Flexible Recruitment: Leveraging Strategic Partnerships to Hire Drivers During Market Fluctuations

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Flexible Recruitment: Leveraging Strategic Partnerships to Hire Drivers During Market Fluctuations

The trucking industry has faced its fair share of challenges in recent years – global supply chain disruptions, an enduring driver shortage, the ongoing freight recession, and widespread economic volatility. As freight markets declined and margins came under pressure, many companies were forced to restructure. Their talent acquisition and recruitment teams bore the brunt, downsized through layoffs, underfunded, or in some cases, abandoned completely. 

 

However, one fundamental truth persists: the need for skilled, reliable drivers remains constant, regardless of fluctuations in freight demand. Even when freight volumes dip, companies must maintain operations and have drivers ready to meet customer needs. Furthermore, the truck driver workforce is aging, necessitating replacements for those nearing retirement. High turnover rates also demand continuous hiring to backfill vacant positions. Trucking companies simply cannot afford to hit pause on driver recruitment and retention efforts, even amid market downturns. 

 

While rebuilding internal recruitment and talent acquisition requires significant investment, flexible, outsourced hiring solutions offer an alternative path to maintain a robust talent pipeline. This proactive approach ensures organizations are poised to swiftly meet their hiring needs when demand inevitably rebounds, without missing a beat. 

 

The American Trucking Associations (ATA) projected a staggering driver shortage of over 82,000 for 2024, a sharp increase from the previous year’s estimate of 60,000. This widening gap is fueled by the industry’s struggle to recruit and retain drivers from newer generations, coupled with the impending retirement of a significant portion of the current workforce, whose average age hovers around 47. 

 

Pausing recruitment efforts during market downturns leaves companies in an unfortunate position when market conditions or turnover requires a quick shift. The costs of rushed hiring, compromised candidate quality, and the inherent inefficiencies of rebuilding internal recruitment teams can outweigh any perceived short-term savings. Instead, a prudent long-term strategy is to find a way to nurture relationships with prospective drivers continuously. 

 

The Scalability of Outsourced Recruitment  

 

Many companies and HR leaders may be expecting AI to fill talent acquisition roles in the future, with the hope that automation will drive efficiency and productivity when they need to begin hiring again. However, while certain aspects of the recruitment process can be automated, key elements of the candidate experience still require human interaction and personalization – something that AI is not yet capable of replicating effectively. 

 

Moreover, the technology to fully automate recruiting is still in its very early stages. Relying solely on AI to fill the void left by downsized recruitment teams is a risky proposition that could leave companies struggling to attract and hire top talent.  

 

In the near term, strategic recruiting partners offer an effective and affordable solution for companies seeking to maintain their hiring capabilities without the overhead of full-time in-house teams. By partnering with external experts, organizations gain the scalability to align their resources with dynamic market conditions. External recruitment partners offer the flexibility to ramp up or down based on hiring needs, allowing companies to seamlessly scale their recruitment efforts as demand fluctuates. 

 

Forward-thinking providers in the driver recruitment space have already begun to adapt their strategies to meet the evolving needs of both drivers and carriers. Companies should be looking for partners who leverage targeted job distribution, provide exclusive access to engaged driver communities and real-time matching technology to facilitate a tailored candidate experience that balances the need for automation with the human touch that drivers crave. 

 

As companies navigate the uncertain road ahead, partnering with experienced providers offers a cost-effective way to maintain hiring momentum and build a robust talent pipeline. The key lies in finding a partner that understands the unique challenges of the trucking industry and has the agility to adapt to changing market dynamics while keeping the driver experience at the forefront. 

 

The Value of Driver-Centric Recruitment 

 

In today’s competitive job market, drivers demand personalized experiences and meaningful connections throughout the recruitment process. Recognizing this shift, providers like Drive My Way prioritize driver-centric strategies that resonate with candidates on a deeper level. By leveraging an outside recruitment partner, companies can tap into a range of benefits that enhance the driver experience and improve overall hiring outcomes, such as: 

 

Real-time feedback insights: Drive My Way is uniquely positioned to provide carriers with  real-time feedback from those highly sought after passive candidates who meet the minimum job requirements, but decline the invitation to pursue the job, providing valuable insights into the reasons behind their decision. This feedback – from your jobs as well as others – can help identify areas for improvement in job descriptions, compensation packages, or other factors that may be deterring potential candidates. 

 

Enhanced job matching: By leveraging driver preference data, Drive My Way facilitates better job matching, ensuring that drivers are presented with opportunities that align with their skills, experience, and personal preferences. This increases the likelihood of a successful hire and long-term retention. 

 

Personalized driver engagement: Drive My Way uses driver preference data to tailor communication and job opportunities to individual drivers’ needs and desires. This personalized approach demonstrates a commitment to understanding and meeting the unique requirements of each driver. 

 

Optimized compensation and benefits: Insights gathered from driver preferences can inform refinements to compensation packages and benefits offerings. By understanding what drivers value most, Drive My Way helps companies optimize their compensation strategies to remain competitive in the market. 

 

Strengthened driver relationships: Open communication channels facilitated by strategic partners like Drive My Way can foster stronger relationships between drivers and potential employers. Maintaining ongoing communication and gathering feedback throughout the recruitment process helps build trust and demonstrates a commitment to driver satisfaction. 

 

Enhanced brand visibility: Drive My Way offers expertise in cultivating brand awareness, helping companies effectively communicate their unique value proposition to potential drivers. This can help companies stand out in a crowded market and attract the attention of top talent. 

 

Compelling employer value proposition: A well-crafted employer value proposition (EVP) is essential for attracting and retaining top driver talent.  Drive My Way helps companies develop EVPs that showcase their vision, mission, values, and culture, resonating with drivers who seek alignment with their personal goals and lifestyles. 

