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Driver Rehires: 3 Reasons to Focus Here

Recruiting for retention is an important strategy for any trucking company. Some might argue it’s the most important strategy when hiring new truck drivers. But sometimes, even with a true driver-centric culture, good drivers leave. Rather than letting that be the end of the story, it can give you an avenue to focus on for hiring in the future. When looking for new drivers, consider your former drivers. Here’s 3 reasons to have driver rehires as part of your overall hiring process.

1. Driver Rehires are Already Familiar with the Company

Driver rehires are already familiar with your company, your culture and your policies. If they left on good terms, they might have just been testing the waters for a better salary. Or looking for a newer fleet of equipment to use. When that didn’t pan on for them, they start looking again for their next new trucking job. That can be a short trip back to your company. Their onboarding can be a lot more efficient, as they only need to learn what’s new, vs. starting from the beginning. If they apply again, and you know that they weren’t terminated or otherwise had any issue while employed, it could be an easy conversation to get them rehired.

2. Saves Money on Recruiting

It’s cheaper to rehire a driver than to find and hire someone brand new. If the driver worked for you already, you are almost certain to be on their radar if they start looking for a job again. They might be following your social media or the job boards that you use to post opportunities. You don’t have to spend any incremental dollars to get them to see what you’re already doing, because they’re following you already. Compare this to what it takes to find a brand-new lead. Then nurture that lead through your channels to get them to apply for your open trucker job. Instead, just go back to your list of former (good) drivers, and reach determine which ones might make good driver rehires. This can be a good cost saver, as well as a time-saver in getting your open seats filled.

With the driver shortage not getting any better, having a pool of qualified and experienced employees to call on for rehire can be a valuable resource. Make sure the people you want to come back to work for you know they are welcome back.

3. Part on Good Terms

If a good trucker is leaving you, plant the seed that you’d look forward to hearing from them again in the future. Let them know you’ll be willing to keep in touch in the future. And that you’re happy to share future driver postings with them. If they indicate that they’re okay with that, mark them as eligible for rehire. Then keep them on your marketing list for newsletters, social media invites, etc. You can let your current marketing budget help them be aware of any news or job postings.

Why Did They Leave in the First Place?

As a side note, when working on your retention strategies, keep track of the reason that drivers are leaving you. Look for patterns or consistent reasons for leaving. Then work to adjust and seal-up any gaps in the future. Even better, keep a good pulse on what your drivers are thinking, and then be proactive with changes.

Keeping driver satisfaction high is a great way to ensure your drivers stay with you. Recruiting for retention is a great overall strategy to keep your fleets full and your drivers happy.

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

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