Building a Strong Company Culture

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A strong company culture is essential to success in the transportation industry.  

 

A company built on open communication and support, with a clear and recognizable brand identity, not only helps attract and retain skilled drivers but also boosts morale, enhances safety, and improves overall operational efficiency.  

 

In an industry where driver turnover and safety concerns are constant challenges, cultivating a positive and supportive work environment can give companies a significant competitive edge. By focusing on the following ten key strategies, your company can build a culture that fosters loyalty, promotes growth, and ensures long-term success.  

 

  1. Define Core Values and Mission

To build a successful and strong company culture, it is crucial for employees, customers, and competition to know what you stand for.  

 

Having clearly communicated company values that reflect your business goals and principles helps align the entire team and provides direction. It also attracts drivers who share similar values, improving retention and morale. 

 

Start by listing the values most important to your company and your mission. Do they involve safety, inclusion, growth, or something else? How are these values reflected in daily operations, and how does every member of the team contribute to these values and the overall mission? 

 

  1. Foster Open Communication

No company can be successful without clear and open communication with employers throughout all levels within the organization.  

 

Be sure to encourage regular, transparent communication between management, dispatchers, and drivers. Open communication builds trust, reduces misunderstandings, and improves problem-solving, fostering a more collaborative and positive work environment.  

 

Companies with open-door policies where drivers can share concerns with leadership often experience higher satisfaction and retention. In fact, in our latest Driver Happiness Report, only 40% of drivers with 1-2 years of experience felt they had enough information and support to be successful in their roles.  

 

Companies should encourage the use of tools such as messaging apps, video calls, and driver engagement surveys to create a cycle of ongoing feedback and communication.  

 

  1. Promote a Safety-First Mindset

In the transportation industry, safety is key. A safety-first culture reduces accidents, increases driver confidence, and shows that the company cares about its drivers’ well-being. 

 

Companies should prioritize safety by providing continuous training, enforcing strict safety protocols, and rewarding safe driving habits. Safety should be integrated into every aspect of your company from day one of orientation and training.  

 

To promote a safety-first mindset, companies should consider hosting regular safety workshops, investing in new safe-driving technology, and offering incentives for safe miles driven.  

 

  1. Recognize and Reward Contributions

Drivers who feel valued are more likely to stay loyal to your company, increasing retention rates and boosting employee satisfaction. Regular recognition raises morale and encourages drivers to continue giving their best. 

 

Recognition and rewards can range from public acknowledgment in meetings or newsletters to financial incentives, certificates, or awards. Many trucking companies implement formal recognition programs, such as “Driver of the Month,” safety bonuses, or tenure-based awards, to appreciate drivers’ hard work. 

 

  1. Invest in Professional Development

Investing in the growth of your drivers is one of the best ways to invest in building a company culture. It can also have a significant impact on retaining qualified talent and showing that your company values long-term career progression.  

 

Consider offering training programs, certifications, or mentorship opportunities for drivers to advance their careers. By providing opportunities for drivers to increase their skills in areas like technology, route optimization, and leadership, you can build a culture of support while creating a more skilled workforce.  

 

  1. Encourage Team Building and Community

A strong team bond is essential to a strong company culture, but it can seem difficult to foster community in a field like trucking and logistics.  

 

Although your drivers may spend most of their time on the road, those connected to their colleagues and the company are less likely to feel isolated, leading to higher engagement and lower turnover.  

 

Develop a sense of camaraderie among drivers through team-building activities, social events, or charity initiatives that promote unity and collective responsibility. Hold annual picnics, trucker appreciation events, or local community volunteering efforts that allow drivers to connect outside of work and remember they are all working for the same mission.  

 

  1. Prioritize Work-Life Balance

Driver burnout is real, and it can lead to high turnover rates and the loss of a strong company culture.  

 

To prevent burnout, companies must prioritize flexible scheduling, reasonable workloads, and adequate home time. Offering drivers the opportunity to recharge and spend quality time with their families not only improves their well-being but also fosters long-term loyalty.  

 

When drivers feel their work-life balance is respected, they are more engaged, productive, and committed to the company’s success. 

 

  1. Gather and Act on Feedback

Every member of your team will perform better if they feel they have a voice and are listened to. Create a culture of respect and responsiveness by not just soliciting feedback, but by listening to and implementing change as a result.  

 

Regularly collect feedback from drivers via surveys, one-on-one meetings, or anonymous suggestion boxes. Then, it is crucial to actively address concerns and make improvements based on the feedback. 

 

  1. Lead by Example

Leadership’s behavior directly influences company culture. When leaders act consistently with company values, it inspires trust and encourages all team members to follow suit. 

 

Managers that adhere to safety protocols, communicate openly, and prioritize driver well-being will set the standard for the entire company.  

 

For example, if your management regularly participates in safety training and shows personal interest in drivers’ concerns—such as addressing long wait times or equipment issues—they can demonstrate their commitment to working alongside all team members.  

 

  1. Create a Supportive Environment

Building a strong company culture means building a culture of support, where drivers feel they can turn to management, dispatch, or peers when facing challenges, whether personal or professional. 

 

A supportive environment promotes driver well-being, reduces stress for all team members, and encourages long-term loyalty, contributing to a positive and productive work atmosphere. Drivers should feel encouraged, respected, and heard.  

 

Consider offering mental health resources, financial planning support, or mentorship programs to create a network of assistance for drivers. Truck drivers have difficult careers that can often feel isolating, and a supportive work environment is key to showing them they are never alone.  