 

 

 

The trucking industry’s relentless cycles underscore the importance of maintaining consistent driver recruitment and retention efforts, especially during market fluctuations. By capitalizing on Drive My Way’s growing community of more than 160,000 engaged drivers alongside their specialized recruiting expertise, companies gain the flexibility and scalability while prioritizing driver-focused strategies. 

 

This proactive approach nurtures relationships, ensuring a robust talent pipeline is ready when the tides inevitably turn.  

 

If you’re ready to explore how Drive My Way’s personalized driver recruiting solutions can help you navigate market fluctuations with confidence, bring your open jobs to a live demo session, and watch as we uncover the perfect matches for your company. 

How to Recruit Gen-Z Drivers Entering the Workforce

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How to Recruit Gen-Z Drivers Entering the Workforce

The future of the trucking industry will soon be in the hands of drivers who right now might not even be old enough to obtain a CDL.  

 

Although this could seem worrisome to industry veterans, in a field as dynamic and impactful as transportation and logistics, growth, innovation, and evolution are essential to ensure the continued success of truck drivers and carriers nationwide.  

 

Recruiting Gen-Z drivers has become key to overcoming ongoing issues plaguing the industry, such as the driver shortage, high turnover rates, and the slow adaptation of advanced technology.  

 

Keep reading to find out why hiring Gen-Z drivers is becoming increasingly important, and how you can cater your recruiting efforts to appeal to young drivers just entering the workforce.  

 

First, Understand Gen-Z Priorities 

To attract and retain Gen-Z drivers, recruiters must understand what motivates them.  

 

In general, Gen-Z refers to anyone born between 1997-2012. This represents about 20% of the US population, and nearly 30% worldwide.  

 

A group that is large has the potential to greatly impact recruiting practices in every field, so it’s important to recognize their preferences and priorities. More than any generation before, Gen-Z drivers value fair pay, a work/life balance, and opportunities for professional development. They prefer authenticity in messaging and expect to have the chance to provide feedback on company policies.  

 

Gen-Z drivers are also more likely to ask about safety, company diversity, and further educational opportunities. Considering the priorities and interests of these younger drivers is a key step in tailoring your recruiting efforts and hiring practices to effectively appeal to this growing sector of the workforce.  

 

Utilize Technology  

The best way to reach out and connect with Gen-Z drivers is through technology. As the definition of a generation raised on the internet, younger candidates will respond better to recruiting strategies that utilize technology, and, when hired, will be able to assist employers in adapting the newest technological solutions.  

 

From the first touchpoint with Gen-Z candidates, ensure that your hiring process is easily accessible from anywhere and utilizes multiple digital platforms, while remaining personalized and authentic.  

 

Truck drivers in general are constantly on the move and often only have access to digital information through a smartphone, so applications should be streamlined and easy to fill out. Instead of gathering all the necessary information in the first application, consider shortening the form and instead finding out more information in a follow-up call or email.  

 

When advertising open positions to Gen-Z candidates, it is important to utilize multiple social media and digital recruiting platforms, such as Instagram, LinkedIn, Indeed, and ZipRecruiter. Recruiters should also be available to talk by a wide range of methods throughout the entire process, including by phone call, text message, email, and in-person.  

 

Gen-Z drivers are more likely to be attracted to carriers advertising the newest technologies, making investing in advanced safety features, digital freight matching, and route optimization software a smart decision in the long run. Besides the innate benefits of technology, Gen-Z drivers will be comfortable using these services and will gravitate towards fleets that prioritize innovation and efficiency. 

 

Emphasize Education and Training 

Gen-Z drivers strongly value opportunities for growth and development, making it important to offer options to further your driver’s education and training.  

 

Promote professional growth by offering career pathways and clearly outlining career progression within the company. Emphasize how even the newest recruits can move from entry-level positions to more specialized roles to foster a healthy sense of competition and hard work.  

 

Gen-Z drivers will also appreciate the chance to develop new skills through continuous learning programs such as industry certifications, workshops, and mentorship opportunities.  

 

Tuition reimbursement for the costs of CDL school is another benefit that is likely to attract younger drivers. Whether done in full, partially, or incrementally over time, tuition reimbursement has been proven to increase driver retention rates and underscore an employer’s commitment to investing in their drivers’ education.  

 

Authenticity Counts  

Often considered a more cynical generation than any before, authenticity is essential in recruiting and retaining Gen-Z drivers.  

 

They know that job postings are available for any qualified candidate, but they still want to feel like the messaging is sincere and targeted. This can be where the importance of brand advertising and a clear brand identity comes to play. By creating a distinct voice and “driver-centric” perspective for your company, you are more likely to connect with all candidates, including those who aren’t even actively seeking a new job.  

 

From frequent posts on social media to highlight company culture to offering competitive pay and benefits, there are many ways to prove your company as a driver-centric organization that values individual feedback and prioritizes the well-being and growth of its drivers.  

 

Driver engagement surveys and one-on-one meetings are valuable methods to garner real feedback and assess overall driver satisfaction rates. However, like any feedback method, actual changes must take place based on driver input, or they will feel inauthentic and disingenuous.  

 

A Sense of Responsibility  

Gen-Z is also known as the generation that most values a sense of responsibility and giving back. Whether it’s concerning the environment or combating workplace inequalities, Gen-Z drivers are more likely to work for and remain at companies that demonstrate a commitment to these issues as well.  

 

Embracing modern modes of sustainable transportation such as electric vehicles and fleet management software won’t just save your carrier more money and time overall, it will also attract forward-thinking drivers who want to be a part of the future of the transportation industry.  

 

Gen-Z drivers also value an emphasis on equality and the inclusion of underrepresented communities in the industry. Consider promoting safety training and support systems for female drivers, while encouraging recruiters to diversify their candidate selection pools and implementing inclusive policies that cater to diverse backgrounds and perspectives. 

