truck driver job description

Two things quickly rise to the surface as the most important features of a good truck driver job description: transparency and specificity. While your post may be engaging and well written, if it’s not transparent and specific, you will struggle to fill the position. Most drivers have been in the industry for years and have worked for multiple employers. They will quickly detect if there is information you are trying to hide or embellish. Once you’ve perfected the content, optimize the non-content aspects of your post and publish it. 

Based on our most successful companies and feedback from our drivers, here are the most important tips for writing a strong truck driver job description.

1. Be transparent

This is essential. When drivers look at your job description, they want to know exactly what you are offering. No surprises later on. As an employer, it can be intimidating to clearly note every critical part of your job offering, but transparency and specificity are key. Whether you’re a big or small company, know your strengths and talk about them. Do you offer great benefits? Above average pay? Are you particularly mindful of getting your drivers home on time? Talk about it. Don’t sugar coat hard truths or try to hide things (they’ll know), but do focus on the positive.

If you’re having a hard time retaining drivers, odds are high that a lack of transparency is contributing. Consider this: if your post does not perform well, you need to know that data more than ever. A transparent post allows you to properly A/B test to understand how to connect with drivers. Perhaps you need to increase pay to recruit drivers. Not an option? What other benefits can you offer to entice them? 

2. Be specific

Drivers want to know exactly what your job entails and offers. Being specific in your truck driver job description increases understanding of your job and trust in your company. If you’re more specific, drivers feel more confident that nothing is being intentionally hidden.

lead to hire process

Specificity goes beyond including the line items that are listed below. Drivers want to know not only that you pay $0.55/mile or $25 per hour, but also what that means for their average weekly pay or annual pay. In a competitive hiring landscape, simply listing an hourly rate or CPM isn’t enough to bring in new drivers—they want to know the total compensation details.

Similarly, if you offer some weekends home, consider sharing that drivers will work the first weekend of the month and be home for the rest. This may be more information than your company can realistically provide (again, stay transparent!), but companies who are more specific have the advantage. 

3. Putting it all Together

Every truck driver job description should include:

Compensation

– CPM or hourly rate, per diem, and overtime (if applicable)
– Average weekly miles (if applicable)
– Average weekly pay or average yearly pay
– Sign-on, referral, safety, or performance bonus

Tip: Pay, miles, and home time are typically the most important things to a driver. Leading with this information and providing as much detail as possible will make driver applicants happy.

Benefits Package

– Health, dental, and vision insurance details. Include start date for benefits
– Life and disability insurance
– Paid onboarding and/or paid training
-401(k) plan and employer contribution

Equipment: Type & Amenities

– Make, model, and year of the truck
– Manual or automatic
Features and/or amenities

Tip: Some drivers only prefer jobs with specific equipment, so the details here are important.

Schedule & Home Time

– Schedule (if applicable)
Home time: daily, 2 days per week, weekends, once a week, etc.
Take home truck program (if applicable)

Other Job Details

– Perks including fuel card, EZpass, Sirius XM Radio, lodging, showers, etc.
– Truck with pet/spouse

Minimum Qualifications and Requirements

– License type (and endorsements) needed with minimum years of experience
– Record needed to apply, including if you hire felons
– Hiring radius requirements

Tip: Reiterating some details like endorsements, location, etc. is helpful to attract the right drivers.


These are the criteria that are most likely to make a driver decide to join your team, so don’t hide anything. Add these details near the top of your posting and make sure they are very visible. Crowding this information in a long paragraph will cause drivers to skip your posting all together. 

truck driver job description template

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Truck Driver Job Description Template

Your job description can either convert or lose applicants. Follow this template to make sure you’re on the right track.

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How to Recruit Truck Drivers for a Small Company

Truck drivers are being recruited constantly for open jobs. Large carriers (with potentially equally large recruiting budgets) can be out there closing the best drivers quickly. Lots of advertising, flashy recruiting tactics, and rooms full of people working could make it seem hard to compete. But what seems like an advantage to the bigger carriers could be a bigger advantage to a smaller trucking company. Being a small company doesn’t mean you can’t compete for the best drivers out there, but it does mean you need to develop a solid recruitment strategy to compete well. Let’s look at how to recruit truck drivers for a small company.