 

 

 

 

For more advice building up your company culture and initiatives to support truck driver recruitment and retention, be sure to check us out the rest of our Employer Blog Posts and follow us on social media.  

Understanding the Causes of Driver Turnover: Key Insights and Solutions

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As the demand for freight services increased and a growing shortage of qualified drivers continues, retaining talent has never been more critical. Yet, for many trucking companies and recruiters, high turnover rates continue to threaten productivity, customer satisfaction, and profitability. 

 

Understanding why drivers leave and what can be done to improve retention is key to building a stable, engaged workforce. Keep reading to explore the current factors causing driver turnover and discover real solutions to help address these issues head-on, ensuring you remain competitive in an evolving industry. 

 

Competitive Pay and Benefits 

Fair compensation and benefits remain a top priority for many drivers across the nation. This means it is often one of the top causes for turnover, as drivers continue to leave their current positions to find higher-paying jobs or better benefits.  

 

Remaining competitive while balancing operating costs is essential to attracting and retaining drivers while delivering profits. Employers should regularly review pay structures, benchmarking against industry standards, such as driver income data compiled by the National Transportation Institute.  

 

Transparent, competitive pay policies and incentives, such as bonuses for long-haul OTR drivers or for reaching safety milestones, can boost driver satisfaction and loyalty, reducing the likelihood of turnover and attracting new talent to your company.  

 

Work-Life Balance and Home Time 

Long hours on the road with minimal home time can quickly lead to burnout and frustration, making it one of the leading causes of driver turnover. Truck driving is inherently a tough job, with long stretches away from home and unpredictable schedules.  

 

One of the most effective ways to support drivers and reduce turnover is by offering more predictable and frequent home time.  

 

Companies should consider designing routes that allow drivers to be home more regularly, such as regional runs, or implementing split-shift schedules. For drivers who prefer long-haul routes, ensuring clear communication about time-off policies and providing paid time off can make a meaningful difference. 

 

In addition to scheduling, technology can be a game-changer in reducing unnecessary downtime and optimizing routes. Using GPS and route-planning tools helps minimize delays, allowing drivers to complete jobs efficiently and get home sooner.  

 

Balancing workloads is also crucial. Dispatchers should avoid overloading drivers with back-to-back hauls that leave no room for rest and recovery. 

 

Lack of Appreciation and Communication 

A common complaint of drivers across the nation is feeling disconnected from management or that their concerns are not listened to and acted on.  

 

In fact, in our most recent Driver Happiness Survey, we found that only 40% of drivers with 1-2 years of experience felt they had the information and support necessary to be successful in their roles.  

 

To ensure this is not a problem in your company, work to create a culture of open communication, offering feedback channels and training for dispatchers to communicate more effectively. Establish regular check-ins, even via digital tools, or offer other platforms for drivers to provide insight, such as driver engagement surveys.  

 

Limited Career Advancement Opportunities  

Today’s drivers have their sights set on greater career advancement goals than ever before, which means it is essential to prioritize internal growth and employee development to reduce driver turnover.  

 

To do this, offer clear paths for advancement, whether that’s into higher-paying routes, training for specific certifications, or even non-driving roles within the company. Companies should promote internal mobility, such as transitioning drivers to safety or training roles, or even dispatcher roles. 

 

By offering opportunities for career advancement, companies demonstrate their commitment to driver success and long-term growth. This not only increases job satisfaction but also builds loyalty, as drivers are more likely to stay with employers who invest in their professional development.  

 

Poor Onboarding and Training  

Inadequate training and support during the initial weeks on the job is another common reason new drivers quit.  

 

Without proper onboarding, drivers can feel overwhelmed and unprepared for the demands of the role. From the beginning of the hiring process, into orientation, and throughout their tenure with the company, drivers should feel supported, encouraged, and valued to reduce turnover and improve retention.  

 

Invest in thorough, hands-on onboarding programs that integrate drivers into the company culture from day one. Comprehensive training on safety, routes, and company policies is essential, and pairing new hires with experienced mentors can provide the support they need as they adjust.  

 

Inadequate Equipment and Technology  

Drivers also often cite poor-quality or outdated technology and equipment as a key reason for leaving a company. 

 

Frequent breakdowns or malfunctions not only delay deliveries but also add unnecessary stress and frustration to drivers’ already demanding schedules. When equipment fails, it impacts driver safety, productivity, and overall job satisfaction, leading to higher turnover rates. 

 

To address this, companies should invest in newer, reliable vehicles and ensure regular maintenance to minimize downtime. Additionally, keeping technology up to date can make a significant difference in a driver’s daily experience.  

 

Modern route-planning tools, communication systems, and digital compliance solutions streamline operations, allowing drivers to focus on their job without unnecessary challenges. Offering training on new technologies ensures drivers feel confident and capable, further boosting retention. 

 

 

 

Looking for more information on recruiting to retain in 2024? Download our free Employer’s Guide to Reduce Turnover. 

 

6 Essential Strategies for Effective Communication with Drivers 

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In the dynamic world of trucking, effective communication is essential for smooth and efficient operations. Whether you are recruiting new drivers or managing a seasoned fleet, mastering the art of communication is crucial for your carrier’s success.  

 

In 2023, Drive My Way surveyed over 500 truck drivers from across the nation, and the results revealed that 60% of drivers with 1-2 years of experience felt clearer communication and improved support would increase their workplace satisfaction and success.  

 

Wondering how to improve driver retention, increase productivity, and develop a stronger company culture through communication? Keep reading for 6 essential strategies every carrier should consider.  

