your bottom line. However working to reduce your overall driver retention rate is a huge time and money saver over the long run. If you’re ready to start recruiting and hiring for retention, schedule a demo of our platform today.

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

Get the Ebook

One of the challenges facing recruiters is that many fleets are looking to hire the same drivers you are. You’re in competition for the same small pool of candidates. In general, the quicker you recruit, the more likely you are to catch the top drivers. The slower you are, the more likely it is that rivals will scoop up your preferred candidates. A quick and efficient onboarding process is one of the factors which will help you have the edge over your competitors. Onboarding involves the lead to hire process, which is what you implement once you’ve identified a viable candidate willing to sign with you. An onboarding process which isn’t efficient could be costing you drivers.

Lead velocity

To improve your onboarding process, it’s important to understand a concept called lead velocity. Lead velocity is a way to measure the length of your onboarding. It is a metric that tracks the average number of days it takes to turn a lead into a hire. Lead velocity is different across industries. According to research by the DHI Group, it takes about 25 days to convert a lead into a hire for the transportation industry. This may include employees who aren’t truck drivers, so the number might be a bit skewed. Your own lead velocity might end up being longer than that, depending on your budget and resources as a recruiter. Lead velocity will also vary based on driver type. For example, it’ll take longer to hire an owner-operator than to hire a company driver.

Whatever challenges you face, it’s important that you do everything you can to make sure your lead velocity is as low as possible

Shortening lead velocity

Think about what you are doing as a recruiter that is unnecessarily adding length to the lead velocity. Perhaps you’re taking too long to contact leads? Or waiting on drivers to submit their applications? If you have too many leads and not enough recruiters, it can add to lead velocity. Similarly, if you have too many unqualified leads, you’ll lose time searching for the diamond in the rough.

What you really need is a stronger screening method and matching system to help sort through unqualified leads and an overwhelming lead volume

Another solution is to take phone applications. Drivers are understandably pressed on time and will find it difficult to find time to fill lengthy paper or online applications. Consider going through the application with a driver over the phone and even filling it out for them. This shortens your lead velocity if you’re waiting for the ball on the other person’s court.

Onboarding and orientations

Once your drivers are further along in the recruiting pipeline, there’s still more you can do to ensure onboarding efficiency. Sometimes lead to hire time is affected by a slow orientation process.

Try to schedule orientations often, to allow your hires more options to attend the soonest one

If your closest orientation date is too far away, drivers will be tempted to sign with someone else because they don’t want to wait long to get to work. You can also time your orientations on days of the week that are more convenient for hires. For example, if you notice you sign many drivers on Mondays, then Wednesdays or Thursdays are good days to hold orientation—perhaps both! The very next day is too soon and you must respect that drivers may already have plans. Waiting until the next Monday is probably too late and risks losing that driver to a rival carrier. Offering two orientation dates per week also gives your hires flexibility since they may be unavailable on certain days of the week.

You should also conduct a review of your onboarding process every few months or so. Are there bottlenecks holding the process back? Too many forms to complete or too much time spent on the application? Identify the problem and try to shorten that step. Use metrics to compare lead velocity over different months, different types of jobs, and different locations. Lead velocity is an important component of an efficient onboarding process. Do whatever you can to shorten the lead velocity and you’ll be able to hire more drivers faster.

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truck driver career path

Truckers looking into a new job almost always have a lot of questions about the carriers they’re considering. They want to know what things look like in a month, in a year, in 5 years or even in 20 years. Being able to provide that information to a prospective new employee up-front could give you the edge in getting that driver hired today! So with the driver shortage and the hiring process as it is today, what is the Importance of a truck driver career path for your drivers?

Training to Hire

With all of the talk about the driver shortage, there’s much renewed interest in driving a truck for a living. For those completely new to the industry, the first thing they need to do is get training to get their CDL license.

Whether you offer your own training program, or partner with a local truck driver training school, be sure to let all potential drivers know that you’ve got a job for you once you graduate.