 

 

For more advice on updating your recruiting methods and increasing driver retention rates, be sure to follow us on social media and check out the rest of our Employer Blog posts.  

How to be Proactive During the Driver Shortage

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How to be Proactive During the Driver Shortage

In today’s highly competitive market, transportation companies often face an uphill battle when it comes to recruiting and retaining qualified drivers.  

 

The ongoing driver shortage has been especially impactful on traditional recruiting methods, amid a post-pandemic oversupply of carriers and record high turnover rates.  

 

With the American Trucking Associations (ATA) projecting a driver shortage of over 82,000 for 2024, it’s important for carriers to be proactive and embrace modern recruiting solutions in order to stay ahead of the curve and remain competitive in this evolving industry.  

 

What’s Causing the Shortage? 

In a constantly expanding economy, some might wonder how there is still a truck driver shortage, especially amid a serious freight recession.  

 

While there currently are more carriers than available freight, industry experts worry about the shifting demographics of the trucking workforce as less younger people enter the field and more drivers age out and retire.  

 

The trucking industry has also historically struggled to attract female drivers and other members of underrepresented communities due to a lack of accommodation, safety measures, and support. This disparity continues to limit industry growth and development, despite increasing representation in leadership roles.  

 

At the same time, many drivers have left the field entirely, reporting low pay, insufficient benefits, and a challenging work/life balance. In fact, the transportation industry has lost 6% of its workers since the pandemic, and experts are expecting a shortage of 160,000 drivers by 2030.  

 

Prioritize Retention  

The best strategy to safeguard against the ongoing shortage is to retain the drivers you already have by demonstrating your commitment to their needs. By offering competitive pay and comprehensive benefits, you can create a positive work environment that attracts top talent and decreases turnover rates.  

 

Many drivers leave positions due to feeling underappreciated and unmotivated, which can make your carrier stand out by providing performance-based incentives and opportunities for bonuses such as referral programs, anniversary gifts, or driver-of-the-quarter awards.  

 

It is also important to enhance onboarding processes and prove to your drivers that you’ll be supporting them from the initial interview to their first day behind the wheel and beyond. Implementing frequent touchpoints throughout the hiring process improves communication and allows drivers to become more quickly integrated with existing company culture.  

 

Route optimization software and digital freight matching platforms can also improve the driver experience and even save your company money in the long run. By leveraging modern technology you can reduce down time between loads, create more efficient runs, and make your job offering more attractive.  

 

Diversify Your Selection Pool  

Another proactive strategy is to broaden the scope of your candidate selection pool. By reaching a larger and more diverse audience of differing ages, backgrounds, and experience levels, your company can ensure a steady influx of skilled drivers despite the challenges posed by the ongoing shortage.  

 

Meet drivers where they’re at by posting to a variety of online job boards and social media platforms. Innovative recruiting technology, including AI-driven applicant tracking systems and intelligent driver match technology, such as Drive My Way can make it easier to reach wide audiences and achieve better alignment between drivers and carriers.  

 

It is also beneficial to promote inclusivity by providing opportunities that support members of underrepresented communities in trucking, including women and people of color. These groups can be an untapped resource when looking for new drivers, so consider partnering with important organizations such as Women in Trucking or create a culture of support and acceptance through mentorship programs and training.  

 

Invest in the Future 

Sometimes, the best advice to overcome current setbacks is to set your sights on the future.  

 

By providing educational opportunities for your drivers, such as subsidies that cover the cost of obtaining a commercial driver’s license or other essential training, carriers can attract more candidates that might otherwise have been deemed unqualified.  

 

Partnerships with driving schools are another way to establish a direct pipeline of trained and qualified candidates while demonstrating your commitment to driver education. Hiring recent CDL graduates can also help build a strong foundation of drivers that will benefit your fleet as more seasoned drivers begin to retire.  

 

If your company isn’t currently hiring but you’re worried about experiencing future effects of the shortage, a driver waitlist could be the right solution. With this strategy, you can make offers to qualified drivers, but extend their start date out by as much as three months. Driver waitlists can help recruiting departments run more smoothly while ensuring a steady pipeline of potential hires for when positions become available.  

 

The truck driver shortage has already had a large impact on both carriers and drivers alike, making hiring more difficult while placing a larger demand on all drivers remaining in their positions. However, these strategies can alleviate some of the burden currently felt in all corners of the transportation industry.  

 

For more information on industry trends and how to stay ahead of the curve when recruiting and retaining quality drivers, head to our Employer Blog or connect with us on social media.  

 

What Does It Mean to be Driver-Centric?

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What Does It Mean to be Driver-Centric?

In a rapidly evolving industry, the term “driver-centric” has emerged as a pivotal approach for truck driver employers and recruiters to attract top talent and decrease high turnover rates.  

 

A driver-centric company prioritizes the needs, well-being, and satisfaction of truck drivers throughout every aspect of the recruitment and employment process. From the initial application process, through orientaion, and every day behind the wheel, a driver-centric approach acknowledges the indispensable role of CDL drivers and aims to create a supportive and fulfilling environment for them.  

 

Keep reading to find out what a driver-centric approach really entails, and how to transform your recruitment methods to increase employee satisfaction while attracting and retaining qualified drivers.  

 

Understanding the Driver Perspective  

To adopt a driver-centric mindset, recruiters and employers must first understand the unique challenges, aspirations, and needs of truck drivers.  

 

This involves recognizing the demanding nature of the job, including long hours on the road, time away from home, and the importance of work/life balance. Additionally, acknowledging the diverse backgrounds, experiences, and motivations of drivers is crucial for tailoring recruitment strategies and employment practices effectively. 