 

  1. Practice Active Listening and Empathy

The foundation of effective communication with drivers is active listening. This involves more than just hearing their words—it requires genuine curiosity and a commitment to understanding their perspective. 

  • Ask probing questions: Don’t wait for drivers to voice concerns. Actively inquire about their needs, preferences, and challenges through driver engagement surveys, one-on-one meetings, or anonymous feedback boxes.  
  • Focus on key areas: When recruiting, proactively address factors that drivers care about most, like home time, benefits, and compensation. 

 

Listening is only the first step. To build trust and show respect, it is crucial to display your commitment by acting on the information you receive. 

  • Analyze patterns: Look for common themes in driver feedback. Are there consistent complaints about specific routes, dispatchers, or policies? 
  • Develop action plans: Create concrete strategies to address identified issues. 
  • Communicate changes: Keep drivers informed about how their feedback is being used to improve operations. 

 

  1. Choose the Right Communication Medium

Sometimes, the medium is as important as the message. Drivers are constantly on the road and often far from home, which means deciding how to best disseminate your message to every driver can significantly impact the effectiveness of your interactions. 

  • Time-sensitive information: Use phone calls for urgent, important updates that require immediate attention. 
  • Complex discussions: Opt for voice or video calls when topics are too complicated for text-based communication. 
  • Building relationships: Use video conferencing for interviews or important conversations to preserve non-verbal cues and add a personal touch. 
  • Brief updates: Use text messages for short, non-urgent updates or reminders. 
  • Document sharing: Send important documents like job applications, contracts, or policy updates via email. 
  • Record keeping: Use email for conversations where you need a written record of what was agreed upon. 

 

  1. Leverage Technology for Enhanced Communication

In recent years, the trucking industry has seen a surge in technology designed to streamline communication. Embrace these tools to stay connected with your drivers. 

  • All-in-one communication apps: Implement platforms that combine messaging, document sharing, and task management. 
  • GPS-enabled communication: Use apps that allow for location-based updates and communication. 
  • Training and onboarding tools: Leverage e-learning platforms for ongoing driver education and onboarding. 

 

Social media and online platforms are also impactful tools to build a sense of community among your drivers, even when they are on the road. 

  • Private Facebook groups: Create a space for drivers to connect, share experiences, and ask questions without the pressure of management’s presence.  
  • LinkedIn presence: Use professional networks to showcase company culture and attract potential recruits. 
  • Twitter updates: Share company news, industry updates, and recognition for outstanding drivers. 

 

  1. Establish Clear Communication Protocols

By creating a structured communication system that all parties understand and can rely on, you can eliminate delays and frustrations caused by common miscommunication.  

  • Regular check-ins: Establish a schedule for routine communications with drivers and dispatch.  
  • Emergency protocols: Clearly define procedures for urgent situations or crises to protect drivers, vehicles, and freight.  
  • Communication handbook: Develop a guide outlining preferred methods and best practices for different types of information. 
  • Training for management and dispatch: Ensure that all team members who interact with drivers are trained in effective communication techniques. 
  • Templates and scripts: Create standardized formats for common types of communication to ensure clarity and efficiency. 

 

  1. Cultivate a Culture of Respect and Trust

An important part of communication is showing drivers that their work is valued and essential to the company’s success. 

  • Public recognition: Highlight driver achievements in company newsletters or social media. Consider using testimonies from drivers to display company culture and recognize individual accomplishments.  
  • Performance incentives: Implement programs that reward safe driving, fuel efficiency, or other key metrics. 
  • Personal touches: Remember important dates like work anniversaries or birthdays. 
  • Follow through: Always keep promises and commitments made to drivers. 
  • Transparent policies: Clearly communicate company policies and the reasoning behind them. 

 

  1. Measure and Improve Communication Effectiveness

Regularly assessing the impact of your communication strategies can help identify areas for improvement and show your continued commitment to driver satisfaction.  

  • Retention rates: Monitor how improved communication affects driver retention over time. 
  • Productivity indicators: Track metrics like on-time deliveries or safety records to see if better communication leads to improved performance. 

 

Just measuring this data is not enough, it is important to use your findings and driver feedback to continuously evolve your communication strategies. 

  • Regular reviews: Hold periodic meetings to assess the effectiveness of current communication practices. 
  • Pilot programs: Test new communication tools or methods with a small group before full implementation. 
  • Benchmark against industry standards: Compare your communication practices with those of leading companies in the industry. 

 

 

 

For more advice on how to stay ahead of the curve in today’s transportation industry, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

 

8 Driver Recruitment Strategies for Peak Season

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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. 

 

How to Choose the Right Applicant Tracking System

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Applicant Tracking Systems (ATS) have revolutionized the way recruiters attract and retain quality CDL drivers.  

 

By automating many of the time-consuming tasks associated with hiring, such as screening resumes, tracking applications, and ensuring compliance, an ATS can significantly enhance the efficiency and effectiveness of a company’s recruitment process.  

 

However, not every ATS platform offers the same features, and its success depends on the unique needs and goals of your company.  

 

Wondering how to know which ATS platform is the best fit for your requirements? Keep reading and learn how to find the right Applicant Tracking System to identify top talent, reduce time-to-hire, and improve the overall candidate experience.  

 

Define Your Recruiting Goals 

The first step in choosing the right Applicant Tracking System is to understand the needs, goals, and existing challenges of your recruiting process.  

