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. 

 

Building Agility and Stability through Proactive Driver Recruitment 

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 The ability to adapt swiftly to market fluctuations and unexpected staffing changes can mean the difference between thriving and merely surviving in the trucking industry. As the industry grapples with a persistent driver shortage, economic volatility, and shifting customer demands, it has become increasingly clear that a reactive approach to driver recruitment is no longer sufficient. Instead, forward-thinking trucking companies are embracing the power of proactive recruitment to build robust talent pipelines that enable them to respond to challenges and opportunities with agility and confidence.  

 

The Benefits of Proactive Recruitment  

Proactive recruitment is a strategic approach that involves continuously attracting, engaging, and nurturing relationships with potential driver candidates, regardless of immediate hiring needs. By maintaining a steady flow of qualified candidates in their talent pipeline, trucking companies can tap into a pool of ready talent when the need arises, whether due to market upswings, new business wins, or unexpected staffing changes.  

  

One of the primary advantages of a proactive recruitment strategy is the ability to reduce time-to-hire when a position becomes available. With a well-maintained talent pipeline, companies can quickly identify and engage qualified candidates, streamlining the hiring process and minimizing the impact of vacancies on operations. This agility is particularly crucial in an industry where driver shortages can lead to missed opportunities, decreased productivity, and strained customer relationships.  

  

Moreover, proactive recruitment allows companies to build relationships with potential candidates over time, fostering trust and loyalty before the formal hiring process even begins. By engaging with drivers through targeted content, personalized communication, and valuable resources, companies can demonstrate their commitment to driver well-being and position themselves as employers of choice. This approach not only attracts top talent but also increases the likelihood of long-term retention, as drivers who feel valued and supported from the outset are more likely to remain with the company for the long haul.  

Proactive recruitment also enables companies to be more selective in their hiring decisions, ensuring a better fit between driver candidates and company culture, values, and requirements. By continuously engaging with a diverse pool of candidates, companies can gain a deeper understanding of driver preferences, motivations, and aspirations, allowing them to tailor their recruitment strategies and value propositions accordingly. This targeted approach leads to higher-quality hires who are more likely to thrive within the organization, reducing turnover and its associated costs.  

 

Driver-Centric Strategies in Action  

While the benefits of proactive recruitment are clear, managing the process internally can be resource-intensive and challenging, particularly for companies with limited time or expertise. This is where strategic partnerships with specialized driver recruitment providers like Drive My Way can be a game-changer.  

  

By leveraging Drive My Way’s extensive network of over 160,000 engaged drivers and industry-specific expertise, trucking companies can tap into a steady stream of qualified candidates without the burden of managing the recruitment process in-house.  

  

Drive My Way’s personalized job distribution approach ensures that jobs are presented to the right drivers at the right time. By leveraging data-driven insights, Drive My Way curates meaningful connections between drivers and employers, aiming to improve the quality of matches and increase retention rates.  

  

Another critical aspect of Drive My Way’s driver-centric approach is their platform, which gives drivers control over their personal information during the hiring process. By allowing drivers to determine who receives their information, Drive My Way seeks to foster a sense of trust and empowerment, leading to a more engaged and receptive candidate pool.  

  

In addition, Drive My Way’s real-time feedback feature requires drivers who decline job invitations to provide employers with insights into their decision. This valuable feedback helps trucking companies understand driver preferences and adjust their hiring strategies accordingly, ultimately striving to better align driver needs with job offerings.  

 

Embracing the Future of Driver Recruitment  

As the trucking industry continues to evolve, embracing proactive recruitment and partnering with providers that prioritize driver well-being will be essential for companies looking to achieve long-term success. By continuously attracting, engaging, and nurturing relationships with driver candidates, companies can keep their talent pipelines full in order to adapt to any changes that come their way. Trucking companies that embrace this approach and partner with specialized providers like Drive My Way will be well-positioned to thrive in the face of industry challenges and secure their place as leaders in an increasingly competitive landscape.  