Use Your Strengths to Recruit Truck Drivers

Determine what differentiates your fleet and lean into it. Take the time to think about your strengths and get to the core of why a driver would want to work for you. Consider the key things like pay, benefits, and routes. But also think about your close-knit environment, the value placed on work-life balance, and the genuinely great non-tangibles that only you can provide.

What’s your company’s unique value proposition? What sets your company and culture apart from the rest? Why do your drivers want to work for you? Why do they stay?

Herein lies the answers to how to position your company, and drive that point across all your messaging to recruit truck drivers. Once you can highlight the ways you stand out from other carriers, it’s easier to connect with the best-fit drivers. Work through these questions and develop the key messages that you want to hone in on in all of your postings.

Implement a Referral System

There are not enough hands to follow several job board postings and keep up with everything else. You can start by creating a referral program. Use your current employees to generate quality leads for you. Include your extended personal and professional networks as well. Let these people know you’re looking for new drivers and see who they know who fit your open jobs. Consider including an incentive program for referrals as a tactic when working to generate referrals. That puts some skin-in-the-game for your network too.

Candidates who come in through these referrals usually have a more accurate picture of the company than those who come in through ads, and in most cases employees recommend people they think will be a good match. —The Wall Street Journal

Connect Personally with Each Lead

Put the quality of your efforts into whatever quantity of leads you generate. Each lead is a real person who is looking for a job. They found your company to be a good fit for them based on what they read. Be sure you take the time to connect personally with each lead. And do it quickly.

Be personal in your interactions and don’t make them feel like a number. That personal connection is another best practice to recruit truck drivers.

Any small company needs to think a little bit differently than a larger company. There’s less hands to do the work, and often the small staff must wear many hats within the team. That can be a good thing when developing a company culture. It leads to closer relationships, and better communication. And this small team can be mighty if using the right tools to recruit truck drivers.

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3 Truck Driver Awards to Give Out This Year

People generally like to be recognized for their achievements. Professional truck drivers are no exception to that rule. Truckers can be rewarded in several different ways. Some drivers respond strongly to financial rewards. For other drivers, recognition as a standout among their peers is the best incentive. Here are 3 different types of truck driver awards to give out this year.

1. Driver of the Year

Many companies take great lengths to find out who their super star employees are and hope to retain them. But do you have someone who’s awarded as the best? Give out a coveted “Truck Driver of the Year” award each year. Select one driver to single out as exceptional among your whole team. He or she should be a driver who is the best example of your company culture, always displays professionalism, excels at customer satisfaction, and puts safety first. And make a big deal about it. Give them a prestigious award in front of the whole company! Be sure to put these in a prominent place so that others can aspire to this someday.

To make this more inclusive, you can create campaigns to nominate drivers for consideration. Have a team to vet your finalists and be sure to have the rules fair across your whole pool of drivers. Truck driver awards like these can be wonderful tools to help drivers strive to be the best, and ultimately want to stay with your company for a long time.

2. Million Mile Safety Clubs

Many carriers choose to recognize dedication and permanence in their drivers. Million Mile Clubs are a fantastic way to show your appreciation to those drivers. The drivers who put in the time, mile by mile, year after year, should be rewarded for their loyalty and commitment to their careers. The drivers that covered that many miles safely deserve the recognition for their respect for themselves, their cargo, and also for the other drivers on the road. A special trophy engraved with their name and the date, and the number of miles makes for a great keepsake for any long-time driver. Have something even more special for those drivers who achieve this milestone more than once.

3. Recognition Boards

The little things matter too. Catch someone doing an excellent job on any given day. Then recognize them right away by putting a small certificate on their locker or on a bulletin board in a public area. Or post a quick note of recognition for everyone to see on your employee intranet. These types of truck driver awards and recognition can make your drivers feel special on any given day for any reason. And they’ll feel proud to be a part of your organization.