Be clear about what you expect and what they can expect. That can take a lot of stress off a trainee knowing that if they work hard and get through the training program, their next steps are already mapped out.

Driving for Life

Incentivize longevity. This can be through anniversary certificates or awards. Or even financial incentives that pay out after certain milestones are met.  You can also provide opportunities for continuous education to keep skills sharp. And training to ensure that your drivers are always up-to-date with current technology and regulations.

Be overt about the amount of possible driving options you have for your drivers. Different phases of their lives could change their preferences about time at home vs. time away.

Equipment preferences can change. Or even how much money they need to make at various stages in their lived. Knowing that you’ve got them covered at all steps, is an advantage to help you retain drivers. And this helps drivers feel confident in their role as a driver for your company.

Non-Driving Roles

Sometimes drivers have a need to pull in off the road for good. For whatever reason. But when they’re a good employee and not yet ready for retirement, what kind of truck driver career path might be mapped out in those situations. Often times good drivers can become the best instructors. Or even move into a role in the dispatch office or operations management.

Letting a driver know that these options are available to them along the way might make those transitions from the road to the office smoother when the time comes.

Paint the picture early for your drivers that you have a truck driver career path formulated for them at every stage of their lives. And advertise this on your website and other recruitment materials. For those new to the industry, be clear about your training programs and what comes next. Once they’re ready to hit the road on their own, give great options that fit their lifestyle at each phase. If they grow weary on the road, or can no longer drive, communicate other options for them outside of the 18 wheels. Doing this can instill an additional sense of loyalty to you from your drivers and help you to retain the best drivers.

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Drive My Way matches drivers with companies based on professional qualifications and lifestyle choices.

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otr truck driver

Hiring and retaining drivers in the trucking industry can be a tricky business. It can be even more difficult to hire and retain over the road (OTR) drivers because you want these drivers to be the best in your fleet. OTR driving represents the most challenging type of driver work, so you want to hire and retain the cream of the crop for this elite cadre. Since it can be a challenge to fill these jobs, you’ll want to think about smart methods to retain them and reduce turnover as well. Here are five tips on how to hire and retain OTR drivers.

1. What to look for

As we have written about before, good hiring starts with narrowing the candidate pool to those who are the best fit for the job.

There’s no doubt about it: OTR drivers are the best in the business and their work is more challenging than local runs in many ways.

You should look for strong behavioral characteristics that will predict reliability, flexibility, and communication in your talent pool. Yes, these are good attributes for any driver in your fleet, but they suit the OTR job particularly well. Look for someone with strong independence and ability to manage and maintain their own workload and commitments with ease. Demonstration of organizational skills, and the ability to adapt to quickly changing situations is a plus.

Good communication skills are essential, as OTR drivers will be coordinating with fleet managers, dispatchers, and reps from shippers and receivers. Attention to detail is another must, since drivers need to be responsible for reporting their logs with accuracy and consistency. Finally, a knack for learning new skills is especially useful for OTR drivers. Remember, they may have to adapt to quick changes and be adept at mechanical troubleshooting and working with new technology and equipment.

2. How to conduct the interview

If you’re interviewing a candidate, they have already passed your first round of evaluation for the job. Clearly, they possess the minimum qualifications and experience, and display some interest for your fleet and the OTR job. During the in-person interview, it’s your job to ascertain whether they are well suited for the OTR runs, or just the other local runs in your fleet. You can start by learning more about their personality and character. Look for the attributes detailed above and ask about specific instances or experiences where they demonstrated those traits.

Apart from the typical behavioral interview, you can also mix it up a bit. You can ask about how they would react in hypothetical situations or what they liked or disliked about previous jobs.

Having an open conversation about career goals, work-life balance, and home-time is incredibly important.