 

Listening to your drivers and responding to their feedback is also key to demonstrating your commitment to driver needs and experiences. Consider implementing driver programs that display this commitment, such as one-on-one meetings, driver adivisory groups,  driver engagement surveys, or platforms for anonymous suggestions. Although seeing members of the team depart is always difficult, it is also important to conduct detailed exit interviews to gauge driver satisfaction levels.  

 

Driver recruitment methods should always take into account the driver perspective and meet candidates where they’re at. Utilize multiple social media platforms to broaden the scope of your reach and target all drivers, regardless of whether or not they’re actively seeking a job or not.  

 

Investing in Drivers 

Being driver-centric also means investing in training and development and optimizing processes to make a positive recruitment experience for every candidate.  

 

Ensure that your online application is user-friendly and optimized for mobile devices, and consider implementing features like an e-signature to streamline the application process. Leveraging online solutions for verification, such as VOE and Clearinghouse, will also save both applicants and recruiters time and energy.  

 

Drivers appreciate efficient and convenient communication, so it is important to utilize multiple channels for interviews and updates, such as texting and video chat. Touchpoints are essential throughout the entire application process to keep candidates on the same page and demonstrate your company’s commitment to communication and transparency.  

 

Additionally, investing in professional development programs, safety training, and skills enhancement initiatives are key strategies to support drivers’ career advancement and personal growth. Providing access to resources, mentorship opportunities, and feedback mechanisms fosters a culture of continuous learning and improvement that will attract qualified drivers looking to grow with the company.  

 

Driver-Centric Pay & Compensation 

Is pay the most important factor in driver recruitment? 

 

This is a question that many recruiters and employers ask themselves, and it’s paramount to consider when taking a driver-centric approach to recruiting. The answer is that many factors are extremely important to CDL drivers, but compensation and benefits often top the list, such as in Drive My Way’s 2023 Driver Happiness Report.  

 

That is why offering competitive compensation and benefits is essential for attracting and retaining top talent in the trucking industry. Driver-centric employers must recognize the value of fair pay, including competitive wages, performance-based incentives, and opportunities for bonuses. 

 

Moreover, comprehensive benefits such as health insurance, retirement plans, and paid time-off contribute to the overall well-being and job satisfaction of truck drivers. Many employers implement driver reward programs such as referral bonuses, anniversary gifts, or awards such as driver of the quarter or year.  

 

If your company pays per mile driven, make sure to optimize your drivers mileage by reducing down time between loads and creating more efficient routes through technology such as telematics and digital freight matching.  

 

Emphasize Health & Safety 

Another way to show that your company puts drivers first is by focusing on employee health and safety.  

 

In the trucking industry, this involves implementing rigorous safety protocols, promoting adherence to regulations, and providing access to wellness programs and resources. Proactive measures such as regular health screenings, ergonomic equipment, and fatigue management strategies also contribute to creating a safe and supportive work environment for drivers. 

 

Reminding drivers of the importance of eating well, taking breaks, and remaining active while on the road will create a healthier and happier fleet of drivers.  

 

In a profession as potentially isolating and lonely as trucking, prioritizing and protecting mental health is just as important as physical health. Suggest resources to your drivers such as BetterHelp, which is an online platform that provides access to licensed, trained, experienced, and accredited psychologists.  

 

 

At its core, being a driver-centric company means that your drivers earn a reasonable living while maintaining a work/life balance in an environment that is suitable to them. However, truly being driver-centric is not something that employers decide, it is a reputation earned through the experience of every driver and employee.  

 

For more tips and tricks to improve your driver recruitment and retention methods, be sure to stay up-to-date on our Employer Blog posts and connect with us on social media.  

 

 

The Importance of Brand Advertising

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Brand Advertising

In today’s competitive market, it’s more important than ever to have a clear brand identity that is communicated in every social media post, job listing, and recruiting event.  

 

Whether your company is looking to attract new talent, find different suppliers, or simply stand out among the competition, brand advertising is essential to creating and promoting a unique identity to the public.  

 

Continue reading to find out the importance of brand advertising, and how your company can leverage its brand to differentiate itself from competitors, build trust, and establish a strong presence in the market. 

 

What Makes Brand Advertising Important? 

In simple terms, brand advertising refers to the strategic efforts a company makes to promote its unique identity, values, and offerings to the public. It’s all about creating a memorable and positive impression of the company in the minds of potential customers, employees, and other stakeholders. 

 

In the trucking industry, brand advertising is key to recruiting and retaining qualified drivers while distinguishing your company from the growing number of carriers in this highly competitive market.  

 

By fostering a sense of belonging and pride in being associated with your brand, you will not only attract new talent but also cultivate loyalty among existing employees. This can protect against industry-wide turnover rates and increase overall employee job satisfaction.  

 

In a field where safety and reliability are essential to long term success, a well-crafted brand image can also convey professionalism and commitment to excellence. Highlight company safety measures and rigorous protocols to demonstrate your dedication to ensuring the well-being of your drivers and to reinforce your reputation as a trustworthy and dependable employer.  

 

Additionally, showcasing accolades, certifications, and industry recognition further solidifies your brand’s credibility and sets you apart as a leader in the transportation industry. 

 

Tell Your Story 

Brand advertising at its core is an opportunity to differentiate your company by emphasizing what makes it unique. When deciding how to market your brand, consider what sets your company apart.  

 

Is it your exceptional safety records, commitment to driver work/life balance, or your top-of-the-line equipment? Do you want your company to be known for supporting new drivers through mentor training programs, or for offering competitive pay and benefits? 

 

The best way to communicate your unique story in a relatable and engaging manner is to use real-life examples to showcase your values and culture. Consider interviewing your longest-tenured drivers to understand what factors make them want to stay with your company, then be sure to share their experiences and insight in your marketing efforts.  