  

Don’t let market fluctuations and unexpected staffing changes catch you off guard. Embrace the power of proactive recruitment today and build a robust driver talent pipeline that will help your company navigate uncertainty with ease. Book a demo with Drive My Way to learn more about how their driver-centric strategies can help you achieve your recruitment goals and drive long-term success.  

The Challenges of Food & Beverage Delivery

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Every sector of the transportation industry comes with its own unique advantages and drawbacks.  

 

Commercial food and beverage delivery is always in high demand, moves at a fast pace, and can be lucrative for drivers and employers alike. However, there are also some important considerations every company has to make regarding daily challenges and supply chain logistics.  

 

Keep reading to find out some of the biggest challenges faced by commercial food and beverage delivery companies in today’s market, and what solutions could help your business stay ahead of the curve in a competitive and evolving industry.  

 

Regulatory Compliance 

Not many freight types are as heavily regulated as food and beverage. The first challenge often faced in food logistics is complying with the regulations that are set in place by the food industry to guarantee food safety.  

 

Guidelines such as the Food Safety and Modernization Act (FSMA) include regulations that impact food safety across the entire supply chain, including transportation. The FSMA especially emphasizes preventive measures, risk assessment, and traceability.  

 

Complying with this act requires businesses to track food items from farm to table. Consumers must be able to know where the food originates from, how it was handled, and where its final destination will be.  

 

Regulatory compliance can seem challenging, but these standards are also designed to save businesses time and money. By following regulations regarding food safety, including proper handling, storage, and transportation temperatures, businesses can avoid costly accidents such as food spoilage and waste.  

 

However, it is important to note that regulations can vary by state and locality, so companies must stay updated on potential changes or new requirements.  

 

Traceability & Visibility  

Complying with food safety regulations can also help businesses maintain traceability and visibility, factors that are becoming increasingly important in consumer decision processes.  

 

When it comes to food and beverage purchases, customers are paying more attention to product origin countries, ecolabels and green stickers, and other marks that guarantee authenticity.  

 

In fact, a 2020 consumer study found that seven in ten consumers said traceability was important to them, and they would be willing to pay a higher price for it. This means that being able to track the location and condition of products is an essential factor in remaining competitive in the industry.  

 

Traceability also ensures food safety, mitigating risks in transport while decreasing the chances of food spoilage and waste. By having a detailed record of the product journey, companies can quickly identify and address any issues that arise, such as contamination or temperature deviations.  

 

Investing in technologies that enhance traceability, such as blockchain and IoT sensors, can provide real-time data on the status of shipments, helping companies ensure that products are handled correctly and arrive in optimal condition. 

 

Time Sensitivity & Quality Control  

One of the most challenging factors of delivering food and beverage items is that they are sensitive to spoiling. This requires a strict adherence to timely deliveries, safety regulations, and preventative measures. Although perished food or beverage items result in waste and money losses, the situation can become much worse if spoiled goods reach the consumer.  

 

Because of this, product quality and progress must be monitored at every stage of transit. Beyond state and national level regulations, businesses must have their own standards in place to guarantee quality goods from farm to fork.  

 

This involves implementing rigorous quality control measures, regular inspections, and using advanced technologies for real-time monitoring. Sensors and tracking systems can provide data on temperature, humidity, and other conditions to ensure that the products are stored and transported correctly. 

 

Unlike some freight, food and beverage shipments are assigned a must-arrive-by date. If there are any delays in delivery, suppliers are usually charged a rescheduling fee on top of the money losses from wasted product.  

 

Late delivery is not the only factor that can result in food waste and additional charges. Poor storage conditions, improper handling, and not ensuring product quality throughout transit can compromise perishable goods and lead to unnecessary expenses.  

 

Unexpected delays due to traffic, weather conditions, or mechanical failures can also pose significant risks. Companies must have contingency plans in place to handle such scenarios, including backup transportation options and rapid response teams to address issues promptly. 

