Timely CDL Lessons Delivered By COVID-19

/by

4 Timely CDL Lessons Delivered By COVID-19

By mid-March, most everyone was impacted by the spread of the COVID-19 pandemic, professional truck drivers included. Schools closed, office workers went to working from home full-time, and the grocery stores were wiped out of cleaning supplies and toilet paper. Everyone across the globe was forced to adjust to their “new normal”. But with all this seemingly bad news, there might be a silver lining to come out of it. All this rapid change might have forced companies into making decisions and changes they might not have otherwise. Here are 4 timely CDL lessons delivered by COVID-19.

1. Long-Term Planning is Important

The global pandemic affected virtually everyone in 2020. Hiring freezes are commonplace across many industries currently. Trucking companies are no exception. Quickly needing to shift gears from rapid hiring to potentially significant downsizing in a matter of weeks, was a tough change. But this time is a great opportunity to keep recruiting and getting your message out to potential future hires.

Maintaining your recruitment efforts may seem like the last thing you’d want to do when you’re downsizing. When you’re not actively hiring truck drivers, focus on building relationships in your recruitment pipeline.

Use this time to invest in your future needs and hiring once things get back on track. Many companies are coming up with creative ways to keep current employees engaged while things might be slow. Investing in the long-term is one of many great CDL lessons for many trucking companies.

2. Supply Chain Disruptions Can Be Mitigated

Global disruptions in the supply chain forced companies to make quick decisions in key areas. Production was adjusted while new suppliers were located. Longer lead times were baked into schedules. And this often resulted in higher prices and longer wait times for end products. What does all that mean for the trucking industry? The CDL lesson here is that it’s important to diversify your supply chain as much as possible. For truckers, this lesson’s impact might be felt soon, if there is a second or third wave of the virus that some are predicting.

Now that things are opening back up and shortages aren’t as common, what will happen if factories get shuttered again, or raw materials are delayed in transit? Having a resilient and diversified supply chain is the only way to mitigate this.

3. Technology is Key

Office workers in many trucking companies had to quickly migrate to working from home. Though unplanned, these transitions were easier through leveraging technology. Using new software for video conferencing improved the communications channels for remote workers, and keeps your teams informed and connected.

For your drivers, working from home is not an option. However, this is the perfect time to invest in technology and equipment upgrades for your trucks and drivers.

Finding ways to take manual paper processes out and implement more contactless options will prove to be a great investment for the future. Anything that helps keep your drivers safe is a great investment.

4. Truck Drivers ARE Essential

While many industries came to a sudden halt, truckers kept rolling. Hospital equipment that needed to move quickly to areas of need – a truck driver got it there. Those empty grocery store shelves need refilling – here comes a truck with a load of supplies. The biggest CDL lesson here is that truck drivers are essential. Those of us in the industry already knew this, but now many more people do.

It’s a great time to thank a trucker and show that you care for all that they do to keep this country moving.

If you’re still working on your plans and making changes, we hope these CDL lessons are useful to you. If you’ve have thoughts on what other lessons this time is providing to the trucking industry, drop them in the comments below, we’d love to hear your feedback.

CDL Employment Verification

We’ll Get Through This Together

Times like these create uncertainty, but they also lead to opportunity. We’re here to help you and your team, whether you’re downsizing or growing.

Learn More

How to Promote Diversity and Inclusion in the Trucking Industry

, /by

How to Promote Diversity and Inclusion in the Trucking Industry

The trucking industry overall is very dynamic, with plenty of changes over time. However, one thing that seems slow to change is the general perception of a typical trucker. Older, white, and male are the words that many people think of when picturing a truck driver. That stereotype exists because it has been true for a long time. And that’s not necessarily a good thing. So when it comes to diversity and inclusion in the trucking industry, what can be done to change the narrative?

In recent years, things are changing from the “old guy club” people sometimes describe. The data tells us that there is a “new face of trucking” starting to emerge. This new change should start to shift those old perceptions.

Per the US Census Bureau: Among younger truckers under age 35, more of them are women, Hispanic, and more educated than their older counterparts age 55 and older.

This means that for the younger people entering the trucking industry, they’re also more demographically diverse than the historically typical driver. This change is a welcomed one for those who have been looking to broaden the pool of candidates for their open jobs. If you’re looking to change things at the local hiring level, here are some ideas of how to promote diversity and inclusion in the trucking industry.

Change Your Demographics

One way to keep pace with the changes, is to have a hiring plan that helps you broaden your reach and mix of applicants.

Women

female truck drivers

As mentioned, trucking has historically been a male-dominated field. However, statistics also show that female trucker numbers are growing. You want to find ways to bring women into the industry, and as a hiring manager, you want to avoid making mistakes that keep women from wanting to work for your company.

Addressing female driver’s concerns up-front, will help appeal to more women applying for your open jobs.

Things like safety, equipment ergonomics and company culture are more important to many women drivers than male drivers. Putting a priority on these things can lead to more female candidates, and ultimately new hires.

