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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driver referral program

To hire the best truck drivers, recruiters need to constantly create a good impression of their carriers. However, there’s only so much you can do as a recruiter to control your brand and reputation. Unfortunately, many advertisements lie, and drivers have good reason not to believe everything that a carrier says about itself. That’s why they’re more likely to listen to other drivers instead. People are more likely to listen to those they trust, and they’re more likely to trust those who are similar to them. The power of peers is so great that people are 4 times more likely to buy a product when referred by a friend. You can harness this power in the trucking industry as well. A potential driver for your fleet is more likely to trust a fellow driver than what you have to say about your fleet.

This is the idea behind creating a driver referral program. Since your reputation as a carrier is going to spread anyway, you may as well use that to your advantage to attract the best candidates.

Research shows that “word of mouth” plays a huge factor for drivers looking for trucking jobs.

According to the 2019 Overdrive Connectivity Report, 26% of company drivers use word of mouth when looking for driving jobs, second only to Internet searches. Meanwhile, it’s the strongest factor for owner-operators, who look to it 39% of the time. A driver referral program will help you harness the power of word-of-mouth and use your company reputation to bring the strongest drivers to your fleet. Here are 3 tips to create a strong referral program.

1. Build advocates

As we mentioned, drivers are already speaking to each other about your carrier. Your company already has a reputation, and you can’t override it by a referral program. Either your drivers believe you have a strong company and culture that values them, or they don’t. You can’t magically change their opinion by using incentives, but you can encourage them to share their opinions with other drivers.

Offering incentives nudges your drivers to make referrals they already believe in.

It just adds the extra benefit that it won’t slip their mind between a busy job and personal life. If drivers already believe in the strength of your company, you’re really building them as advocates for your company, and not simply as referrals.

2. Structure incentives

Many companies use incentives to nudge drivers into making referrals. Most of these incentives are monetary rewards, although they don’t have to be. As we learned in high school economics class, incentives matter.

You have to make sure you’re offering the right incentives, and that they are influencing behavior in ways you want them to.

If you’re offering a vinyl record player as an incentive and all your drivers use MP3 files for their music, you aren’t going to get any referrals even if everyone loves your company! Make the referral worth it for your drivers. If you’re offering a monetary reward, there are different ways to distribute it. For example, a $500 referral bonus can be spaced out- $250 when the referred driver gets their first run completed and another $250 when they’ve been with the company for 60 days. Often the incentive doesn’t begin until the new driver has already joined the fleet. Driver benefits like extra paid vacation time are other referral rewards which many drivers will covet. Find the right incentive structure and distribution mechanism that works for your company!

3. Budget your incentives

It’s easy to think of referral programs as a waste of money if you haven’t used them before or measured their impact. Try to think of driver referrals as an investment into your recruiting budget. The hire you make from a referral program will help you gain back the amount you spent on the incentive or reward. In fact, you can measure the impact of your referral program and calculate the return on investment. If you’re doing it well then you make a significant number of hires which more than account for the budget spent on the referral program. Consider these budgetary issues when structuring your referral program.

If your program is losing more money than gaining, you need to seriously re-think your entire driver referral program.

Which incentives aren’t working? Should the monetary reward be greater? Maybe the rewards need to be spread out more or be delivered only after you’ve converted leads to hires. Don’t forget to account for the hundreds of dollars being wasted on trucks sitting idle in your lot. Investing in a driver referral program might a way to end that loss of value.

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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distribution channels for truck drivers

Marketing your carrier’s jobs to drivers is an essential task for recruiters. We’ve written before about the importance of reaching truck drivers where they are. If you’re advertising in the wrong channels, drivers aren’t aware of the current job openings in your fleet.

It’s important to work with a partner who understands the industry and how to market effectively, all while keeping the cost per lead low.

The more traditional methods are always available, and there seem to be new approaches developed every day.

Here are 10 distribution channels to consider for advertising your truck driver jobs.

1. Search engine marketing

Online job searching is one of the top methods drivers are looking for jobs. Using paid search to help you target keywords applicable to your jobs will assist in extending your reach instead of relying solely on organic rankings. It’s important to note that the trucking industry is extremely competitive in this space, and companies can easily spend thousands of dollars without much return. Approach this channel carefully and be sure to have an expert helping you!

2. Job boards

Job seekers are looking more and more to general online job boards such as Indeed, Monster, Simply Hired, and Zip Recruiter. While these services can be helpful to include as a part of your strategy, focusing here solely is not recommended. Before jumping in, be sure to fully understand each distribution channel as well as the estimated reach in the trucking industry.

