Catching the attention of qualified drivers who would be the right fit for your company is easier said than done in today’s highly competitive market.
With the post-Covid influx of new carriers, changing recruiting methods, and the ongoing driver shortage, attracting and retaining top talent has become increasingly challenging.
However, by crafting a job description that not only outlines the responsibilities of the role but also highlights the unique benefits and opportunities your company offers, you can differentiate yourself from the competition and appeal to the drivers who align with your company culture and values.
Keep reading to find out why specificity and open communication are essential to creating a successful job description, and how these strategies could increase your retention rates and overall employee satisfaction.
Open Communication Starts Here
A job description sets the tone for the driver’s entire perception of a company. If the description is transparent, honest, and detailed, a driver can know what to expect even before the first interview.
It is important that a job description displays your company’s commitment to open communication and transparency. Be sure to include multiple points of contact, including text message, phone call, and email. Truck drivers are busy people, and often only have access to mobile phones on a limited schedule.
Any contact information given should also correlate to an actual person who will remain readily available to answer questions and talk with applicants. If drivers feel welcomed and supported from the get-go, they are much more likely to finish the application and become invested in the company.
Transparency is Key
The point of a job description is for a driver to fully understand what the position is offering. A description should include all responsibilities, expectations, requirements, benefits, and when the driver is eligible for them.
Whether you’re a big or small company, know your strengths and be sure to highlight them. Whether that’s competitive pay, an inclusive benefits package, or guaranteed weekends at home, these are the main selling points of any job posting.
However, most applicants will have been in the industry for years and worked for multiple employers. They will quickly detect if there is any information you are trying to hide or embellish.
While it may be tempting to focus solely on the positive aspects of the position, omitting certain details can lead to misunderstandings or dissatisfaction down the line. Highlighting competitive pay and attractive benefits is important, but it is equally crucial to be transparent about the potential challenges or drawbacks of the role. This includes factors such as demanding schedules, extended time away from home, or the physical demands of the job.
Be Specific
To be fully transparent, a good job description should include all the details of the position. The more specific a description is, the more likely applicants are to feel confident that nothing is being intentionally hidden and begin to build trust in a company.
For example, in today’s competitive hiring landscape, simply listing an hourly rate or cost per mile is not enough to bring in new drivers. Drivers want to know not only that you pay 55 cents per mile or $25 per hour, but also what that means for their average weekly or annual pay when considering down time between loads.
If there is a possibility that drivers will be required to work some or all weekends, be sure to include this as well. Schedules are liable to change in an industry like trucking, but no driver wants to be blindsided when actual job expectations don’t align with what was in the description.
Specific job descriptions also help attract candidates who possess the exact qualifications and experience you’re seeking. If you specify the kind of truck required, such as flatbed or tanker, and the route type, you’ll attract candidates with relevant experience in those areas and reduce applications from unqualified candidates.
A job description might seem like a small step in the grand scheme of recruiting, onboarding, and retaining drivers, but it’s key to setting the scene for a driver’s overall experience and expectations of a company.
If you’re wondering what your own drivers have to say about your initial job postings and recruiting process, consider employee engagement surveys or anonymous feedback forms to gather real input on how to improve your company strategies.
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