 

Start by identifying pain points in your recruiting efforts. Is it high turnover rates? Lengthy hiring processes? Difficulty finding qualified drivers or managing large volumes of applicants?  

 

Different ATS platforms offer different solutions, which makes it crucial to understand exactly what your company is looking for. Set clear objectives by determining what you hope to achieve with an ATS. Are you aiming to streamline the recruitment process, improve compliance tracking, reduce time-to-hire, or enhance candidate communication?  

 

It is also important to understand your workforce’s needs and consider the types of drivers you are looking to recruit and their specific qualifications. Your ATS should be able to track certifications, endorsements, and experience levels relevant to your hiring needs. 

 

Evaluate The Features That Meet Your Needs 

Although there are some core features that every ATS should include, each platform has its own unique advantages and specialized features. To ensure you find the right fit for your company, it is essential to decide which features best address your identified needs and goals.  

 

First, look for the features every ATS should offer, including candidate screening, interview scheduling, and searchable document tracking. Consider looking for features that cater specifically to the transportation industry, such as compliance tracking for DOT regulations, CDL verification, and background checks. Companies should also ensure that the system supports mobile access, as many drivers may apply using smartphones. 

 

Other ATS features to consider based on your needs include: 

  1. Integration capabilities with existing technology  
  2. Advanced analytics and reporting  
  3. Onboarding and orientation tools  

 

Additionally, if your company is growing, choose an ATS that can scale with your needs. Smaller companies may need simple functionalities, while larger companies might require more features to manage large volumes of applicants in multiple locations across the country.  

 

Consider User Experience and Ease of Use  

With a tool as essential as ATS software, it is imperative that the system is intuitive and user-friendly for both your recruitment team and applicants.  

 

Look for a clean interface, easy navigation, and customizable dashboards that can streamline the workflow while integrating with your current recruiting technology. Assess the level of training and customer support offered by the ATS provider, which will help in case your team needs any further assistance.  

 

The candidate experience is critical to successful recruiting, and your ATS platform should ensure the application process is simple, easy to navigate, and mobile-friendly.  

 

Test Drive Potential Systems  

Finally, remember that many ATS companies allow for demos or trial periods before committing to the investment.  

 

If possible, request demos of the user interface and realistic use case scenarios. Involve your recruitment team in the testing process and gather their feedback. They are the ones who will be using the system daily, so their input is crucial. 

 

Take advantage of a free trial whenever offered. This allows your team to get hands-on experience with the system and identify any potential issues before making a commitment.  

 

Use what you’ve identified as your goals, challenges, and need-to-have features to make the most of a trial and find the applicant tracking system for you! 

 

 

 

For more advice on improving your recruitment efforts to attract and retain qualified drivers, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

By the Numbers: ROI Achievements of Our Top Clients

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In the narrow-margin world of trucking, Return on Investment (ROI) isn’t just a buzzword—it’s the lifeblood of successful recruitment strategies. At Drive My Way, we’re proud to partner with industry leaders who are revolutionizing their approach to driver recruitment. Today, we’re pulling back the curtain to show you the tangible results our top clients have achieved. These aren’t just numbers; they’re a testament to the power of strategic, data-driven recruitment. 

 

Let’s dive into the metrics that matter most: cost per hire, retention rates, time to hire, and hiring volume. These figures tell a compelling story of efficiency, quality, and growth. 

 

Custom Ecology Inc.: Mastering High-Volume, Low-Cost Hiring 

When it comes to balancing quantity and quality, Custom Ecology Inc. sets the gold standard. This waste transportation leader has achieved remarkable results: 

 

  • $227 Cost Per Hire 
  • 50 Drivers Hired On Average Every Quarter 

 

Custom Ecology is bringing on board a small fleet’s worth of drivers every three months, at a cost that’s a fraction of industry averages. How? By leveraging Drive My Way’s precision matching technology to identify candidates who aren’t just qualified, but are an excellent fit for their unique culture and needs. 

 

“It’s time-consuming to go through all the applicants that don’t even have the experience or qualifications,” says a representative from Custom Ecology. “Drive My Way definitely came through with that by sending those applicants that we knew had experience.” 

 

NFI: Where Quality Meets Quantity 

NFI, a leader in dedicated transportation, proves that you don’t have to sacrifice quality for quantity: 

 

  • 85% Retention Rate of Drive My Way Hires 
  • 26 Hired Drivers in 3 Months 
  • $577 Cost Per Hire 

 

These numbers tell a powerful story. Not only is NFI bringing on nearly nine new drivers a month, but they’re also keeping them. In an industry where turnover rates often exceed 90%, an 85% retention rate is nothing short of remarkable. It’s a testament to the power of finding the right fit from the start. 

 

“Drive My Way doesn’t give us thousands and thousands of leads. They give us hundreds of qualified leads,” an NFI representative shares. “That saves us time from having to screen drivers who aren’t a fit and focus on the ones who meet our qualifications.” 

 

Gulf Winds International: The Retention Champions 

For Gulf Winds International, an intermodal logistics leader, the focus is on long-term success: 

 

  • 96% Retention Rate 
  • 11 Owner Operators Leased On Average Every Quarter 
  • $1,210 Cost per Hire 

 

While their cost per hire might be higher than some, Gulf Winds is playing the long game—and winning. A 96% retention rate means they’re not just filling seats; they’re building a stable, experienced workforce. For owner-operators, who often have their pick of companies to work with, this level of satisfaction speaks volumes about Gulf Winds as an employer of choice. 