Driver appreciation can and should be a year-round activity. After all, appreciation is a key component of driver retention. So no matter if your a recruiter, dispatcher, fleet manager, or executive, take some time to show your drivers how much you and your company value them.

Sometimes small gestures of appreciation can go a long way to let your truckers know that you’re thankful for them. Provide some company branded gear to wear on the job. Or give out other small tokens that show driver appreciation. These small things can be a boost to someone’s dedication to your company.

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Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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3 Trucking Trends to Watch in 2020

The truck driver shortage and how to improve recruiting continue to be hot topics in the trucking industry. Finding and retaining good drivers is still a struggle for many trucking companies. If your recruiting strategy from last year didn’t generate the expected results, maybe now is a good time to try something new for this year. Whether you need to start from scratch or just make a few changes, we’ve got some ideas to help. Here we’ll explore 3 trucking industry trends to watch in 2020.

1. Focus on the driver’s experience

When thinking about recruiting in today’s world, a one-size-fits-all approach will not work. Each candidate is a unique person, looking for the perfect fit job for them. You can’t take an approach of simply doing things the same way again this year. There are countless opportunities to engage with your future drivers. And each one of those opportunities can be won or lost based on their experience at each step. Think of things in terms of being driver-centric in all that you’re doing.

Can drivers easily find your website? Is your application process easy? Does it work well on a mobile phone? When they call your 800 number can they get to someone quickly to help them?

Take a step back and look at every interaction opportunity with potential drivers. Be on trend with putting the driver first in your recruiting process.

2. Video testimonials

Video assets are great to have as a tool in your recruiting toolbox. One great video opportunity is to leverage your current drivers to share their experiences. Keep it short. Make sure it’s authentic, conversational and not forced. This means don’t give someone a script to read and put a camera in their face. Let them speak naturally from their own experience and talk about what they like about working for you. You don’t need to be the next Martin Scorsese either. A decent smart phone and some basic editing software can get you a great result!

Here’s a quick example of a driver video testimonial

This gives you an opportunity to let your current drivers spread the word for you. And for your potential drivers hear from their peers about why it’s fulfilling to work for your company.

3. Social channels

Now that you’ve developed some great videos, it’s time to get them out into your social channels. Social media is one of the biggest trucking industry trends for 2020. And continues to prove to be one of the lowest cost tactics you can employ in your recruiting process.

Statistics from Social Hire show that:

  • 80% of employers say social recruiting helps them find passive candidates
  • 67% of recruiters expect competition for candidates to increase
  • 70% of hiring managers say they’ve successfully hired with social media
  • 91% of employers are using social media to hire talent, today

One note about social media, is that there’s several avenues to potentially leverage. If you’re just getting started, pick one or two, and start small. If you don’t have a good Facebook page setup, it’s probably not imperative to get your TikTok account going. It’s best to keep your social presence manageable when you’re getting started. The key thing with social is to keep a steady stream of fresh content coming to keep your followers engaged.

Working through some of these trends can get your recruiting year off to a great start. Mixing in some new tactics while still fully embracing things like responding to candidates quickly, and measuring your results, will help your recruitment plans flourish.

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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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Trucking recruiter Skills to master

Deciding what grade of gas to add to your fuel tank? Easy. Finding quality tanker haulers to transport that gasoline? Much harder. As a trucking recruiter, you’re all too familiar with the challenges of hiring owner operators and company drivers: driver shortages, high turnover rates, and an ever changing recruitment landscape are just some of your daily obstacles. Since you are the first face of your company to interact with drivers, it’s critical to be prepared with the skills that will turn your list of leads into great hires. Here are the top 5 skills that every trucking recruiter should master. 