 

Utilize Social Media 

Digital marketing is key to recruiting drivers and promoting your brand in today’s world. Social media provides a chance for carriers to meet potential candidates where they’re at, whether they’re actively looking for a job or not.  

 

Social media platforms also can be useful to showcase your company culture and brand. Post photos and stories that highlight daily life within your organization, celebrate achievements, and introduce your team. Encourage drivers to participate in content creation, serving as “influencers” for your company. 

 

Providing a window into your company’s world helps potential drivers visualize what it’s like to work with you. It fosters a sense of community before they even apply, and allows your brand to be defined by more than just mission statements and technical information.  

 

Maintain Consistency 

An important consideration to keep in mind when building a brand is to maintain consistency across all channels. This is essential for establishing credibility and trust and will reinforce your brand and company’s values no matter which platform or recruiting method is used.  

 

Consistency also builds recognition, such as through vehicle branding or distinctive logos. This can help your carrier become the first thing that comes to mind when a driver or customer needs your services, and can increase your standing in the industry.  

 

The most effective brand advertising of yout employment value proposition often comes from a collaborative effort between HR and marketing teams, which increases the likelihood of concise and consistent branding. By utilizing the skillsets of both teams, carriers can clearly communicate their values whether they are actively hiring or not. Even during periods when immediate recruitment isn’t the focus, this collaboration ensures that the company’s mission and commitment to drivers remain visible and resonate with the industry at large.  

 

 

 

For more tips and tricks to stay ahead of the curve in today’s highly competitive market, be sure to keep up with our latest Truck Driver Blog posts and connect with us on  social media. 

Looking to Diversify Your Candidate Selection Pool? Here’s How

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Diversify Your Truck Driver Candidate Pool

In today’s highly competitive market, there’s no “one size fits all” approach to recruiting and retaining qualified truck drivers.  

 

Recruiters must be willing to explore a variety of strategies and sources to find top talent and build strong, reliable teams. By increasing the scope of your recruiting efforts and demonstrating your commitment to the needs of all your drivers, you not only enhance the diversity of your candidate selection pool, but also foster a culture of inclusivity and understanding within your company.  

 

Keep reading to find out why diversifying your candidate selection pool contributes to a more dynamic and innovative workforce, and how expanding your recruiting efforts could position your company for long-term success in the ever-evolving landscape of the transportation industry. 

 

Why does this matter? 

You might wonder why you should expand your candidate selection pool if you’ve seen continued success from your long-time sourcing strategies.  

 

Even if you have a steady stream of applicants and a team of quality drivers, it’s still important to focus on future growth and prepare for potential changes in the industry. By expanding your candidate selection pool, you not only mitigate risks associated with unforeseen challenges, but also ensure adaptability and resilience in the face of evolving demands and opportunities. 

 

Sourcing your candidates from a diverse array of backgrounds, experience levels, and skill-sets also improves the overall function of your company. Diversity is not just a buzzword, it is something that helps companies better reflect the communities they serve while driving innovation and improved decision-making.  

 

Diverse teams offer a wider variety of perspectives and experiences, which leads to more effective problem-solving and creative solutions. In a field like trucking, where split-second decisions can have a large impact, diverse perspectives also enhance safety and efficiency.  

 

Broaden your reach  

The best approach to diversify your candidate selection pool is to source your drivers from a variety of channels. It’s important not to rely on a single method, especially as technologies change and the industry continues to grow.  

 

In today’s industry, social media should play a large role in your recruiting efforts, alongside traditional methods such as flyers, recruiting fairs, and team referral benefits. Meet drivers where they’re at by posting to a variety of online job boards and social media platforms, ensuring maximum visibility and engagement. By leveraging the power of social media, you can reach a broader audience of potential candidates, including passive job seekers who may not actively be searching through traditional channels.  

 

Utilize innovative technology to assist with your recruiting efforts, such as AI-driven applicant tracking systems or intelligent driver match technology. Driver-centric platforms, such as Drive My Way’s personalized recruiting software that matches truck drivers and owner operators with carriers looking to hire, can revolutionize your recruitment process by streamlining candidate selection and ensuring better alignment between drivers and carriers.  

 

Embrace diversity  

Another key step in expanding your candidate selection pool is by attracting a diverse group of applicants. By embracing diversity and highlighting it as a strength at your company, a wider variety of drivers will be encouraged to apply and refer others as well.  

 

Promote inclusivity by providing opportunities that benefit and support members of underrepresented communities in trucking, including women and people of color. Consider offering options such as mentor programs, which have been proven to positively impact drivers and build stronger communities within carriers.  

 

A diverse group of applicants can also include factors such as differing age groups and experience levels. A wide range of age of applicants is important for safeguarding against future uncertainty, especially as many trucking carriers face the challenges of an aging workforce. By valuing the contributions of drivers across different stages of their careers, you foster a culture of mentorship and continuous learning while strengthening your company’s resilience and adaptability in the face of evolving industry demands. 

 

Network and collaborate  

Look to other members of the trucking industry to continue growing your company and discover new methods of recruitment. Industry associations, such as the American Trucking Association or The National Association of Small Trucking Companies, are useful for making industry connections that can help your company find new ways to build relationships with potential candidates.  

 

Consider collaborating with trucking schools to identify and nurture talent early on. These partnerships might take longer to pay off, but they can result in a steady stream of qualified candidates who already know your company values, expectations, and culture.  

 

Focus on retention  

Increasing driver retention rates by prioritizing the experience of every driver is not only vital for recruiters aiming to attract top talent and improve overall driver satisfaction, but also for expanding the scope of your candidate selection pools.  

 

Investing in programs and infrastructure that demonstrate a commitment to drivers’ needs, mental health, and physical well-being is key to achieving this goal. Consider implementing options such as a regular driver engagement survey, which shows dedication to drivers’ feedback and perspectives, thus fostering a culture of inclusion and empowerment within your company.  