Millennials

Truck driving can be a great career for younger people. It’s a terrific way to get paid to travel the country. Truck drivers can make great money, and bringing in younger drivers can establish company loyalty with these new drivers. Putting a strategy in place to recruit younger drivers is another great way to promote diversity and inclusion in the trucking industry.

Focusing on wellness and benefits is helpful when appealing to younger people.

Reaching younger people via through social media channels works well with this group. Making the application process fully electronic and user-friendly is a bonus for millennial recruiting as well.

Develop a Good Plan

Just like any good long-term strategy, you need a good plan. Set a clear vision and assemble a team to work towards your goals. From there, you need to develop and add details your plan to make it work. Think through multiple scenarios until you’re certain the plan is solid. Implement your plan and then evaluate to see what’s working and what’s not working.

If your company only has bandwidth to focus on one or two changes, start there. Once you see the positive changes you set out to make, continue working the plan. You can reevaluate as you go.

Be the face of change that you want to see. If the culture of your company is non-inclusive, you might find it difficult to start to make changes. We know referrals from current drivers are a reliable source of new leads. So, the more diverse your base of employees, the more likely you would have a more diverse set of referral leads to filter. Continuing to change your culture to a more inclusive one is a great start if you want to promote diversity and inclusion in the trucking industry.

The Quick Guide to Employee Value Proposition

FREE QUICK GUIDE

Employee Value Proposition

This free guide helps you create your employee value proposition and also effectively communicate it to drivers.

Get the Guide

3 Best Ways to Reach Truck Drivers for a Big Impact

/by

3 Best Ways to Reach Truck Drivers for a Big ImpactRecruiting truck drivers is a complex process. Drivers have so many things competing for their attention constantly. So, recruiters must be flexible and creative to be sure their messages get to prospective drivers, and that the message is clear and in a format a driver will best receive it. In the current climate, delivering a clear message to reach truck drivers is more important than ever. If you are hiring and looking to bring on new drivers, here are 3 best ways to reach truck drivers for a big impact.

1. Be Optimized for Mobile

Professional truck drivers don’t spend much time sitting behind a desktop computer. With most of the day spent behind the wheel, it is likely that a few quick peeks at their phone during pit stops would be the best time to get your message to a prospective driver. What do you need to do to improve your postings to get better engagement? Think about the way the driver will see them first.

If you’re sending out emails or running ads for your jobs, be sure that they are optimized for mobile devices. Don’t take the chance that your message will not be well-received if it’s not.

You want to ensure that the most common tool a driver is getting their info from is the way that you are tailoring your communications to them. Your first impression on a driver may be made on their phone. So it’s important to focus on optimizing your recruiting for mobile devices.

2. It’s a Digital World

Being competitive in the driver recruiting business means your overall strategy needs to have a strong digital plan to reach truck drivers. And a great way to help your people connect with drivers, is to use technology to complement your recruiting efforts. If a driver has an unpleasant experience with your website or application system, that might make a bad first impression on your potential new candidates.

Using systems and technology that put the driver’s needs and expectations first, is a fantastic way to have an electronic introduction be a smooth one.

Otherwise you risk alienating a good driver before you even get a chance to speak with them. You want to a make your interactions simple and straightforward to ensure they continue to engage with your recruiting efforts.

3. Is Your Message Driver-Centric?

Working to reach truck drivers truck drivers with your message, means your message needs to be focused on their needs. You need to be on trend with putting your driver’s needs first.

Do your research with your current drivers to find out their preferences in communication. Are they more inclined to one social media platform vs. another? What did they like and dislike about looking for their last job?

Take this information and help your team hone your recruiting messages that will attract and retain the type of drivers that you want to hire. Once you craft those messages, use the right tools to help deliver them.

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

How to Create a Better Trucking Recruitment Plan

, /by

The most well informed recruitment plans have drivers at their core. In a finely tuned trucking recruitment plan, the needs and preferences of your drivers sit side by side with company logistics and priorities. First, listen closely to the questions, concerns, and priorities expressed by drivers. These are valuable insights that will help close leads. Similarly, marketing, budgeting, and technology are the infrastructure that supports the relationship between recruiters and drivers.

Start With Drivers

Developing trust with drivers requires a significant investment of time. Building a relationship with drivers takes multiple touchpoints, ideally on their schedule. That may mean making time during evenings or weekends to speak with drivers. In conversations with prospective drivers, be clear early on about pay, hours, home time, and other key details. Your total number of driver leads may decrease as a result, but it’s worth it. As a result, you will retain quality leads who are more likely to become hires.

Ask drivers what attracted them to your job post and, when relevant, why they are no longer interested. Then, use this data to refine your job descriptions. If there is one aspect of the job that is consistently cited as a problem, consider creative solutions. Is there an opportunity to increase driver pay? If not, what non-financial incentives can you offer that will attract drivers?

Connect Recruiting and Marketing

Once you have identified which job aspects most appeal to drivers, align marketing and recruiting efforts. Platforms targeted toward recruiting drivers like social media pages and your company website should present a cohesive story that highlights the most compelling parts of your company.