1. Be strategically proactive

It’s a driver’s market. If you want to be a trucking recruiter who successfully reaches quality drivers, it’s on you to be proactive. That said, being proactive should be a strategic plan and not just aggressive outreach. Consider the times and channels that are most likely to be productive for the drivers you seek. Recruiting local or regional routes? Try calling in the evening to avoid busy loading and unloading schedules. Seeking OTR drivers? Make sure there’s a mobile-friendly website for drivers who are looking for jobs while on a driving break. Once you’ve optimized your strategy, continually reach out through multiple channels to engage new leads and reconnect with old leads.

2. Know your audience

This might seem obvious, especially to an experienced trucking recruiter, but it couldn’t be more important. The Commercial Carrier Journal found that the overwhelming majority of surveyed drivers cited inadequate pay as a reason fleets are struggling to find drivers. That’s likely not a surprise. Perhaps more striking is that lack of respect and lack of home time are responses two and three for the same question.

If you want to increase the number of quality drivers you hire, you need to know their priorities and address their concerns.

Identify the benefits that are most important to your candidates, and offer those perks whenever possible. Be straightforward about what drivers can expect on the job. Many will find your honesty refreshing and a compelling reason to join your company.

3. Take advantage of technology

Gone are the days where a clean, mobile-friendly user interface was a nice, extra touch used by only the most tech savvy trucking recruiters. According to the 2019 Overdrive Connectivity report produced by Randall-Reilly, 74% of owner operators use a smartphone to access the internet. Over half of those same drivers use a phone more than any other device to access the internet. As for company drivers, 77% use smartphones to access the internet. 65% of company drivers use their smartphone to access the internet more than any other device. With this in mind, don’t just make your recruiting mobile-friendly. Optimize your process with the assumption that most drivers will be recruited first, and possibly exclusively, on a smartphone.

4. Prioritize your workload

Coming into a new year or quarter, it is tempting to take on a heavy load, but don’t get caught in the frenzy.

Your hours are limited. Take the time to prioritize your leads based on urgency and fit early on to increase your overall productivity.

Evaluate which candidates are most likely to fit your positions. Are they qualified? Which drivers are really a good match for you? Is your company really a good match for them? Speak with each driver and understand their priorities. Then, be candid if they’re not a good fit. Remember, hiring a bad match increases turnover and leaves a bad impression on drivers. Since time is critical, engage your strongest leads first. You’ll be glad you took time to slow down at the beginning so that you can efficiently recruit the drivers best suited for your fleet.

5. Build relationships, not just a sales funnel

Even when time is of the essence, you can’t afford not to get to know your potential drivers.

As a trucking recruiter, you may feel like there isn’t time to build relationships, but it’s time well spent. 

Taking the time to build relationships and treat drivers like people, not leads might reveal key information that will improve position fit. Unsurprisingly, better fit ultimately leads to improved driver retention. Most recruiters know that drivers need to be qualified for particular jobs, but it goes beyond just having the right certifications. As you know, experienced drivers have the opportunity to choose jobs that meet their lifestyle and goals. Identify what those are and find ways to meet them. Drivers who are satisfied with their time at home, model of truck, and who feel they can meet their goals with your company will perform better and stay longer. If you want to improve your sales funnel, taking the time to build relationships with potential drivers is time you can’t afford to not spend.

 

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trucker job postings
When was the last time you applied to your own trucker job posting? Yes, that sounds strange, but there are reasons why trucking recruiters should try applying to their own postings. Since job postings are the first type of engagement that leads directly to a driver being considered for a job, it’s crucial to get them right. Recruiters can test their own job postings by making sure they are simple, user-friendly, and check off all the right boxes. With hundreds of other carriers out there, truckers have very little time to read every job posting, which makes getting it right all the more important. Here’s a helpful checklist for your ideal trucker job postings.

1. Optimize for Search Engines

The content of your trucker job posting is irrelevant if no one sees it online. Even if you have the best written job description and images, it won’t matter if it doesn’t show up on online searches or the right advertising channels.

If you’re sharing job postings on digital channels, it becomes crucial to reach your target audience. You can optimize your job posting with keywords and phrases that truckers are searching for. Use Google Keyword Planner or similar tools to keep a pulse on which terms drivers search, and the match those in your job descriptions.