 

Offering other opportunities to support drivers, such as training for veterans transitioning into the industry or resources to prioritize and protect your drivers’ mental health, can position your carrier as a forward thinking and driver-centric organization where any truck driver would want to work.  

 

 

 

For more information on evolving trends in the trucking industry and how to stay ahead of the curve when recruiting and retaining quality drivers, be sure to follow us on social media and stay up to date on our Employer Blog posts.  

It’s a Long Road: 6 of the Top Trucking Podcasts from Industry Experts

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Podcasts have become extremely popular over the years. It seems like nowadays there’s a podcast for everything, from true crime investigation to industry-specific topics like truck driver recruiting and retention.  

 

Listening to podcasts from industry experts who explore emerging trends and technologies is a great way to get insight into the future of trucking while engaging in accessible and easy professional development.  

 

Transportation and logistics podcasts explore many topics, including:  

  • Industry News   
  • Product Reviews   
  • Safety Tips  
  • Logistics & Fleet Management 
  • Legislation Affecting Trucking 
  • Recruiting Strategies
     

Keep reading to find out Drive My Way’s top 6 podcasts to develop and refine recruiting strategies while staying ahead of the curve on dynamic industry trends.  

 

6 of Our Favorite Trucking Podcasts 
 

Beyond the Rig  

If you’re looking for a tell-it-like-it-is podcast from an experienced trucker’s perspective, then Beyond the Rig might be the perfect choice. Hosted by Will Phipps and Linda Dominy, Beyond the Rig is an entertaining podcast full of interviews, industry topics, and real-world stories of life on the road as a trucker.  

 

Everything is Logistics   

Everything is Logistics is a podcast by Digital Dispatch, an all-in-one platform for companies within the logistics industry. With a target audience of “the thinkers in freight,” this podcast covers topics including how to navigate supply chain management, how to market in an AI world, how to become a freight agent, and more.   

 

FreightWaves: Taking the Hire Road   

FreightWaves focuses on the global freight market and provides high-frequency data for the global supply chain on pricing and more.  

 

In their podcast entitled Taking the Hire Road, host and DriverReach founder Jeremy Reymer explores some of the key factors impacting driver recruitment and retention with a wide range of industry experts and professionals from the trucking industry.  

 

In the recent episode, “Who’s The Happiest Driver On The Road?”, guest-host Leah Shaver, President and CEO of the National Transportation Institute, dives into Drive My Way’s recent Driver Happiness Survey and the power of mentorship programs throughout the trucking industry.   

 

Drive My Way President and CEO Beth Potratz said of the Driver Happiness Survey: “There’s a couple really interesting tidbits in the survey results. They generally have to do with differences in the age gap on where the driver sits in terms of what generation they come from. We’re now seeing a different set of expectations starting to evolve from the millennials which is kind of interesting. I also would say, happy drivers, and they are out there, are really three times more likely to recommend their fleet to folks than unhappy drivers are.”  

 

What the Truck?!?  

According to Apple Podcasts, “WHAT THE TRUCK?!? is FreightWaves’ irreverent award-winning podcast breaking down the biggest stories in transportation and logistics.” On this podcast you’ll hear from some of the biggest voices in the trucking industry speak on issues such as supply chain disruptions, the freight economy, and more.   

 

The Logistics of Logistics    

The Logistics of Logistics is a podcast hosted by industry expert Joe Lynch, where he interviews founders, executives, and innovators who are shaping the future of transportation and logistics. Some of the topics include technology, warehousing, supply chain, and e-commerce.  

In one of the most recent episodes, titled The Right Fit for Drivers, Joe Lynch sat down with Beth Potratz of Drive My Way to discuss personalizing recruiting efforts to optimize your reach and retention rates.  

 

Truck N’ Hustle  

If you are an entrepreneur looking to break into the logistics and transportation industry, then Truck N’ Hustle is an excellent option for your next podcast to binge. Deemed the “number one transportation and logistics podcast in the world,” join renowned host and trucking entrepreneur Rahmel Wattley as he uncovers the newest trends and breaking stories from the world of transportation. With special guests who discuss issues ranging from building companies from scratch to the future of self-driving trucks, Truck N´ Hustle is a fast-paced and exciting podcast for any trucking professional.  

 

What podcasts do you listen to? Were there others that you think should have made our list? Connect with us on Facebook, Instagram, and Twitter to let us know what podcasts should be on our radar for 2024.  

Resources for Small Carriers During These Uncertain Times

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2024 is shaping up to be a true test of perseverance for every individual in the transportation and logistics industry. 

 

Facing a post-pandemic freight recession, shortage of qualified drivers, and ongoing supply chain disruptions, transportation companies worldwide will need to focus on streamlining operations and optimizing output in order to stay competitive in today’s global market.  

 

These circumstances can be especially difficult and detrimental for small, private carriers that don’t have as many resources or margin for error as larger companies. The first two years of the pandemic also saw many new carriers flood the market due to the freight boom, so the coming year will continue to reveal how many of these businesses are able to withstand economic uncertainty.  

 

While today’s market may seem daunting for small freight carriers, there are many resources available to help them navigate these challenging times. Keep reading to find out where to find these resources, and how they could benefit your business.  

 

Government Assistance Programs  

According to the World Economic Forum, direct government grants and zero-interest loans are the most helpful tool for small businesses facing economic uncertainty. It might feel challenging to ask for help, but there are many government assistance programs that exist entirely to support small businesses during economic hardship.  

 

The Small Business Administration (SBA) has been especially beneficial in promoting entrepreneurship throughout the US by providing limited small business grants for qualifying organizations that have struggled post-pandemic.  

