truck driver recruiting

Truck driver recruiting success depends on finding the best candidates for the job, but also filling the position as quickly as possible. Recruiters have a limited budget and time with which to acquire top talent for their carriers, so recruiting efficiency is essential. In this data driven age, the importance of tracking measures of recruiting success cannot be overstated. Recruiting metrics are the key to evaluating the effectiveness of your recruiting process, and correcting course when needed. Measuring your success will not only help you hire the best candidates, but also direct where to allocate your time and money. Here are five ways to measure success in truck driver recruiting.

1. Time to contact or hire

How long does it take to reach key recruiting milestones? We’ve written before about how the top reason drivers decline jobs is because they accepted an offer which reached their table first. Quickly moving your candidates through the recruiting pipeline is probably one of the biggest contributors to recruitment success. Measuring time to contact or fill the position can tell you if you’re taking too long compared to industry standards or to your competitors. Comparing the time to X metrics across different positions will also lead to insights about driver supply for different types of driving jobs.

The time to fill metric adds up the total number of days an open job goes unfilled, and average time to fill looks at all unfilled positions over a set time period.

Time to contact should be measured in hours, not days. If it takes you over 24 hours to contact a lead, chances are they’re already in your competitors’ recruiting pipeline.

Even the first point of contact and phone screening can help push things along while you evaluate the candidate. Comparing the different times to reach a process step can help you determine which part of your recruiting pipeline is acting as a bottleneck. Perhaps you’re quick to contact but slow to interview, in which case you can afford to schedule interviews sooner.

2. Cost per hire

Cost per hire is an essential metric to measure the economic value of your recruitment resources and demonstrates the strength of your recruiting methods. It can also help you optimize your limited truck driver recruiting budget so that you get the most out of it. Cost per hire adds up all the expenses that go towards hiring new employees and divides that over the total number of hires for a given period of time. You aren’t necessarily looking to reduce this number to zero. There will always be hiring costs, whether they are recruiter fees, or costs of advertising, social media accounts, and job fairs.

You can look at cost per hire for a particular job type to further delve into which jobs are more expensive to fill. This can be justification for additional resources, or targets for reducing costs if possible. Looking at cost per hire by location will give you a sense of geographical effectiveness of your recruitment. Looking at the cost per hire of different recruiting channels can help determine channel effectiveness as well. There are a dozen ways to play with cost per hire, but all of them can help you eliminate unnecessary costs or reallocate recruiting resources in more efficient ways.

3. Source of hire or channel effectiveness

Truck driver recruiting today uses more sources and channels than ever before. Gone are the days of just magazine, radio, and billboard ads. Digital is king now, with more and more leads coming in from Google searches, Facebook postings, and online job boards. Identifying where applicants are coming in from can be incredibly helpful.

Recruiters can allocate costs and resources more effectively when they have a keen sense of where leads are coming from.

Understanding channel effectiveness can be done by measuring the number of successful conversions by channel. You can also break down channels by job type or geographical region. Don’t assume that the same channels or sources are equally effective across jobs or locations. Maybe your OTR job leads come in mostly through referrals, while company drivers come in through Facebook.

As mentioned above, you can also calculate the cost efficiency of your sourcing channels by measuring the amount of money spent on advertisements on each channel. Divide the ad spend by the number of visitors who successfully applied to the job to measure the sourcing channel cost per hire.

The lead sources that have the lowest cost per hire over the last few months should get the priority of your recruiting budget.

Put your money there for recruiting to be most effective. Again, careful to not do it across the board for all job types or geographical areas. The ideal is that you know which source is the most effective in each region for each different job type. Then allocate your recruiting budget to those sources and watch your leads grow, while still having surplus in your recruiting budget.

4. Quality of hire / first year quality

Some of the above measures take into account truck driver recruiting efforts before the job starts, but there are other important metrics which measure post-hiring. Connecting job performance with truck driver recruiting can help improve your recruiting efforts and allow for trends in quality of hires to be benchmarked and compared. We already know you’ll measure retention, but that doesn’t paint the whole picture. Measuring quality of hire after the first year on the job will give a sense of whether the hire was successful or not.