2. Mobile-friendly

mobile-friendly application

More and more job seekers are searching for jobs on their mobile devices. Even if they end up not applying through mobile, they’ll browse and shortlist the jobs while on-the-go.

Creating job postings which are mobile-friendly will ensure they are easy to read and view on small devices. Ideally, your entire application process is mobile-optimized, including a single-sign on functionality and save-application features.

But this starts with the job postings themselves.

  • Is the text easy to read and understand on mobile?
  • Or is the font size not optimal for mobile?
  • Are images clear and detailed?
  • Or over-sized and blurry?

View and apply to your own job posting on mobile to make sure it works as planned.

3. Calls to Action

Every piece of text in your trucker job description should be designed to lead to the APPLY NOW button. That’s your call to action. After you’ve successfully persuaded a driver to consider working at your carrier, you don’t want to be searching aimlessly for how to proceed next.

Make sure your call to action buttons are front and center, and easy to identify.

You may want to include it two or three times, depending on the length of the job posting. Including a call to action at the very top and the very bottom of the post is essential, with another one in the middle being optional.

4. Contact Information

Where should drivers turn if they have questions about this job? Your trucker job posting should have easily identified contact information. Have you posted a phone number, email address, or other contact info? If truckers don’t see contact information, they won’t wait around to investigate. They’ll simply move on to the next job posting that sounds good.

If the job is posted on your own website or other digital channels, you can even integrate chat functionality for more optimal communication. This way drivers can write to recruiters in real-time with their questions. If recruiters are away at the moment, a chat bot can be programmed to deliver automated responses and record driver queries until you are able to get back to them!

5. Text Description

truck driver job postingFinally, we are getting to content. Did you notice that we didn’t cover it yet? This isn’t because the content of your trucker job postings isn’t important! Rather, it’s because you can get the content just right, but still not have a strong posting if you miss out on other things on the checklist. With the job posting description itself, it’s all about striking a balance.

You want it to be long enough to hook drivers and give them the important details. But if it’s too long, it may more drivers with unnecessary details which they’ll just ask about later anyway.

Rather than a simple bulleted list of responsibilities and qualifications, you’ll want to paint a picture of the experience and the company.

Use a varied hierarchy of text to mix how the information is presented. Important details can be highlighted by using bolding, underlines, or different font sizes. Anything you can do to visually catch the eye of the reader will make that information stand out.

6. Images

In addition to the text description, make sure your job postings contain images. In fact, the richer multimedia content you can include, the better. Depending on the channel of the posting, you may be able to include more graphics, or even a video featuring testimonials from your own drivers.

It’s very important to show images that represent the experience truck drivers will have. For many drivers, seeing a picture of the type of truck they’ll be driving is essential before they consider working for that carrier. Make sure images have good resolution, that they are the proper size, and that they are placed in the right position on the page.

truck driver job description template

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Truck Driver Job Description Template

Your job description can either convert or lose applicants. Follow this template to make sure you’re on the right track.

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How to Become a Better Driver Recruiter

The life of a recruiter is a tough one in any industry. In the trucking business, it’s even harder. Drivers are scarce. The jobs needing to be filled are tough. And the old ways of recruiting just don’t seem to be working well anymore. Becoming a better truck driver recruiter is possible! If you’re a recruiter that’s overwhelmed at work, and you don’t feel like what you’re doing is working well, start here. Take a look at the following tips and begin looking for ways to improve what’s not working well in your current driver recruiting process.

Know the Answers

When speaking with driver candidates, be sure you’re an expert on your company and the particulars of the job. Know what the day-to-day job will be like. Give honest answers. Don’t sugar coat things if you know that your company might not have the world’s best benefits. Or if the pay might not be at the top of the scale. You can be the best advocate about what your company does offer, and any advantages you can bring to your drivers. As a driver recruiter, you can sell the intangibles that make your drivers stay with you. Always be truthful, and you’ll find that drivers who choose your company, will stay longer when you’re investing in the relationship right from the first meeting.