 

Argos USA: Scaling with Precision 

Argos USA, a major player in the ready-mix concrete industry, showcases how to scale effectively: 

 

  • 40+ Drivers Hired On Average Every Quarter 
  • $717 Cost Per Hire 

 

These numbers reflect a company that’s growing rapidly without compromising on quality. By maintaining a cost per hire well below industry averages while bringing on over 160 drivers a year, Argos USA is positioning itself for sustainable growth. 

 

“The matching technology that Drive My Way uses to connect us with quality, interested drivers is what makes them different,” an Argos USA representative notes. This technology-driven approach is clearly paying dividends in their recruitment efforts. 

 

Stevens Trucking: Speed and Efficiency in Action 

Stevens Trucking proves that fast hiring doesn’t mean cutting corners: 

 

  • 15 Hired Drivers in 6 Months 
  • $600 Cost Per Hire 
  • 11 Days Average Time to Hire 

 

An 11-day average time to hire is fast in the trucking industry. This speed, combined with a very competitive cost per hire, showcases the power of streamlined, efficient recruitment processes. Stevens Trucking is getting quality drivers behind the wheel faster, minimizing lost revenue from empty trucks. 

 

Analyzing the Numbers: What Do They Tell Us? 

Looking at these success stories, several key trends emerge: 

 

Cost Efficiency: Our top clients are achieving costs per hire ranging from $227 to $1,210. Even at the higher end, these figures are competitive, especially when considering the quality of hires and retention rates. 

 

Impressive Retention: Retention rates of 85% to 96% are game-changing in an industry plagued by high turnover. These numbers translate directly to reduced training costs, improved safety records, and enhanced operational efficiency. 

 

Speed of Hiring: With time-to-hire as low as 11 days, our clients are able to respond quickly to market demands, ensuring they have the workforce needed to meet customer needs. 

 

Scalability: Whether it’s 11 owner-operators a quarter or 50 company drivers, our clients are proving that quality hiring can be done at scale. 

 

The Common Thread: Strategic, Tech-Enabled Recruitment 

What sets these companies apart? They’ve all embraced a data-driven, technology-enabled approach to recruitment. By leveraging Drive My Way’s precision matching technology and industry expertise, they’re able to: 

 

  • Target the right candidates from the start, reducing time wasted on unqualified applicants. 
  • Create compelling job postings that resonate with high-quality drivers. 
  • Streamline the application and screening process, reducing time-to-hire. 
  • Match drivers not just with best fit jobs, but with companies where they’re likely to thrive long-term. 

 

The ROI of Strategic Recruitment 

When you reduce cost per hire by hundreds or thousands of dollars, and then multiply that by dozens or hundreds of hires per year, the savings are substantial. When you improve retention rates by 20%, 30%, or more, you’re not just saving on turnover costs; you’re building a more experienced, efficient, and safer fleet. 

 

But perhaps the most significant ROI isn’t captured in these numbers. It’s in the peace of mind that comes from knowing you have a reliable pipeline of quality drivers. It’s in the ability to say “yes” to new business opportunities because you’re confident in your ability to staff up quickly. It’s in the improved safety records, customer satisfaction, and company culture that come from having the right drivers in your fleet. 

 

As one of our clients put it, “Drive My Way feels like having your own recruiting agency on retainer without the heavy-duty cost.” 

 

Ready to Transform Your Recruitment ROI? 

If you’re inspired by these results and ready to revolutionize your approach to driver recruitment, we’re here to help. At Drive My Way, we’re not just a service provider—we’re a partner in your success. Let’s work together to create your own ROI success story. To hear more from our customers, browse our featured case studies. 

 

Contact us today to learn how we can tailor our proven strategies to your unique needs. Your future top performers are out there. Let’s find them together. 

Treating Drivers like People, Not Leads

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What is the key to recruiting a fleet of qualified, dedicated drivers?  

 

It’s not just about finding the right skill set or filling vacancies quickly. The real secret lies in recognizing and valuing drivers as individuals, not just as leads.  

 

In an industry where retention and job satisfaction are critical, the importance of treating drivers with respect and understanding cannot be overstated. Keep reading to find out why prioritizing personal connections in the recruitment process is essential for attracting and retaining a strong and committed team of quality drivers, and what strategies can help demonstrate your dedication to every candidate.  

 

The Impact of Treating Drivers as People 

Most truckers are well experienced in the recruiting process, and they can sense insincere or apathetic marketing tactics from a mile off. Treating drivers like leads, instead of real people, can discourage applicants from continuing through the process and can affect a carrier’s reputation and industry standing.  

 

Find the best matches for your jobs.  

Treating drivers like people means considering their unique skills, career goals, and job preferences. If you look at candidates simply as leads without any distinct qualities, you run the risk of believing that you can fill any job with any driver.  

 

The best job matches are made when a driver’s unique experiences and preferences align with what is required of a position. Some drivers may prefer less home time, while others need to be with their families frequently throughout the week. Newer drivers may prefer the most modern 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’s perspective, this approach is beneficial because it meets their needs, making them more likely to be productive and perform at their best. 

 

Increase retention.  

Treating drivers like people will also help you recruit with more lasting value. When drivers feel appreciated, supported, and listened to, they are more likely to remain in a position long-term.  

 

With the ongoing driver shortage and industry-wide high turnover rates, fostering loyalty and job satisfaction is crucial. When drivers feel valued, they develop a stronger attachment to their company and are less likely to seek opportunities elsewhere. 

Carriers can demonstrate this appreciation through concrete actions such as conducting driver engagement surveys to understand their needs and concerns and offering appreciation programs to recognize certain safety and career milestones.  