 

Consider looking into the SBA’s Paycheck Protection Program, which is a loan designed to provide a direct incentive and ability for small businesses to keep their workers on the payroll. The loan can be used on payroll costs, interest on mortgages, rent, and utilities, although at least 60% of the loan must be used for payroll in order to be forgiven.  

 

The government’s post-pandemic economic assistance programs are also important resources to research. Although some are no longer active, the Economic Industry Disaster Loan is still assisting small businesses that have suffered economic harm from the impacts of the pandemic. The maximum loan amount available is $2 million, which can be used for payroll, fixed debts, accounts payable, and any other bill that is unable to be paid due to the pandemic’s impact.  

 

Industry Associations  

Another valuable strategy to help small carriers safeguard against economic hardship is to join industry associations. Organizations such as the American Trucking Association (ATA) are designed to provide access to industry-specific information, networking opportunities, and a platform for carriers to advocate for their interests. A great way to start is to become a member of one of ATA’s  50 unique State Associations, which give members the chance to discuss local legislation and foster connections statewide.  

 

Other options include becoming a member of  The National Association of Small Trucking Companies which serves as an advocate for, a consultant to, and a source of collective buying power for its member companies, helping them save money. The Owner-Operator Independent Driver Association is another organization that offers members a platform for advocacy, a chance to learn about the newest industry updates, and the opportunity to receive exclusive deals and rebates.  

 

Technology and Efficiency Improvements  

Small carriers should also regularly conduct operational reviews to identify areas where they can improve their efficiency and reduce costs. By analyzing operational data and key performance indicators (KPIs), carriers can gain insight into what goals are being met and where new technology could improve operational efficiency.  

 

Consider implementing technology such as route optimization software and telematics to save time, lower fuel costs, and improve customer satisfaction. Route optimization software works uses algorithms to determine the most efficient route, considering factors such as delivery-time windows, total number and locations of required stops, driver schedules, and more.  

 

Telematics can help carriers to improve driver safety, reduce accidents, and lower insurance costs by providing real-time tracking of vehicles and monitoring of driver behavior. By investing in technology to improve overall operational efficiency, the up-front cost will be more than worth it in the long run.  

 

Other Resources  

Finally, carriers can benefit from other online industry specific resources, such as FTR and Freightwaves, to name a few.  These resources provide valuable data on economic forecasts and will help you prepare for likely market changes.  

 

In addition to keeping ahead of market changes, successful organizations make attracting and retaining top talent a priority. Drive My Way is now offering its own Small Fleet Plan to aid carriers in maximizing their brand reach and recruiting efforts. Through access to a large community of drivers and the use of advanced matching technology and digital marketing, Drive My Way’s plan can help carriers save time and money while attracting and retaining qualified drivers.  

 

While today’s highly competitive market might seem intimidating for small carriers, these resources can help any carrier find cost-effective solutions to their problems.  

 

For more strategies to save time and money while recruiting and retaining quality drivers, be sure to check out our Employer Blog or connect with us on social media.  

5 Essential Questions to Include in Any Driver Engagement Survey

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How do you gauge your driver satisfaction levels? With one-on-one meetings? By analyzing retention rates?  

 

Both of these are important indicators of driver happiness and the success of company recruitment efforts, but in today’s highly competitive market, they won’t be enough to paint the whole picture or demonstrate to drivers your full commitment to their needs.  

 

By utilizing frequent driver engagement surveys, you will receive an unbiased, detailed report from employees about their views on important company policies and their overall satisfaction rate. However, like any good survey, the key is in asking the right questions. 

 

Keep reading to learn the 5 essential question topics you should include in every driver engagement survey, and how these surveys could help your retention rates.  

 

The Importance of Driver Engagement Surveys  

Driver engagement surveys are increasingly becoming a popular tool for carriers to learn what could be improved at a management level, while giving drivers a chance to speak freely and be listened to. Every employee should feel like their opinion matters, which is why it’s essential to include the right questions that address common driver needs.  

 

In Drive My Way’s recently released 2023 Driver Happiness Report, which collected the responses of over 500 drivers nationwide, nearly 10% of surveyed drivers responded that improved employer communication and listening would increase their workplace satisfaction. Implementing a regularly scheduled survey (and addressing the top concerns!) is a surefire way to see a rise in employee happiness and increase your retention of quality drivers.  

 

Pay & Benefits 

Unsurprisingly, compensation will always top the list of main driver concerns. In 2024, CDL drivers will be sure to continue to view competitive pay as a major differentiating factor when applying for jobs. In fact, in the 2023 Driver Happiness Report, over 20% of surveyed drivers answered that an increase in base compensation would improve their workplace satisfaction.  

 

Many factors affect each driver’s pay, such as years of experience, type of run, and type of freight, miles driver, etc. but it’s still important to understand how your drivers feel about the overall fairness of their pay.  

 

You’ll want to ask drivers if they are satisfied with their current level of pay, if they perceive it as fair, and if they feel they are progressing as expected. You should also ask drivers about their current benefit packages and how satisfied they are with them. This will help you find out what you could offer to differentiate yourself from your competitors.  

 

Scheduling  

The amount of time at home versus time on the road remains a major factor of consideration for every driver applying for a job or deciding to remain with a carrier. Each driver has a different opinion on scheduling, likely depending on their other commitments.  

 

Ask drivers how much time they currently spend at home, and how much time they would ideally spend at home.  

 

Remember that driver preferences can change over time as their home life changes. Younger drivers without families, or older drivers who have become empty-nesters, may prefer more time on the road. Drivers with families and kids at home may desire local jobs or runs with shorter time on the road.  

 

Dispatch 

As the main point of contact between driver and carrier, dispatch has an essential role in mitigating misunderstandings and unexpected scheduling delays. This is why the relationship between dispatcher and driver is one of the most important in the company. 