3. LinkedIn

This web service is worth mentioning in particular. Apart from providing a job board, LinkedIn serves as a general and all-purpose professional networking website. It allows job seekers and employers to create profiles, build connections, recommend each other, and a host of other features. LinkedIn is the largest and most popular social networking site for careers, and can be a useful addition to your strategy. However, focusing here alone won’t get you far in trucking.

4. Truck driver job boards

Some websites cater specifically to a truck driver audience and can allow you to reach that group. Services like CDL jobs, Every truck driver job, and Truck driver jobs 411 will be specialized toward the trucking industry and help target to your core demographic. However, before putting all of your eggs in this basket, be sure to know the common pitfalls of job boards.

5. Facebook

Even though Facebook isn’t the go-to social media service, you can’t afford to not utilize this service. Posting jobs on Facebook may not help you reach targeted audiences because of a recent legal suit, but still holds value as an advertising platform.

6. Craigslist

Although Craigslist has been around for years, it’s seen a resurgence as it’s specialized towards one function—online classifieds. Posting jobs on Craigslist is nothing new, although recently it’s being used more for truck driver job recruiting. However, Craiglist only allows you to target geographically and you pay per post. These two aspects are great in some cases and not so helpful in others. Again, work with an expert that knows when to leverage this channel and when to look elsewhere.

7. Display network

The banner ads on display networks can be served to audiences across the web, and on popular websites like Fox News and CNN. The Google Display Network allows access to over 2 million websites, and you can also use Bing and Yahoo. You can also target your audience based on geographical location and more.

8. Word-of-mouth

There is value to the traditional methods, even if they’re being enhanced. One of the top ways truck drivers hear about other jobs is through other truck drivers. Good word-of-mouth is dependent on maintaining a strong reputation among drivers. They’re only likely to recommend you if they’ve had a good experience or heard good things. Just goes to show that all the technology in the world won’t help if you don’t think of drivers are people and not just leads!

truck driver leads

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Investing into the wrong distribution channels for your jobs can cost you big bucks quickly. Drive My Way partners with carriers to take this burden off their shoulders and create a cohesive strategy.

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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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We partner with employers to help them reduce application abandonment by nurturing candidates.

DEMO THE PLATFORM 

Truck drivers are constantly bombarded with job postings and advertisements from different carriers. As a recruiter, your job is to reach as many potential drivers as possible and convert them into your fleet. This becomes extremely challenging when your job postings are ordinary and just like everyone else’s. You need more engaging content in your job postings to distinguish yourself from other carriers. Here are 4 tips to improve your truck driver job postings.

1. Choose written content carefully

There’s no doubt about it—the bulk of your job posting is going to be written content that includes a job description, basic requirements, and information about your carrier. However, you still want to be selective about how you write these sections. You can improve your job postings online by using carefully selected key phrases optimized for reaching your target audience. Even if your job postings aren’t online, you can be smart about which language to use. Using industry-specific phrases and simple language that truck drivers are familiar with will help tailor your posting to the right audience. Basically, you want to use the phrases that drivers are using, speaking, or searching.

2. Short, but informative

The length of your job posting can be tricky. We’ve seen all kinds of job postings and advertisements. Some carriers write just a few sentences and tease their audience with few details. Other postings are entire volumes of text, which no driver in their right mind is going to read through.

You want to strike a balance here—your posting should be long enough to hook drivers and give them the important details.

If your post is too short and lacks key details, then you haven’t caught their interest enough to follow up. You may be surprised to hear that if your post is too long, then drivers won’t actually read through all of it, and they’ll miss important details that you actually provided! Whenever in doubt of the length of the job posting, just remember the purpose of it. The purpose isn’t to give drivers all the information they need to make the decision, but rather to hook them with enough information so that they follow up. Be sure to provide a website or phone number so they can learn more.

3. Hierarchy of text

How do you provide enough information in the job posting without making it monotonous? The trick is to use a varied hierarchy of text to mix up how the information is presented. Resist the urge to write a word soup of sentences that aren’t connected. You can distinguish different sections by using proper headings. Use bullet points instead of paragraphs. Distinguish important details by using bolding, underlines, or different font sizes. Even though people are reading text, the human brain still processes it visually.

Anything you can do to visually catch the eye of the reader will make that information stand out and be considered important.

You can use this effect to highlight different parts of the job which you think are more important. If your carrier prides yourself on new model trucks or providing training, then that’s the text which should be highlighted.

4. Use multimedia to paint a story

Speaking of visuals, don’t forget the power of images and videos. Not all the important information about your job or your carrier can be conveyed through words. Using strong images can help paint a picture, literally, of what life as a driver for that carrier would be like.