By consistently showing that they care about their drivers’ well-being and professional growth, carriers can build a more dedicated and stable workforce, enhancing overall operations and success.  

 

Make recruiting more efficient.  

Recruiters often have limited time and resources to fill numerous open positions. While it may be tempting to quickly contact as many candidates as possible to expedite the hiring process, this approach often results in high turnover within a few months.  

 

Prioritizing quantity over quality may yield short-term gains, but it won’t attract the best drivers for the job. Treating drivers as individuals rather than leads allows for a more efficient process, as you can concentrate on engaging with top matches, ultimately leading to more enduring and successful hires. 

 

Focus your energies on qualified, interested drivers and ensure they have a smooth process from recruiting, to onboarding, to their first day behind the wheel. Drivers will appreciate this, as their questions and concerns can be answered quickly and directly, making it easier to assess if the position is the right fit.  

 

Strategies to Show Drivers Your Commitment  

The best way to demonstrate to drivers that you value them as people, not leads, is to create driver-centric strategies that focus on their well-being and professional growth.  

 

From the initial marketing to attract potential candidates to orientation and onboarding, these methods will help foster a positive work environment, boost morale, and enhance driver retention. 

 

 

  • Offer a Referral Program: Encourage current drivers to refer others, demonstrating your trust in your employees and commitment to building a positive reputation. Referral programs can attract quality candidates who will have an easier time adjusting to company culture and practices.  

 

  • Establish a Digital Presence and Brand Identity: Use your website and social media to display your company culture, values, and real driver experiences through testimonials. Transparency builds trust with potential recruits, and a recognizable brand identity can attract drivers and differentiate your company from competitors.  

 

  • Optimize Your Applications: Simplify the application process. Lengthy forms can discourage applicants. Make sure your online application is user-friendly and mobile-responsive, such as including auto-fill features and digital signature capabilities.  

 

 

For more advice on recruiting and retaining qualified drivers in today’s competitive market, be sure to check out the rest of our Employer blog posts and connect with us on social media.  

 

5 Traits the Best Trucking Jobs Have in Common

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You can tell a lot about a carrier by how it treats its drivers. Turnover rate, industry reputation, and overall employee satisfaction are all important markers that can make or break a company in today’s competitive market.  

 

Although every truck driver brings unique experience and preferences to the table, there are some traits that all drivers look for in a good trucking job. By understanding and implementing these traits, employers can attract and retain top talent.  

 

Whether you are looking to improve your current operation or attract new drivers, keep reading to find out 5 traits that the best truck driving jobs have in common.  

 

Competitive pay and benefits 

It should not come as a surprise that the top priority for most drivers is receiving a competitive salary and compensation. Drivers remain in high demand as the industry-wide driver shortage continues, which means they can be selective when it comes to choosing a job. Offering fair pay and benefits is a fantastic way to attract talent and increase your standing in the industry.  

 

Although driver compensation always differs depending on many factors, there are other financial incentives that motivate current drivers and new applicants, such as sign-on bonuses and paid time off. Other incentives can include yearly raises to increase company loyalty and safe miles bonuses.  

 

Providing financial incentives and benefits like insurance shows that you value your drivers, which can lead to positive word-of-mouth recommendations. On the other hand, compensating your drivers below the industry standard is sure to raise red flags and impact your company’s reputation.  

 

Listening and communication  

Although fair pay remained drivers’ top concern in Drive My Way’s most recent Driver Happiness Survey, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.   

 

In the same survey, only 51% of drivers surveyed said they were happy at their jobs. Demonstrating your commitment to listening to your drivers’ needs and considering their opinions can have a dramatic impact on retention rates and overall employee satisfaction.  

 

Consider implementing programs to learn what could be improved at a management level, while giving drivers a chance to speak freely and be listened to. Driver engagement surveys, anonymous suggestion boxes, and regular one-on-one meetings are proven methods to foster open communication and demonstrate that management values drivers’ input.  

 

Home time and flexible scheduling  

One of the most difficult parts of any trucking job is the time away from home. Even local or regional drivers can spend most of the day away from home or work an irregular schedule due to delivery requirements.  

 

Although employers can’t change the rigid nature of shipping and delivery schedules, ensuring drivers have ample time off is a wonderful way to reward employees and increase satisfaction. For OTR drivers, who spend an average of 300 days (about 10 months) out of the year on the road, regularly scheduled home time can mean even more.  

 

If a driver has been on the road for days at a time, ideally they should be able to take a few days off. Allowing opportunities for drivers to choose their schedules and runs the longer they have been employed is also a strategy that can increase company loyalty and employee satisfaction.  

 

Quality equipment 

By investing in reliable, quality equipment and technology, you also invest in the safety and well-being of every driver on the team.  

 

Carriers don’t have to have the newest or most expensive models to provide a high-quality working environment for their drivers. Regular maintenance and adherence to safety regulations ensure that vehicles are dependable and minimize the risk of breakdowns or accidents. This not only enhances safety but also reduces downtime and stress for drivers. 

Additionally, investing in technology such as route optimization software and telematics can significantly improve drivers’ efficiency and job satisfaction. Route optimization software helps drivers navigate more efficiently, reducing travel time and fuel costs, while telematics provide real-time data on vehicle performance, enabling proactive maintenance and immediate issue resolution. 

 

Opportunities for growth  

If drivers feel as though an employer is committed to their continued growth and learning, they are more likely to perform better and remain at the company.  

