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Budget planning and compliance is one of the most important jobs at any company. A limited amount of funds is available for each team, and they need to be spent wisely. When working through your plans for hiring drivers, your recruitment budget is a critical piece of that puzzle. But when you step back and look at the process, and what you’re actually spending, maybe now’s a good time for also rethinking your driver recruitment budget.

First things first: do you have a good handle on your actual budget needs? It could be as simple as knowing your turnover rate, your anticipated need for additional drivers above turnover, and then multiply that by your current cost per hire. Simple, right? Could be that easy, but it’s probably a little bit more complex than that if you’re working through this for the first time. Especially when turnover rates keep climbing, and the driver shortage continues to grow. These things impact revenue because trucks are sitting idle, and once revenue decreases, assigned budgets can unexpectedly change at any time.

Cut out what’s not working for you

The best thing to do when looking at your driver recruitment process is to figure out where to cut out waste. Let’s start with the type of drivers your looking to hire. Here you want to be highly strategic in your approach, to attract the perfect candidates. You don’t want to simply generate hundreds of leads only to find out that they don’t meet even half of your qualifications. If that’s what you’re doing, you probably also know the amount of time it’s taking for your team to work that massive pile of ice-cold leads. It might be a good idea to try and find a better place to spend that money. And a better way to use all of those wasted hours.

Using your historical data of what’s worked best, where have you found the best matches? The best retention? Those are the places you want to ensure your recruitment budget is maximized.

Part of any good budgeting strategy is tracking everything related to that budget. You should have at least a simple tracker of costs vs. return on each tactic, best case on a monthly basis (if not weekly). Once you’re sure the low performing tactics are no longer part of your plan, you can work to reallocate those funds to tactics that produce the best matches. Who knows, saving those hours and dollars might allow for improvements in employee benefits or salaries that will make you more competitive down the road.

Stop making the same driver recruitment mistakes

At the end of the day, a recruitment budget shouldn’t be focused strictly on volume. Producing thousands of unqualified leads for your fleet, just bogs you down and creates capacity challenges throughout your day.

Instead, a driver recruitment budget should be focused on making meaningful connections with drivers that you are able to sustain in the long run.

It should be about focusing on spending in areas that will actually produce qualified matches for your fleet, instead of just trying to get warm bodies in your trucks.

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

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