Have A Plan

Plan the work, work the plan applies here. You know your hiring needs, and the time it takes from start to finish to bring on a new truck driver. That’s the basics for putting together your planning calendar. And your process to execute that plan.

With any plan, preparation and knowing how all the details fit together is a must. But also knowing how and where your plan can be modified if needed is crucial. Cutting corners usually doesn’t work, but becoming proficient in executing plans and process, can help you save time.

If you’re just getting started, map out all of the steps from start to finish. Then lay those steps out, including all dependencies and other teams that need to help with the process. When you need to make changes to the plan, look for places to automate or eliminate manual processes to save time. Or seek help getting the right candidates to you, then you can focus on landing them. Once you’ve done all of this, be sure to keep track of your results, and then measure your success.

Leverage Helpful Tools

Use tools and technology to save time, and eliminate manual processes that are time-consuming. Make investments in partners who are devoted to making the life of a driver recruiter easier. Drive My Way is one such company. We are a next-generation recruiting marketplace that matches truck drivers with jobs based on their qualifications and personal preferences. We’re making truck driver recruiting personal again by creating meaningful connections for employers to turn into lasting relationships. Employers partner with Drive My Way to start recruiting for retention. We can help you become better recruiters, and help you find candidates that fit well, and stay with you.

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truck driver satisfaction

Recruiters know that truck driver satisfaction is essential to ensuring long-term retention. Sometimes we naively believe that good pay, benefits, and home time are the only ingredients that go into the perfect satisfaction recipe. A 2017 study by TruckersReport.com, along with software firm OdinText, showed that this isn’t the case at all! The study used text analysis to evaluate comments on TruckersReport.com discussion boards. For veteran drivers, pay grade came in fifth among factors that influence job satisfaction. For both veterans and novices, one of the leading factors was if the company culture is ‘family-oriented”. While great pay and benefits are necessary for drivers to be satisfied with their carriers, it’s obvious that they aren’t enough. Here are 6 ideas to improve driver satisfaction and retention.

1. Equipment

Drivers don’t want to deal with shoddy equipment and recurring maintenance issues. Good equipment is one of the most cited factors that influence driver satisfaction with their carriers. Investing in newer model trucks and quickly resolving maintenance issues will signal to drivers that your carrier employs professionals who care about safety and image. Consider also investing in trucks with larger cabins with fleet amenities, such as kitchen appliances and satellite radio/TV to allow for more options during down time for drivers.

2. Ride along programs

Truck driving can be a lonely profession and hobbies can go only so far in combating boredom. OTR drivers have it particularly rough as they often go several days or even weeks without seeing their loved ones.

Including a passenger or pet ride along program shows your drivers that you care about their personal lives and happiness.

A pet policy lets drivers bring their canine or feline companions on the road with them. Spouse ride along policies gives drivers the flexibility to spend more time with their significant other without losing time away from the job. Driver satisfaction is guaranteed to improve if drivers get to spend more time with who they care about.

3. Health incentive programs

Truck driving has the reputation of being one of America’s “unhealthiest professions”. While drivers may not fault their carriers for the inherent risks of the job, they appreciate any efforts carriers make to minimize those risks. Many companies have been engaging in incentive programs to help drivers meet their health goals. These could be as simple as providing healthy sack lunches or break rooms with healthy options. On the other hand, they can be as ambitious as onsite fitness centers, discounted gym memberships, or wellness days with physicals and health assessments. There’s no doubt about it—overall driver satisfaction with the career and the job increases when drivers are healthier, so there’s no downside to prioritizing health.

4. Safety

Truck drivers know that the job comes with inherent risks of crashes and other dangers on the road. When carriers prioritize safety as a top concern within the organization, drivers take note and it will have an impact on their satisfaction.

Carriers can take many steps to address safety in their procedures and policies.

In addition to what the law requires, carriers can institute their own regulations for time behind the wheel, rest time, maximum speeds, and the rest. Make sure that equipment is well maintained and showcase to drivers that the company values their safety. Consider providing drivers with free hands-free devices for use where permitted, or a hassle-free streamlines maintenance request procedure.