 

From the start of the onboarding process, drivers should be aware of opportunities to receive further training, certifications, or internal promotions. Providing a clear path for career advancement not only boosts morale but also enhances drivers’ skills and expertise, benefiting both the employees and the company. Mentor programs are another great method to engage drivers and strengthen company culture while improving overall employee performance.  

 

 

 

Looking for more advice on how to best attract and retain qualified drivers to join your fleet? Head over to our Employer Blog posts or connect with us on social media to receive the newest updates on the trucking industry.  

How to Make Advertisements That Stand Out to Drivers

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Attracting and retaining qualified truck drivers is no easy job.  

 

With the ongoing driver shortage, post-pandemic influx of new carriers, and continued digitization of the industry, it can seem harder than ever to craft compelling job advertisements that catch the right drivers where they’re at.  

 

Have you been wondering how to make your advertisements stand out to attract top talent to your team? Keep reading to find out which communication channels you should be using, and what you need to include in every driver job advertisement.  

 

Meet Drivers Where They’re At 

The first step in creating a successful truck driver advertisement is knowing which communication channels to use. Drivers are a unique target audience, which means it is best to utilize multiple channels with specifically catered messages.  

 

Audio-based advertisements, such as for radio, are a smart choice for truck drivers who spend long hours on the road. Without the ability to read or look at digital media while driving, radio advertisements are a terrific way to reach truckers at any hour of the day.  

 

These advertisements should be short and catchy, potentially including a jingle or catchphrase that will stick in a driver’s memory. Radio advertisements are also most effective when they run multiple times throughout the day, reaching drivers with all different schedules.  

 

Digital media has become the number one way to reach truck drivers looking for employment opportunities, whether by email, online job boards, or social media. Although drivers can’t look at digital media while behind the wheel, mobile-friendly options are a smart choice for reaching drivers on break or after finishing their day.  

 

Posting advertisements on popular social media websites such as Facebook and Instagram are a surefire way to broaden your scope of potential applicants and make it easier for drivers to remember your message or directly contact recruiters.  

 

Industry-specific magazines and newsletters remain a popular channel due to their nature as a trusted resource for drivers. Many magazines are widely circulated and have a large base audience, which allows your advertisement to reach a range of drivers.  

 

Trucking industry magazines and newsletters also often allow companies to include more information than a social media post or radio advertisement, which can help drivers decide if the job seems like the right fit.  

 

In-person recruiting methods, such as job fairs and trucking industry events, are another tried and true method for meeting drivers where they are at. Many drivers that attend these events are likely to be looking for work or open to learning more about new opportunities, and meeting in person allows for both drivers and recruiters to ask questions and find out more.  

 

How To Make Your Advertisements Stand Out  

Once you’ve selected the method best suited for your trucking job advertisement, it is critical to make sure your message will connect and resonate with the right drivers.  

 

Truck drivers are constantly receiving countless messages and advertisements, so you need to find a way to cut through the noise and demonstrate what makes your carrier the right choice. Here are five essential considerations to make for every job advertisement.  

 

Highlight attractive elements. When crafting an advertisement and job description, keep in mind that drivers are most often wondering “what’s in it for me?” This means it is important to include and highlight job elements most likely to attract drivers, such as competitive pay, full benefits, flexible scheduling, and route choice, and if there are any opportunities for continued training and growth.  

 

To best highlight specific points, focus on making your advertisements precise and attention-grabbing. Use short sentences and headlines or headings to make information stand out and be easily understood. Bullet points can also be effective in print or in digital media to break up information while still including the necessary details.   

 

Be honest and straightforward. Although including the positive parts of the job is essential for attracting drivers, potential candidates will also appreciate transparency. Instead of just including promising phrases like ‘great pay’ or ‘time off available,’ use real numbers like pay per mile or average miles driven.  

 

Authentic imagery and stories can also help support your claims. Instead of using stock photos, consider taking photos of real employees on the job or including driver testimonials. These seem more genuine and will allow applicants to better understand what the company culture is like.  

 

Make sure the content fits the channel. Because truck driver job advertisements should be posted on a variety of communication channels, the messages will have to differ depending on the context and audience.  

 

For audio-based advertisements, the goal is to be short and catchy. Drivers should remember something specific after listening, such as the company name or contact information. Print and digital advertisements, however, need to be visually catchy with enough information to attract applicants. These advertisements should also always include a logo to increase brand awareness.  

 

Include a call to action. No matter the channel, every advertisement should clearly include a call to action for the potential candidates, such as the contact information of your hiring/recruiting manager, company webpage or social media, or a digital link to your application.  

 

Because drivers often have irregular schedules, modern job advertisements should include multiple forms of contact, including phone number, email, and social media.  

 

Measure effectiveness and engagement. To ensure that your advertisements really do stand out, it is important to continuously review what elements are successful and which could be improved.  

 

Response rate is a key marker for how well drivers are engaging with your ads. Response rate can be measured by how many potential candidates are following up for more information or applying to the posted position.  

 

Time to fill is another important metric that shows the duration from posting a job ad to making a hire. A shorter time to fill suggests that the advertisement is effective in quickly attracting qualified candidates, while a longer time might indicate a need for adjustments in your strategy. 

 

 

 

For more advice on recruiting and retaining truck drivers in today’s competitive industry, check out the rest of our Employer Blog posts and follow us on social media.  