They say a picture is worth a thousand words, so imagine how many a video is worth!

Videos can include testimonials from current drivers and day-in-the-life features. You can use the strengths of multimedia content to show your company culture and values. Drivers care about things like job satisfaction, professional development opportunities, and being part of a team. Writing about how your carrier can provide these things won’t be as effective as showing them directly.

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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When putting together your driver incentive programs package, there’s a few things to keep in mind. Think about what is a perceived benefit to your drivers, and whether it will also help you attain your overall company goals. Striking a good balance between the two is where the best incentive programs will be created.  Regardless if you’re putting your first incentive program in place, or looking to tweak your current offerings, we can help. Here are the key ideas you need to evaluate for your truck driver incentive programs.

What Are the Best Types of Incentives?

You should have a handle on what motivates your team of drivers. Listen to your drivers’ needs. Work to understand what encourages them. Then you can find a relevant set of driver incentive programs to put into place.

Are you falling short with on-time deliveries? Are your fuel efficiency metrics not being met? Is turnover too high? These are great places to start designing incentives to encourage change.

  • Additional Compensation: This is usually the go-to for any driver incentive program. Reward your drivers with cash if they achieve a stated goal within a certain time frame. That can be either a raise in their hourly rate, or an additional check that goes on-top of their normal take home pay. Cash rewards are fairly standard. And you can use them at any time. Even as part of their hiring process, to encourage them to stay with the company.
  • Recognition Rewards: Giving drivers something other than a financial incentive can sometimes be greater influence on positive behavior. A certificate, their name on a plaque somewhere prominent, or even a mention in a company newsletter to acknowledge their accomplishment could be more impactful than money could ever be. This type of reward is something that they’ll have forever, and the memory and sense of appreciation might last far longer than the bonus ever would.
  • Catalog Programs: Some companies choose to have achieving small milestones accumulate points over time. Then they can redeem those point for items in a catalog. These types of programs can help change behavior consistently over time. Your drivers might be working towards a new gadget that they’d love to have. Or even better, something that they know that their spouse would really love as a gift!

Cons of Incentives

Your truck driver incentive programs should work in conjunction with your overall goals, not in competition. When putting incentives in place you should take the time to ensure that you’re only going to encourage best practices, not accidentally promote conflict.

  • Unhealthy competition: As mentioned before, you want to be sure you strike the right balance with your driver incentive programs. Don’t create an environment where drivers are pushed to be cutthroat with each other. The last thing you’d want to do is fix one problem, and inadvertently create an unhealthy workplace where your drivers don’t act as a team.
  • Cutting corners: If the incentives are perceived as extremely worthwhile, or that drivers are in a race to achieve the goals first, it might lead to drivers taking shortcuts in their daily driving. This is something that should be clearly discouraged when you implement your driver incentive programs. Goals should never be encouraged to be met at the cost of safety or compliance.
  • Disengagement: Fairness is very important when establishing any type of new reward programs. If a driver immediately thinks “I could NEVER achieve that goal”, they might tune out and become disengaged. This would be a terrible outcome of a driver incentive program. Not only would it not help with the goals you’re trying to help achieve, you might lose an otherwise happy driver.

Incentive Programs Implementation

You want to foster an environment of fairness, so that working towards the incentives don’t unintentionally create new problems. When you put these truck driver incentive programs in place, fairness is a key measure of success.

  • Measure consistently: You should be able to easily measure any progress toward driver goals objectively. Be sure that the rules in place for your programs are clear as to how results are tallied, and by when. At the end of the time frame for achieving them has passed, everyone should be able to see where they landed in relation to the goals.
  • Be fair: Fairness should be built into any employee program. This might require a tiered or scaled approach depending on the variety of the runs and types of drivers you have. There’s always a way to be different and still keep things fair. This is the best way to avoid disengagement with your programs. It also ensures that each driver feels a sense of belonging to the overall company goals.

Truck driver incentive programs should help drivers feel recognized and companies meet their goals. Companies should put plans in place that reward positive work practices, and make your drivers feel acknowledged. This fosters a sense of satisfaction that can lead to better driver retention. The types of incentives you can implement are varied and can take some time to get them just right for your teams. When you’re ready to put an incentive program in place, be sure that the rules are fair and the objectives are clear.

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.

Get the Ebook

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

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

Cut out what’s not working for you

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

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

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

Stop making the same driver recruitment mistakes

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

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

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

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

Get the Ebook

truck driver leads

Everyone on your hiring team is always busy. You seem to have a good stream of leads flowing in for your posted jobs. In general, these should be a very good things for a hiring team. However, you’re just not seeing the conversation rates you’d like. Team members are frustrated because they have to start all over every time a new driver is needed. And your trucks are still sitting empty. In this challenging time where you’re doing everything you can to hire drivers as fast as possible, why is converting truck driver leads so hard?

