As peak season approaches, the demand for reliable and skilled CDL drivers surges, creating fierce competition among employers to attract and retain top talent.
The success of your operations during this critical period hinges on your ability to quickly and effectively recruit drivers who can handle the increased workload. However, traditional recruitment methods sometimes can fall short in the face of such heightened demand.
To stay ahead of the curve, it’s essential to implement innovative strategies that not only fill vacancies but also ensure a smooth and efficient hiring process. Keep reading to discover 8 recruitment strategies designed to help you secure the drivers you need this peak season.
Leverage Seasonal Bonuses and Incentives
Hiring for retention and longevity are always in the best interests of a company, but sometimes seasonal hires are necessary during the busiest times of year. Offering seasonal bonuses is a useful strategy that can attract drivers who are looking for temporary work or extra income during peak seasons.
Consider offering seasonal bonuses, such as sign-on or season completion bonuses, or incentives that can work all year round, such as safety milestone rewards. Performance-based bonuses and incentives are also a great way to build company culture and increase morale.
Optimize Job Listings for SEO
Optimizing job listings for maximum visibility is important all year long, but it can make a big difference during the increased competition of peak season. By leveraging search engine optimized (SEO) words and phrases, your posts will have a higher chance of appearing at the top of search results, resulting in more applications and potential candidates.
What SEO phrases to include will depend on the specific job and company offerings, but it is always crucial to include targeted keywords such as “seasonal CDL driving jobs,” “local truck driving opportunities,” or “long-haul truck driver positions.”
Using location-based keywords like “truck driver jobs in [City/State]” can further boost visibility in relevant searches. Additionally, incorporating terms related to the nature of the work, such as “full-time,” “part-time,” “flexible schedule,” or “weekend shifts,” can help attract candidates looking for specific types of employment.
Discover more about crafting compelling advertisements for CDL recruiting here.
Utilize Social Media and Online Platforms
When trying to increase the scope and reach of your recruiting efforts, there is no better tool than social media and online job boards. Social media sites, such as Facebook, LinkedIn, and Instagram, as well as both general and industry specific online platforms and job boards, are all proven tools for reaching a large and diverse audience of qualified drivers.
Remember to make all applications and recruiting content mobile-friendly, as truckers are often looking on the go and can only access content via smartphone. Consider investing in your marketing team to boost job listings and advertisements when possible, especially during peak season.
Engage in Local and Regional Recruitment Drives
Targeting local communities can yield a pool of candidates who are immediately available, fast tracking the recruiting and onboarding process. In-person events, such as job fairs, recruitment drives, and convention booths also offer your team a chance to represent your company culture and highlight major benefits.
In addition to job fairs and recruitment events, partnering with local organizations can expand your reach. Consider collaborating with community centers, vocational schools, veteran organizations, and local driving schools to tap into networks of qualified job seekers.
Implement Referral Programs
Consider offering referral programs, such as bonuses and incentives for team members who refer other qualified drivers, to boost company morale and loyalty. These referred drivers will likely adjust to company culture and expectations faster than outside hires, and will feel comfortable turning to their fellow drivers for advice.
Successful referral programs can also decrease recruiting expenses, as companies can allocate less money towards traditional marketing methods.
Enhance Your Employer Brand
During peak season, it is more important than ever to ensure your brand stands out among the competition. Communicating a clear brand identity in every social media post, job listing, and recruiting event is crucial for attracting top talent.
At its core, establishing a brand identity is about offering a unique and compelling employer value proposition (EVP). Every recruiting effort should feature what differentiates your company from your competition, such as exceptional safety records, commitment to driver work/life balance, or top-of-the-line equipment.
Utilizing current drivers as brand ambassadors is a great way to connect with potential candidates and show your dedication to being a driver-centric company. Feature driver testimonials on social media and digital marketing collateral, and invite drivers to speak at recruiting events and job fairs to provide an “inside look” at company operations.
Continue learning how to make your brand stand out to drivers here.
Invest in Recruitment Technology
Modern recruiting methods would be incomplete without modern recruiting technology. These tools are key to streamline the recruitment process, saving time and resources during busy periods.
Automated systems, such as applicant tracking systems (ATS), allow recruiters to manage large volumes of applications efficiently, filter qualified candidates, and schedule interviews with ease. Recruitment software can also automate routine tasks like job posting, email communication, and background checks, enabling your team to focus on higher-level strategies and candidate engagement.
Additionally, AI-powered tools can analyze resumes and match candidates to open positions based on their qualifications, experience, and preferences, which helps ensure you’re targeting the right people from the start.
Foster an Environment of Communication and Improvement
When it comes to recruiting and retaining qualified CDL drivers, no process is complete without open communication between drivers and recruiters to improve strategies and display your commitment to driver satisfaction.
By treating drivers like people, not leads, you ensure a workforce that is more committed and more likely to recommend your company by word-of-mouth. Consider providing driver engagement surveys, anonymous suggestion boxes, or one-on-one meetings to gauge how drivers feel about your recruiting and onboarding processes.
Looking for more information on how to recruit and retain CDL drivers year-round? Be sure to check out the rest of our Employer Blog posts and connect with us on social media.