5. Professional development

Trucking isn’t just a job for drivers, but a career path along which the current job may just be a stop on the road. The sooner recruiters realize that drivers have career ambitions and won’t stay in the current driving job forever, the sooner they can help facilitate process within their own carriers. Perhaps some drivers are looking for additional endorsements and certifications to make specialized runs. Carriers can help provide training for these and groom drivers toward those jobs with the same company. Other drivers may be looking to switch regions, or runs. Still other may eventually hope to become owner-operators, or retire and become trainers. All these jobs could be provided through your carrier. Drivers value loyalty so if your carrier invests in their professional development, they will reciprocate by sticking with the same company and being even more satisfied with the company.

6. The “little” things

The results of the study suggest that one of the biggest factors impacting driver satisfaction is the company’s culture. Drivers often look for carriers which are family-oriented.

What this really means is that family and loyalty are things drivers value. They are looking for carriers whose values align with their own.

If carriers value family, then your carrier will naturally offer benefits like strong home time, a pet policy, paid time off, or college scholarship funds for family members. Similarly, drivers want to be respected and treated like professionals. When recruiters, dispatchers, and fleet managers treat drivers like people and not simply leads, driver satisfaction will soar through the roof.

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Top 7 Reasons Drivers Decline Jobs

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Trucking recruiters are tasked with finding top candidates for a position, matching them to the right jobs, and converting them into drivers for the fleet. This is dependent on finding a high number of qualified candidates through driver applications. One reason why you may not have as many candidates in your talent pool is because some percentage of leads start driver applications but soon abandon them.

You’ll get more candidates if you are able to reduce application abandonment. Just imagine the kinds of stronger candidates you’ll have in consideration if 10% of candidates don’t quit in the middle of your application! Here are four suggestions of how to reduce driver application abandonment and get better candidates in your recruiting pipeline.

1. Application length

Put yourself in the place of your candidates and imagine why they may abandon the driver applications. Most drivers don’t want to spend their limited free time filling out lengthy and complex applications. In fact, this is the top reason job seekers quit in the middle of applications. If your applications are requiring too many details, or take too long, most drivers are going to move on to other tasks. Worst case, you may be losing these candidates to rival carriers who have optimized and shortened their applications.

Ideally, your driver application should take no longer than 15 minutes to complete.

Instead of requiring drivers to provide all information up-front, focus on the basics and stick to questions that require simple answers. You can ask more detailed questions later, in your follow-up or in-person phone call.

2. Make applications mobile-friendly

Most drivers search and apply for jobs online through their smartphones. In this mobile-driven world, recruiters and fleet managers need to make sure they’re able to communicate and interface with drivers how they would prefer. Designing mobile-friendly applications means you’re able to meet drivers where they are and make driver applications easier for them.

Simply duplicating the web-based driver application for mobile devices introduces so many hassles, no wonder drivers abandon these!

Optimize your applications for a mobile-first experience by using mobile rendering, saved login information, and other useful features. Drivers will be more likely to complete applications which are quick and easy to complete on the go. They can easily access and submit these applications on their devices while waiting at truck stops or rest areas.

3. Avoid tedious steps

If your driver application is requiring candidates complete tedious steps, they’re going to abandon the application and run for the hills, or worse, to the next carrier’s application.

Nothing can be as difficult or tedious as requiring drivers to print or download something on the application.

These steps can be tough to complete if drivers are on their smartphones and looking at your applications while on a rest break. Using the proper software and encryption can go a long way toward drivers submitting the applications online without having to worry about their data being at risk. Build a safe and secure application on the back-end so as not to compromise the private information of candidates. E-signatures and other features make application submission simple, secure, and effective.

4. Be transparent

Your driver applications aren’t just simple tasks for candidates to complete as part of the hiring process. They’re also an integral part of the marketing and advertising for your fleet and carrier. Keeping this in mind, drivers will expect you to address their concerns about compensation, benefits, company culture, and other important topics. In this day and age, any reputation about your carrier has spread far and wide.