If truck driver recruiters are hiring low-quality talent, then the carrier is wasting valuable resources on hiring poor drivers.

Quality of hire is a simplified performance rating. Any time an employee’s performance is measured, there is a certain amount of subjectivity. Nevertheless, speaking to the hiring manager or supervisor and other colleagues will start to paint a picture of the performance of your hires. This can take into account everything from productivity to cultural fit with the fleet and the carrier. A simpler method is to measure the percentage of candidates submitted by recruiters who are accepted for employment plus the percentage of these that do not leave, divided by two. This indicates the effectiveness of the recruiter in identifying top talent. Along with turnover rate, first year quality will tell you the value that new drivers bring to the fleet and will distinguish your efforts to hire the best candidates.

5. Job satisfaction

We’ve recommended this before and haven’t changed our minds- measuring employee satisfaction is one of the secrets to maximizing retention and combating the driver shortage. Drivers and fleets are both looking for a strong match. If drivers aren’t happy with their carrier, it’s only a matter of time before they’ll start looking for a job elsewhere that appeals to them more. Given the driver shortage, your fleets can’t afford to lose a driver after already spending resources on hiring and onboarding. Do whatever it takes to keep drivers longer, and that starts with measuring their job satisfaction. You can measure this on a number of different dimensions, such as satisfaction with hours/home time, dispatchers, company culture, pet policy, etc. Having open-ended driver feedback is best, so that you learn about drivers’ likes, dislikes, wishes, and frustrations in more detail.

After drivers have given feedback, it’s the carrier’s responsibility to address their concerns, or risk losing them to rival carriers.

Measuring fleet managers’ satisfaction with drivers will also provide a 360-degree consideration of satisfaction. Ideally both parties are satisfied and no disputes need to be resolved. A low job satisfaction rating by the driver or the fleet manager indicates that the driver was either a poor fit for the position, or that job expectations were not clearly communicated. Either way, this provides more information to truck driver recruiters. Recruiters can use this information to either improve the quality of hires or improve their recruitment practices to provide a more realistic job preview.

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

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There’s a multitude of choices out there for CDL drivers when it comes to searching for a new truck driving job. Jobs are being advertised every day in truck stops and magazines. Add to that the barrage of emails, text messages, and phone calls drivers get daily, the messaging can become overwhelming. And definitely confusing.

An employer’s goal should be to get their job posting in front of drivers in a marketplace once the driver is ready to receive it, and where the driver is comfortable giving out their personal information to connect. Truck drivers should trust that the job board will help find the best matches for the specific type of job they want. But that doesn’t always happen. Here are 4 pitfalls to know before using another truck driver job board website.

1. Quantity Over Quality

Many job boards pride themselves on the premise of “quantity over quality”. It’s all about the volume of leads. Carriers want to find pools of available drivers to fill their open jobs. But does more always mean better?

Some job boards claim to have thousands, hundreds of thousands, or even a million+ drivers. But if all of those “leads” don’t have anything to do with the types of jobs you’re seeking to fill, what difference does it make?

You’re going to still need to do a lot of work to sift through that pile of names to try and find someone who fits your needs. Focusing on quality over quantity has many benefits. Although the approach requires having a more methodical recruitment system, it can end up saving you time, money, and energy in the long-run.

2. Driver Privacy / Information Security

Hiring managers want more than just a name and phone number to start a conversation with a prospective driver. A completed DOT application is probably your ideal place to start. However, for drivers to feel comfortable providing more than some basic personal data, those drivers need to trust that their information is safe and secure and not going to be sent out or sold without their knowledge.

Job boards are notorious for sharing collected information with third-parties.

You should make sure you’re listing your jobs with reputable services so that drivers are willing to share more information with you prior to connecting with them. This helps ensure your search for a candidate starts off on the right foot.