 

Using GPS tracking and predictive analytics, route optimization software can also help companies to ensure timely deliveries, reduce operational costs and unnecessary expenses, and enhance customer satisfaction.  

 

 

 

 

Although there are many challenging factors to consider before starting out in the food and beverage delivery industry, technology has made great strides in assisting businesses to regularly make timely deliveries of quality products.  

 

For more information about specific sectors of the transportation industry, be sure to follow us on social media and stay up to date on our Employer Blog posts.  

Attracting Drivers: How to Craft a Compelling Job Description 

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Catching the attention of qualified drivers who would be the right fit for your company is easier said than done in today’s highly competitive market.  

 

With the post-Covid influx of new carriers, changing recruiting methods, and the ongoing driver shortage, attracting and retaining top talent has become increasingly challenging.  

 

However, by crafting a job description that not only outlines the responsibilities of the role but also highlights the unique benefits and opportunities your company offers, you can differentiate yourself from the competition and appeal to the drivers who align with your company culture and values. 

 

Keep reading to find out why specificity and open communication are essential to creating a successful job description, and how these strategies could increase your retention rates and overall employee satisfaction.  

Open Communication Starts Here 

A job description sets the tone for the driver’s entire perception of a company. If the description is transparent, honest, and detailed, a driver can know what to expect even before the first interview.  

 

It is important that a job description displays your company’s commitment to open communication and transparency. Be sure to include multiple points of contact, including text message, phone call, and email. Truck drivers are busy people, and often only have access to mobile phones on a limited schedule.  

 

Any contact information given should also correlate to an actual person who will remain readily available to answer questions and talk with applicants. If drivers feel welcomed and supported from the get-go, they are much more likely to finish the application and become invested in the company.  

Transparency is Key  

The point of a job description is for a driver to fully understand what the position is offering. A description should include all responsibilities, expectations, requirements, benefits, and when the driver is eligible for them.  

 

Whether you’re a big or small company, know your strengths and be sure to highlight them. Whether that’s competitive pay, an inclusive benefits package, or guaranteed weekends at home, these are the main selling points of any job posting.  

 

However, most applicants will have been in the industry for years and worked for multiple employers. They will quickly detect if there is any information you are trying to hide or embellish.  

 

While it may be tempting to focus solely on the positive aspects of the position, omitting certain details can lead to misunderstandings or dissatisfaction down the line. Highlighting competitive pay and attractive benefits is important, but it is equally crucial to be transparent about the potential challenges or drawbacks of the role. This includes factors such as demanding schedules, extended time away from home, or the physical demands of the job. 

Be Specific  

To be fully transparent, a good job description should include all the details of the position. The more specific a description is, the more likely applicants are to feel confident that nothing is being intentionally hidden and begin to build trust in a company.  

 

For example, in today’s competitive hiring landscape, simply listing an hourly rate or cost per mile is not enough to bring in new drivers. Drivers want to know not only that you pay 55 cents per mile or $25 per hour, but also what that means for their average weekly or annual pay when considering down time between loads.  

 

If there is a possibility that drivers will be required to work some or all weekends, be sure to include this as well. Schedules are liable to change in an industry like trucking, but no driver wants to be blindsided when actual job expectations don’t align with what was in the description.  

 

Specific job descriptions also help attract candidates who possess the exact qualifications and experience you’re seeking. If you specify the kind of truck required, such as flatbed or tanker, and the route type, you’ll attract candidates with relevant experience in those areas and reduce applications from unqualified candidates.  

 

A job description might seem like a small step in the grand scheme of recruiting, onboarding, and retaining drivers, but it’s key to setting the scene for a driver’s overall experience and expectations of a company.  

 

If you’re wondering what your own drivers have to say about your initial job postings and recruiting process, consider employee engagement surveys or anonymous feedback forms to gather real input on how to improve your company strategies.  

 

For more information recruiting advice and the newest industry trends, be sure to check out our other Employer Blog Posts and follow us on social media.