What’s Your Current Lead Conversion Process?

Do you have an effective lead management process in place? Or even any structured lead management process in place? If yes, that’s great! If no to both, this is certainly the place to start when trying to determine how to better convert your truck driver leads. You can quickly find an online guide to help your team map out a simple lead management process, that you can then tailor to your company’s unique needs. Once you’ve got that figured out, work to follow the stated process. Every. Single. Time.

Once you know you have a great process in place, what are you doing to optimize your process? And what tools are you using to alleviate pain points or roadblocks in the process?

One very important part of an lead management process is scoring the generated leads. Your process should include fast turnaround on scorning (if that’s not already being done for you), and then a quick hand-off to the person/team that contacts the drivers. An effective scoring process helps you focus on the most qualified truck driver leads first. And the those less qualified leads later. Getting leads already qualified from your marketing efforts is a best practice here. That saves so much time sifting through potentially useless lists that should never have been matched with your postings.

What are your lead contacting best practices? How quickly are they being contacted? Once a lead comes in, you need to contact them quickly. If a driver just applied for your job, they’re expecting to be contacted immediately. This way you’re sure that you’re doing your part to get the relationship off to a good start. This also helps to avoid losing top candidates to your competition. Making sure that you have a great contacting and nurturing process for your truck driver leads is a key component in getting the best candidates hired. This is also a great place to augment your manual processes with technology to automate the lead contacting (and recontacting) process more efficient and productive.

Tired of struggling with converting your truck driver leads? Then it’s time to take a totally different and personalized approach!

One way to improve converting your truck driver leads, is to starting thinking about the process in a completely different way. Like we do here at Drive My Way. Truck drivers aren’t just leads. They’re people. We have a driver-centric platform that provides matches instead of leads. We focus on matching employers with drivers for each unique job based on the driver’s professional qualifications and personal lifestyle preferences. Unlike traditional job boards, we match at the individual job level. We don’t deliver unqualified lead lists. We focus on quality matches. Which makes the most sense for you, and the drivers.

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

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recruit truck drivers

It seems that we can’t escape technology in our lives, especially in the workplace. As a recruiting professional in a challenging and fast-paced industry, you’ve probably read about how using the latest technology can help you recruit truck drivers. However, having a keen skeptical eye, you also know that using technology cannot solve all problems, and can’t replaced good old-fashioned recruiting methods. In reality, both these things are true. You must use technology for recruiting, but you can’t rely on it blindly either. The trick is learning how and when to use technology to best aid your recruiting efforts.

Enhance and complement with technology

It’s true that technology can play a part in all functions of your recruitment efforts. It can help allocate your budget, optimize marketing, capture and manage leads, and onboard new hires. However, if you use technology blindly, that may be worse than not using it at all! You could end up hurting tried-and-tested methods that have worked for ages.

The secret to how and when to use technology is to always have it complement your human efforts, instead of hamper them.

There will always be some disadvantages to using technology, but thankfully your human efforts will be strong in those areas. Similarly, there are areas where humans tend to make more mistakes. Here is where technology can aid or accelerate your process. This way you’re always using technology to enhance your already strong human recruitment efforts.

The strengths and weaknesses of technology

Knowing how and when to use technology depends on a good understanding of its strengths and weaknesses. You’ll soon recognize that these usually complement human strengths and weakness. For example, one of the weaknesses of human effort is a limited capacity. You only have a limited number of recruiters, limited budget, or limited time.

Thankfully, technology excels at using limited resources to scale up operations that lead to better results.

Similarly, using human effort leads to low accountability. Bill thought Joan was going to complete that task, while Joan thought Adam was accountable for it. Assigning tasks to technology means that the tasks are track-able and measurable. Human effort can sometimes lack consistency and accuracy. We understandably feel tired, bored, antsy, or unmotivated when tackling repetitive tasks. These are perfect tasks to outsource to technology. Unless it breaks down, it reliably completes the same task repeatedly until you instruct it to stop.

However, don’t be fooled into thinking that there are no disadvantages to relying on technology. One of its weaknesses is that technology will be subject to bugs and glitches. This is when the human touch helps. When your automated systems suffer a technical error and don’t function as expected, you can ask recruiters to step in and cover the missing pieces.

Technology also needs constant monitoring and frequent technical support. Instead, people can be autonomous!