 

Be sure to include questions regarding each driver’s relationship with their dispatchers, and if there is anything management could do to improve communication. Drivers and dispatchers should feel like they can communicate regularly with ease and respect, which will help in the case of any unexpected road conditions, weather changes, or equipment issues.  

 

Equipment & Fleet Amenities 

Drivers spend an average of 70 hours a week on the road. This means that they know better than anyone the amenities they most use, and what equipment improvements would make their lives easier. They also can tell you the amenities they use the least, helping you determine where to invest your money.  

 

Ask drivers to rank their satisfaction with current amenities and to suggest what improvements could be made to existing equipment. This will help you prioritize what equipment should receive upgrades, potentially saving you thousands that you might have put into amenities which no driver is using.  

 

Company Culture 

This might not be the first question topic thought of when drafting a driver engagement survey, but it’s becoming an increasingly important differentiating factor in driver recruitment and retention. Drivers want to feel appreciated, supported, and valued in every interaction they have within a company.  

 

Ask your drivers if they feel appreciated, what else management could do to support them, and about the overall culture of the company.  

 

If your company is considering launching efforts to support drivers further, such as offering mental health services or a mentor or partner driving program, an engagement survey can be a great place to test run ideas and receive actual driver feedback. Keep in mind that if drivers don’t feel valued, they won’t recommend that company to others.  

 

 

Although there are countless questions you could ask in a driver engagement survey, including these five question topics will help you gauge overall driver satisfaction and monitor what your company should continue improving for the future.  

 

Here at Drive My Way we’re always looking to learn more about the best recruiting and retaining strategies. If you have any ideas for us, please reach out on our  social media so we can continue learning!  

Time to Hire: How to Streamline

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When recruiting CDL drivers in today’s highly competitive market, it’s important to make every minute count. From the initial review of an application to the end of the onboarding and driver orientation processes, being efficient and effective with your time will save you money and maximize your success in hiring and retaining quality drivers.  

 

There are many tips and tricks to streamline the hiring process and ensure the best experience for each candidate, from start to finish. Keep reading to learn how to integrate this advice into your recruiting efforts, and you might be surprised by how quickly you see results! 

 

Creating the Best Candidate Experience 

Although a streamlined hiring process will save your company time and money, your goal should still always be centered around providing the best experience for every applicant. If a driver feels valued and supported from day one, they are much more likely to continue through the hiring process and become a committed employee. 

 

Develop a strategy for hiring that takes into account each driver’s unique background while ensuring every candidate receives the same level of attention and support. Having a strategy in place will also help keep everyone in the hiring department on the same page, so candidates don’t have to repeat information or parts of the process.  

 

The first step in any hiring strategy should be connecting with a candidate as soon as they express interest. The longer a driver waits, the higher the chance that they will find another opportunity with a different carrier. Make sure that each candidate has the option to provide multiple forms of contact on an application so they can be easily reached by phone call, text, or email.  

 

Frequent touchpoints are beneficial to display your commitment to a candidate and will help keep them in the loop. The first point of communication should act as a preliminary screening, where you explain job requirements, criteria, and clarify any questions the driver has. At the end of each communication, explain what the candidate can anticipate for the next steps, and when you’ll be in touch again.  

 

Internal Organization  

Setting expectations and maintaining communication with every member of the hiring team is essential to streamlining the hiring process. Drivers will quickly lose interest if they are unable to easily schedule interviews, submit important documents, or receive updates on their progress.  

 

Because a lot of today’s recruiting and hiring is now held remotely,  a clearly defined process, roles, and repsonsibilites across your organization will make the process smoother for everyone involved. When it comes to steps which require the coordination of multiple members of the hiring team, such as interviewing, planning ahead is a must.  

 

Make sure that interview appointments are widely available enough to provide flexibility for candidates, and that the scheduling process is easy and straightforward. It might help to block off a certain amount of time each week for hiring managers to conduct interviews, making it easier to count on regular availability and reduce scheduling conflicts.  

 

When speaking over the phone, you should aim to directly warm transfer candidates to the hiring manager to schedule interviews. This ensures that the candidate doesn’t have to repeat information, and demonstrates the commitment of the whole team to the hiring process. If direct connection is impossible, try creating a link where the candidate can schedule interviews themselves. CDL drivers are busy, so this allows them to check their availability and decide on their own time.  

 

It’s also important to always come prepared to every stage of the hiring process. Before speaking with a candidate, make sure to have all the information needed from the safety and insurance teams on minimum criteria for hiring. For example, if there is a strict age requirement for insurance purposes, it’s much better to be up front to drivers.  

 

Background Checks and Clearinghouse 

Since the start of the pandemic, the alcohol/drug clearinghouse and background check stage of the hiring process has often taken longer on average. Although wait times have been decreasing recently, it can still sometimes take up to two weeks to complete this important step.  

 

Although there isn’t anything you can do to speed up processing times, preparing ahead and maintaining organization will help you move as fast as possible. As soon as you know you’ll be moving forward with the candidate, make sure they’re registered and up to date with the clearinghouse.  

 

Since there are criteria in place to regulate truck driver hiring nationwide, it’s important to be mindful of what each driver needs to complete their file. Each time you touch base with a candidate, confirm what documents and information you have on record, and what you still require.  

 

 

Hiring CDL drivers is an extensive process, and as a recruiter, this makes your time very valuable. However, it’s also important to remember that any time invested in a quality candidate is time well spent, even if the match isn’t perfect at the time.  

 

If there is a certain requirement an otherwise perfect candidate doesn’t meet, such as minimum age or experience level, be sure to keep in contact with them periodically through email or social media, until a spot has opened up or they meet the hiring criteria. 

 

For more advice on the hiring process and how to recruit and retain quality drivers, be sure to check out our Employer Blog, or follow us on social media!