You can expect that your candidates have already heard everything about your company—the good, the bad, and the ugly.

What you can do to handle this situation is practice 100% transparency. Perhaps your carrier can’t provide the latest truck models or the strongest benefits, but that is balanced by the company culture, safety record, and spouse policy. Be upfront about whatever concerns you think drivers may have and make it easy for interested candidates to contact you with questions. If you’re serious about avoiding long-term turnover, your carrier should do what it can to promote transparency.

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DEMO THE PLATFORM 

As a recruiter in the fast-paced trucking industry, there are many challenges and obstacles in your job. You have a limited budget and need to fill a high number of driving positions within a short period of time. It’s tempting then, to treat truck driver candidates as leads instead of people. Treating drivers simply as a number will lead you to miss important information to help with your recruitment. Worse, it can be very off-putting to drivers who are looking to find meaning and value in their work. The truth is that treating drivers like people, and not just leads, is helpful to both recruiters and drivers. Here’s a look at why.

1. Reach Targeted Driver Matches

Probably the biggest reason to treat drivers as people and not leads is because, well, they are people! Individual people have different skills, career goals, and job preferences. If you’re looking at candidates simply as leads without any specific qualities, you run the risk of believing that you can fill any job with any driver. Most recruiters know that drivers need to be qualified for particular jobs, but it goes beyond just qualifications.

To find the best matches for your jobs, you need to take into account driver preferences, and not just qualifications.

Some drivers may prefer less home time while others need to be with their families at least once every few days. Newer drivers may prefer the newest model trucks, while seasoned veterans would be more comfortable with classic and reliable models. Finding the right driver for each position requires you to get to know the priorities, goals, and preferences of each individual. Your recruiting becomes more precise and accurate when you treat drivers like people. From a driver perspective, it is also helpful because you’re meeting their needs and they’d be more likely to be productive and perform at their best level.

2. Make Recruiting Efficient

Recruiters have limited time and resources to fill a large number of jobs fairly quickly. As a recruiter, you may be tempted to contact an endless list of job candidates to quickly land hires. This may work in the short-term, but you’ll likely lose many of those drivers in just a few months. Focusing on quantity instead of quality will only work for so long, and you definitely won’t find the best drivers for job. As mentioned above, focusing on matches will help you hire the best candidate for each job. Treating drivers like individual people will also save you time by contacting and cultivating only your top matches.

Instead of losing time and money by blindly calling an endless list of candidates, you can invest your limited time on the top matches for each job.

Focus your energies on specific, interested drivers and move them through your recruiting pipeline all the way to onboarding. From the driver’s perspective, they would appreciate this as you can get their questions answered quickly without them waiting around too long. This also keeps the interaction about the specific jobs they want, instead of soliciting them about random jobs they weren’t ever interested in or suited for.

3. Recruit for Retention

Treating drivers like people will help you recruit with more lasting value. Drivers who feel treated like people will be more likely to stick around longer. The trucking industry is notorious for high turnover, and some recruiters forget some of the solutions are this simple. The simple fact is that drivers don’t want to leave their carriers after just a few months. Most drivers would be very happy to find long-term jobs that fulfill all their needs and keeps them gainfully employed for many years. Drivers are simply looking for meaningful jobs that give them a sense that they belong.

Treating drivers like people is the only way they will feel dignified and respected as professionals.

This starts with carefully matching them with jobs that suit their needs but doesn’t stop there. Valuing truck drivers throughout their career means routinely checking in to make sure they are satisfied with the job. Driver engagement surveys and driver appreciation ideas all serve this same purpose. Drivers are sick of hearing empty promises which aren’t delivered on. Instead, be straightforward with them about what they can expect from the job, and what you can hope to realistically deliver to them. This refreshingly honest attitude can win drivers over. It all comes down to taking the time to treat drivers like people, not just leads. When drivers don’t feel lied to and cheated, they are less likely to leave your fleet.

When drivers are fully valued as individual people, you’re more likely to retain them for years on end.

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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