3. Driver-Focused

Truck driver job boards often don’t have the drivers’ needs first. If the focus isn’t about what’s in it for the driver, the job postings on those boards might not get much traction if they don’t grab the driver’s attention and keep it.

Driver-centric recruiting techniques result in the most fruitful leads. When searching for job boards, be sure that they fit the drivers needs with the way they work and the way that they interact with them. Being mobile friendly, easy to use, and most importantly, speaking to drivers in a way they want to be spoken to, are things that make drivers feel like a particular truck driver job board is a good for them.

4. Qualified Matches

Truck drivers only decide to go looking for a new job when they no longer feel that their current job is meeting their needs. Those needs might be financial, driving preferences, work / life balance considerations, time away from home, or benefits related.

No matter what the reason, any good truck driver job board should know what the driver is looking for, as well as what the carrier needs are in order to produce a good match. A match that is qualified on each side’s preferences.

If you take a little bit more time up-front to be clear on what you’re looking for and what type of company the job is for, you can find yourself further down the hiring path faster, with the perfect candidate for your next hire.

If you’ve already spent too much time searching for truck driver job boards that you hope will find you great candidates to hire, we invite you to try something different and register with Drive My Way. We pride ourselves in standing out in the market, focusing on matching you with the right driver for your job instead of providing you with a giant list of “leads” that waste your time. If you’re ready to try something different and recruit for retention, schedule a demo of our platform today.

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Find and Retain Qualified CDL Drivers

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

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In an industry like trucking, a few bad mistakes when recruiting truck drivers can set a company back significantly, leaving your trucks unoccupied shortly after you fill them. Here are 3 mistakes to avoid when recruiting truck drivers for you CDL jobs.

1. Stop Having a Long Response Time

In this highly-competitive market, it’s critical that recruiters reduce their response time to drivers as much as possible. When a driver inquires about a job, it’s essential that the recruiter contacts that driver within minutes of receiving the expressed interest.

The reasoning is drivers are contacted constantly by countless companies about a variety of jobs. Waiting too long to respond to their inquiry will increase the probability that the driver won’t remember your job standing out in the mix of everything else they expressed interest in.

According to industry research, recruiters who contact drivers within 5 minutes of receiving their inquiry drastically increase the probability of speaking to the driver.

The longer you take to contact your prospects, the more likely it is they will be driving for a different fleet. As we’ve mentioned in our Top 7 Reasons Truck Drivers Decline Your CDL Jobs eBook, the number one reason drivers decline is because they got another job faster.

2. Stop Sorting Through Unqualified Leads

Recruiters don’t have time to waste. Their task lists are typically never-ending and every minute of their work day is allocated to a specific task. However, many recruiters tell us they get sucked in to sorting through unqualified leads for their CDL jobs, wasting countless hours each week.

That’s because most truck driver recruiting platforms are focused on delivering as many leads as possible instead of only delivering qualified drivers that actually match with the job.

It’s frustrating for a recruiter to sort through hundreds of leads each day, only to have nothing to show for it at the end of the week. Recruiters that focus on finding the right candidate for their position will not only improve their hiring process, but will also start recruiting for retention.

However, it’s important to note that attracting qualified candidates for a job requires a company to clearly specify what they are looking for. The job description and advertisement must explicitly state compensation, home time, benefits, etc. in order to match with a driver that is truly looking for that job from a professional and personal standpoint.

3. Stop Ignoring Driver Feedback

Companies who are dedicated to having and maintaining a great reputation constantly listen to drivers, make adjustments to their strategy, and revise their recruiting methods accordingly.

Too often we hear about drivers who share their feedback with a company only to never see it implemented. Now, we fully recognize that not all driver feedback is applicable. But, when a recruiter receives a gold nugget from a driver, using it to improve should be the action taken.

In addition, companies often receive feedback from drivers in regards to pay, home time, etc. on a variety of advertisements they deploy for their jobs. These are a great way to see inside of a driver’s mind and objectively assess how the company stacks up in the market. Take this real-time feedback seriously, engage with the drivers, and make changes when applicable.