 

Navigating the Freight Recession: Strategies for Effective Driver Recruitment and Retention

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The trucking industry is no stranger to the ebbs and flows of economic cycles, and the current freight recession presents a unique set of challenges for companies striving to maintain a strong driver workforce. As freight volumes dip and margins tighten, it’s tempting for organizations to scale back their recruitment efforts and focus solely on short-term cost-cutting measures. However, this shortsighted approach can leave companies ill-prepared when the inevitable market rebound occurs. 

 

Despite the temporary slowdown in freight demand, the fundamental need for qualified drivers persists. The driver shortage, a perennial issue in the trucking industry, shows no signs of abating. In fact, the American Trucking Association (ATA) has projected that by 2030, the industry could face a shortage of 160,000 drivers, underscoring the importance of continuous driver recruitment and retention efforts, even during market downturns. 

 

The Imperative of Continuous Recruitment 

Forward-thinking trucking companies recognize that navigating the freight recession successfully requires a strategic approach to talent acquisition and retention. Rather than hitting pause on driver hiring, these organizations are doubling down on innovative solutions to attract and retain top talent, ensuring they have the human capital needed to capitalize on opportunities when the market inevitably rebounds. 

 

One such strategy is leveraging the power of strategic partnerships with specialized driver recruitment firms like Drive My Way. By tapping into their extensive network of qualified drivers and cutting-edge matching technology, trucking companies can maintain a robust talent pipeline without the overhead of a full-time in-house recruitment team. This scalable approach allows organizations to adjust their hiring efforts in real-time, aligning resources with dynamic market conditions. 

The Benefits of Driver-Centric Recruitment 

 Moreover, partnering with a driver-centric recruitment firm ensures that the candidate experience remains a top priority, even during challenging economic times. Drive My Way’s unique approach leverages driver preference data to facilitate personalized job matching, tailored communication, and a deep understanding of what drivers value most in an employer. By prioritizing the driver experience, trucking companies can differentiate themselves in a competitive market and foster long-term loyalty among their workforce. 

 

This personalized approach extends beyond the initial recruitment phase. By continuously gathering and analyzing driver preference data, companies can refine their offerings to better align with driver needs and expectations. This might include adjusting route assignments, implementing more flexible scheduling options, or enhancing benefits packages based on driver feedback. 

 

The value of such strategic partnerships in navigating the freight recession is evident in the success story of CEVA Logistics, a global leader in first and final mile deliveries. By partnering with Drive My Way to streamline their driver hiring process, CEVA Logistics achieved remarkable results, hiring an average of 30 independent contractors per quarter at a cost per hire of just $747. This collaboration, which began in March 2022, focused on filling final mile delivery driver positions across the United States. Drive My Way’s custom solutions and seamless integration with CEVA’s existing TenStreet system enabled them to meet high-priority hiring goals efficiently, even in a challenging economic climate. 

 

CEVA Logistics’ experience underscores how strategic partnerships can effectively address recruitment challenges during economic downturns. By leveraging a driver-centric approach and innovative recruitment solutions, companies can maintain a strong pipeline of qualified drivers, positioning themselves for continued success in the competitive transportation industry. 

 

Enhancing Driver Retention During Economic Downturns  

Another critical aspect of effective driver retention during a freight recession is a commitment to ongoing communication and engagement. Regularly seeking feedback from drivers and demonstrating a genuine interest in their well-being can go a long way in fostering loyalty and reducing turnover. Drive My Way’s platform facilitates open communication channels, enabling trucking companies to gather valuable insights from their driver workforce and make data-driven decisions to improve retention. 

 

This continuous feedback loop can help companies identify potential issues before they lead to turnover. For instance, if multiple drivers express concerns about a particular route or customer, management can proactively address these issues, demonstrating responsiveness to driver needs and potentially averting costly turnover. 

 

Investing in Driver Development 

 Investing in driver development and career advancement opportunities can also help trucking companies weather the storm of a freight recession. By offering training programs, mentorship, and clear pathways for growth, organizations can demonstrate their commitment to their drivers’ long-term success, even during challenging economic times. This investment in human capital not only enhances driver retention but also positions companies to emerge from the recession with a highly skilled and engaged workforce. 

 

Consider implementing a structured mentorship program that pairs experienced drivers with newer recruits. This not only provides valuable support and guidance for new drivers but also offers a sense of purpose and recognition for veteran drivers, potentially improving retention rates across both groups. 

Leveraging Technology for Retention 

 In addition to personalized recruitment and development strategies, leveraging technology can play a crucial role in enhancing driver retention during a freight recession. Advanced fleet management systems, driver-friendly mobile apps, and AI-powered routing technologies can improve efficiency, reduce frustration, and enhance the overall driver experience. 

 

For example, implementing a user-friendly mobile app that allows drivers to easily access route information, communicate with dispatch, and manage their schedules can significantly improve job satisfaction. Similarly, AI-powered routing systems can optimize routes to minimize empty miles and maximize earning potential, addressing one of the key concerns drivers often face during economic downturns. 

Building a Resilient Workforce 

 As the trucking industry navigates the complexities of the current freight recession, it’s clear that a proactive, driver-centric approach to recruitment and retention is essential for long-term success. By forging strategic partnerships, prioritizing the driver experience, and investing in human capital, trucking companies can weather the storm and emerge stronger, ready to seize opportunities in the post-recession landscape. 

 

Companies that maintain their commitment to driver recruitment and retention during the freight recession will find themselves with a significant competitive advantage when the market rebounds. They’ll have a stable, experienced workforce in place, ready to meet increasing demand, while competitors who scaled back their efforts may struggle to ramp up quickly.