Remember that you’re trying to determine fit and maximize retention. Maybe this candidate isn’t the best for this job if they’re about to start a family, or if they’re looking to move on to a different fleet in just a few months. Consider inviting the driver’s partner or spouse to the interview to discuss important topics openly. Don’t forget to ask about issues which especially impact OTR drivers, like equipment breakdowns or real-time monitoring.

3. Hiring and onboarding process

Once you’ve identified a strong candidate, be sure to make a job offer quickly. Remember, the number one reason that drivers decline jobs is because they got scooped by another carrier sooner. You need a quick process for any hire, but especially for the elite OTR drivers. Once you’ve made the hire the story isn’t complete. Your work in retaining that driver starts from day one. Before they start the job, enroll the driver in your orientation and onboarding process. If your fleet doesn’t have formal onboarding, you should really consider implementing one.

Onboarding does a lot more than familiarizing your drivers to company policies and employees. Basically, onboarding will start doing the slow work of embedding the driver into your company’s culture. Remember that most drivers are looking for a meaningful job which speaks to their values and needs.

If your company can start signaling that its values are in line with the driver’s values, it starts to build long-term loyalty and a sense of belonging.

Remind your drivers that they are essential to the success of your fleet and that your company is here to be good to them. Building this relationship will go a long way toward retention.

4. Conduct employee surveys

Retention efforts start with the first day but must also be continually reinforced. A great mechanism for improving OTR driver retention is conducting periodical employee surveys. Surveys have a dual function: they help evaluate employee satisfaction and give you the opportunity to give feedback to drivers. Measuring employee satisfaction will give you constant data on what kinds of things employees enjoy and which needs aren’t being met. Include options on the survey for employees to detail their preferences if something isn’t working out for them. Collecting data on employee preferences isn’t enough—you should advocate for your drivers’ preferences as much as you can. Ideally, you’re able to effect some change that impacts drivers. Even if you aren’t, the drivers will appreciate that you tried your best.

While conducting surveys, take the opportunity to pass along feedback to your OTR drivers.

It is a misconception that drivers aren’t interested in hearing feedback from their fleet.

If a driver expresses frustration about negative feedback from the company, it more likely has to do with how that feedback was given. Including positive feedback along with suggestions for improvement is a tried and tested method. Drivers want feedback on their performance to have a sense of accomplishment and to have guidelines and direction for improvement.

5. Training and professional development

Retaining OTR drivers means giving them reasons to stick around longer with the company.

Your drivers care about independence and freedom, but also professional success.

If drivers believe they’ll be doing the same OTR run with you for years, they are going to start looking elsewhere. Any retention program has opportunities for further training and professional development. Training could be for more advanced certifications and permits. Maybe your drivers are looking to add hazmat or tanker endorsements to their belt.

In addition, see to it that your company offers leadership and teamwork workshops. These help build strong transferable skills—they benefit any employee regardless of the type of work they do. These opportunities help OTR drivers build more skills that they can use in their current job. Rather than taking these skills from your workshops and then running to a different fleet, drivers will feel grateful that you invested in their professional development. This fosters a sense of loyalty and identity to the company and makes it more likely that drivers will stick around with you longer.

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Hire Qualified OTR Drivers

Drive My Way matches drivers with companies based on professional qualifications and lifestyle choices.

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truck-driver-turnover

Trucking carriers and drivers are both intimately familiar with the extent of truck driver turnover that exists in the industry. Many trucking carriers have experienced a “revolving door”—constantly needing to hire new drivers because current drivers are leaving the company. Many drivers have also worked for several companies within the span of a few years and very few find a stable driving job that allows them to build a long relationship with the same company. Read more

team-driver

Employers put a lot of time and effort into hiring on new drivers and are always looking for ways to maximize the return on those hires. One way to keep trucks on the road longer each day is to leverage truck driving teams. Carriers often invest in the best trucks and equipment, pay premium rates, and give priority loads to team drivers. In return, they need those teams to be stable and hard-working.

Read more