Avoiding these common truck driver recruiting mistakes will set employers up for success in the market, allowing them to fill their trucks faster, and better yet, keep them full longer.

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Find and Retain Qualified CDL Drivers

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

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3 Ideas for Improving Your Truck Driver Benefits Package

As a recruiter for truck drivers, you know that the driver shortage means that finding the best talent can be difficult. With turnover also being high, retaining drivers can be even more challenging. The best companies are offering great truck driver benefits in addition to good salaries and bonuses. While salary and cents per mile are important figures, drivers know they aren’t the whole package. The experienced driver recognizes that a strong benefits package can be more valuable than sign-on or referral bonuses.

Benefits also build a driver-centric company culture where drivers feel valued and respected. Word-of-mouth about benefits will soon spread to attract other drivers. While there are some industry standard benefits that you should definitely offer, you can also supplement them with your own unique additional benefits that reflect your company and brand. With so much on the line, here are three components to include to improve your truck driver benefits package.

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There are two main approaches to recruiting truck drivers in the industry. The first focuses on sheer numbers. Cast as wide a net as possible and you’ll have dozens of potential leads to consider for open jobs. The second focuses on lead quality over quantity. This can be a more time-consuming and tedious process, and you’ll have to narrow the search a bit. Then you focus your efforts on the high-quality applicants to convert them to drivers for your fleet.

There is much to be said about the quality approach, including the fact that it wastes less money and time in the long-run. While we aren’t going to solve the quality versus quantity debate, we do know that there are a few things you can do as a recruiter to increase the quality of your leads. Here are three strategies to focus on to improve truck driver lead quality.

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Working with owner operators in the trucking industry is much different than working with company drivers. If you’re hiring owner operators, the benefits include not having the responsibility of purchasing and maintaining the rigs. Owner operators are also often more experienced drivers and have better safety records. The drawbacks are that it is much more expensive to hire owner operators, with the average salary around $140,000 per year.

Owner operators have different values and personalities than most company drivers. They are more independent, entrepreneurial-minded, and adventurous than the average company driver. Therefore, recruiting owner operators to your company is a whole other ball game from recruiting company drivers. Here are three tips for recruiting owner operators to your fleet.

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4 CDL Truck Driver Retention Strategies

Recruiting great drivers is tough enough, but retaining top drivers is even tougher. While the driver shortage is the main obstacle to recruitment, turnover is the reason it is difficult to retain truck drivers. It’s no secret that the industry faces high turnover rates. According to some surveys, over 50% of newly hired drivers will leave their carriers within the first six months.

Apart from offering higher and higher salaries and compensation packages, the real answer to the turnover problem is driver engagement. Drivers who are engaged with the job and the company are better and safer drivers and are more likely to stick around for longer. Here are four CDL truck driver retention strategies to maximize driver engagement.

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best-ways-to-recruit-truck-drivers

In an industry like trucking, it can always be difficult to find new talent. This is especially true given the ongoing driver shortage. Recruiters for truck drivers need to constantly use a mix of old and new tactics to search for, select, hire, and then retain truck drivers. Here are some of the best ways to recruit truck drivers using sound practices.

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As a recruiter, you get barraged with job applications. The ratio of job applications for each open position can be overwhelming for recruiters to deal with. Sifting through dozens of applications and remembering each and every candidate can be exhausting, not to mention time-consuming.

Yet, it can be extremely helpful to contact truck drivers faster and speed up the hiring process. It goes without saying that if you don’t contact job candidates fast enough, you’ll lose them to someone else. There are also many other reasons to contact truck drivers faster during the hiring process and maintain open lines of communication and dialogue.

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What do truck drivers look for in jobs? What are the most important traits to them? These are the questions that pester recruiters in the back of their minds. Recruiters know that there is a driver shortage, and that truck drivers are looking for the best jobs they can find. If drivers aren’t happy then, they will quickly move on to finding another job with another fleet. We’ve written previously about the top factors truck drivers want. Now let’s look at some of the top traits of the best trucking jobs as drivers see them.

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