You don’t need to constantly monitor their actions or call in a repair crew when they make an error. If you empower your staff, they are capable of constantly self-adjusting. This is in contrast to technology, which is limited in its programming. If you instruct an algorithm to send a message to contact new leads, it will continue to attempt doing so until you tell it to stop. On the other hand, humans are adaptable. We can see when something isn’t working, and instead of making the same mistake repeatedly, we can flexibly adapt our behavior to fit the situation.

As you can see, humans and technology both have strengths and weaknesses. Usually the strengths and weaknesses complement each other. This is the secret to how and when to use technology.

Pair both human effort and technology toward their strengths to efficiently recruit truck drivers.

Only use technology to enhance human effort, and never to hinder it. Below are four examples.

1. Budgets

As we’ve written about before, you can use data to inform decisions about where to allocate your recruiting budgets. Technology can tell you which recruiting methods are successful for which jobs in which locations. At the end of the day though, recruiters have to use human judgment to make decisions about budget strategy and planning and sell this plan to supervisors to get their approval.

2. Finding drivers

Recruiters sift through the carrier’s jobs and decide which characteristics are important for each job. You need human effort to decide which candidate looks like an ideal match for a particular job. Technology can then help you target the right candidates and meet them where they already exist online. You can also use lead scoring, or matching services like Drive My Way to funnel the top matches into your recruiting pipeline.

3. Contacting and securing leads

Contacting leads quickly is crucial to converting them into hires. Technology can help you automate methods of contact and frequency of contact. Mobile-friendly applications and applicant tracking systems are tools you can use to gain contact information or other important data. But there is a danger in overusing technology here. Nothing can replace the human effect. Once you’ve identified top leads, contacting them with a personalized message adds the much-needed human touch.

4. Onboarding drivers

You can use technology to measure lead velocity and other metrics to help optimize your truck driver onboarding process. However, once you’ve already converted leads to hires, you don’t want to risk alienating them. Human skills here are essential. Listening to newly converted drivers and meeting their needs with your solutions will go a long way toward maximizing retention.

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.

Get the Ebook

Trucking recruiters are invaluable to their carriers. Recruiters find and interview leads, identify top talent, send them job offers, and shepherd drivers through training and orientation. Without strong recruiters, truck driving jobs would remain unfilled and trucks would be sitting idle. Recruiters are especially important for a tough industry like trucking which faces unique obstacles. Here are 4 challenges facing trucking recruiters.

1. Driver shortage

Let’s get the obvious stuff out of the way: the biggest challenge for anyone in this industry is the driver shortage. The truck driver shortage has increased, and the industry is lacking about 60,000 drivers. The driver shortage will continue and grow over the next few years, even taking into account a rise in autonomous trucks. While the driver shortage affects the entire industry and economy, it’s a major challenge for recruiters. Finding the best talent for your carriers is extremely difficult when the pool of candidates is narrow. Worse still, these candidates are courted by many carriers simultaneously, so it’s difficult to entice them with something the top carriers can’t match.

2. Unqualified leads

Even when you find drivers in the midst of the shortage, about 50% of your leads will not be viable. Recruiting is a matching game—you can’t just pick any driver for any kind of trucking job. While sorting through dozens of candidates you’ll find that over half are unqualified, uninterested, inexperienced, or otherwise inappropriate for the job. Meanwhile, you’ll have wasted time and precious recruiting budget on pursuing dead leads.

Instead of recruiting blindly, what you really need is a stronger matching or screening system.

3. High turnover

As if the driver shortage wasn’t enough, trucking recruiters also deal with high turnover. Once a carrier finally lands a top driver, it’s not as if they will always stick around for long. In fact, many fleets are losing more drivers than they recruit each year. Carriers can use incentives like signing bonuses, but those aren’t geared toward retention. Strong retention starts with strong recruiting, so it helps if you only hire drivers who are a good match. Survey your drivers to better meet their needs and match their values will also help reduce the chances they are enticed by job offers from rivals. Still, building a solid company culture which nurtures driver loyalty can be a long-term investment that is easier said than done.

4. Budget allocation

You only have so much money you can spend on recruiting. What and where to spend that money on are challenging questions facing all trucking recruiters. Today there are many more recruiting channels than ever before and carriers want to spread a wide net, reaching as many drivers as possible. At the same time, you may be wasting money if you allocate it toward recruiting methods that just aren’t effective. Measuring your recruiting effectiveness is an essential task that can help you allocate your budget efficiently, reach more drivers, and save money. Nevertheless, spending that kind of research is time-consuming in itself.

What recruiters really need are strong tools which help them recruit very efficiently through different channels suited for location and job type

 

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.

Get the Ebook