If you’re unsure how to refine your media presence, start with feedback loops. Create visible channels through which drivers can give feedback.

Thoughtfully review driver comments and reactions. Then, assess comments for actionable steps and implement any changes that make sense. Throughout this process, track driver lead attribution to identify which channels most effectively engage drivers. Identify marketing channels with a low cost per hire (CPH), and increase spend there. 

One of the most powerful lead generators is word of mouth. Consider implementing a referral program for current drivers to help recruit new employees. To start, designate specific time and resources for the internal marketing of referral initiatives. Similarly, include marketing efforts for retention as a key element of recruitment. Retaining drivers is one of the most cost-effective and time-efficient ways to keep a fleet running smoothly. 

Account for Large and Small Expenses

When creating a budget for a trucking recruitment plan, it’s easy to overlook variations in cost per hire. Often, these are recurring costs, and those numbers add up quickly. Increasing budget precision in your trucking recruitment plan may increase your intended spend. 

When reporting up for budget approval, revenue is the bottom line.

Assess the revenue totals for an incomplete fleet. Next, compare that to the revenue that could be generated with a fleet at full capacity. A well-defined recruitment budget clearly demonstrates the increased revenue potential of a fleet operating at full capacity. Here are a few places to make sure you have accurately assessed your costs.

Turnover

Driver churn is a huge part of the recruitment process. Realistically, failing to account for the extra drivers you will need to hire to compensate for turnover will set your budget back substantially. 

If Company A has a 100 driver fleet and a 50% turnover rate, they will still need to recruit more than 50 new drivers annually. You have to account for turnover within your new hires. That’s an additional 25 drivers! Company A should plan a recruitment budget for a total of 75 new hires to maintain their fleet size.

Referrals & Rehires

Not all hires have the same cost. Referrals and rehires are typically a lower cost per hire than a cold lead because they already have a warm introduction to your company. As a result, these hires should be assigned a lower cost in a trucking recruitment plan. With that in mind, if rehires are not currently a part of your recruitment budget, add them! Allocating resources to retaining drivers will save capital in the long run if you can reduce turnover.

Hiring Across Divisions

Just as referrals and rehires have a different cost per hire than other leads, large fleets may also see a significant difference in CPH across divisions. For example, local no-touch freight jobs are likely to require less time and expense than an OTR livestock position. Analyze historical CPH data and use that information to create a more precise budget.

Use Technology as Infrastructure

Successful recruiting is personal, but the technical aspects cannot be ignored. Essentially, technology is the infrastructure that supports human relationships in recruiting. Everything from your company website to specific job applications must be mobile friendly to optimize driver engagement. 

Technology is the infrastructure that supports interpersonal relationships in recruiting.

Technology can remove inefficiencies in your recruitment process. First, conduct a systematic review to identify areas of lost, misallocated, or delayed information. Randall Reilly has compiled a list of common recruitment inefficiencies in the trucking industry. Then, evaluate your ATS and ensure that no leads are being lost or incorrectly attributed. Next, encourage recruiters to get qualifying information early. After, immediately eliminate any unqualified leads. Finally, carefully nurture your qualified leads. 

Calendars and standardized note taking practices can safeguard against lost leads. In addition, when leads are disqualified, track the reason. If a pattern emerges, you may be able to streamline your recruitment process. It pays to eliminate disqualified leads earlier in the pipeline because it saves time in the long run.

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

Are You Making the Most of Your Valuable Driver Leads?

/by

Recruiters work hard to bring in valuable driver leads. Are you making the most of them? From the first point of engagement to the job offer, your drivers offer valuable insight. Use this data to inform your recruitment process and optimization areas. The recruitment funnel should be realistic and efficient. Focus on hiring rather than strictly lead generation. Use these tips to optimize your recruitment strategy and ensure you’re making the most of your valuable driver leads.

1. Lead Attribution

There are two main models of lead attribution—single-touch models and multi-touch models. Single-touch models clarify pain points at particular stages in the recruitment process. Multi-touch models provide a holistic view of your recruitment process. Single and multi-touch models are also divided into smaller subsets. Each of the models has benefits and drawbacks. You may implement different models at different times as you continuously analyze your lead to hire process. Randall Reilly’s comprehensive video covers each lead attribution model in detail. Here are the highlights.

Single-Touch Lead Attribution

First Touch Model: As the name implies, this type of lead attribution is analyzed based on the point where a consumer makes first contact with your company. Drivers still have a long journey through your sales or recruitment pipeline. This model is most helpful in determining how drivers are being introduced to your company, particularly within a single campaign. 

Last Touch Model: This model similarly analyzes a single point of contact for a driver, but this time at the end of the recruiting funnel. The last touch model rests on the idea that it is most helpful to understand the point where the sales/recruiting effort is successfully closed. As a result, credit is given to the final point of contact in the recruiting pipeline. This model is a good fit for companies who are bringing in leads and want to analyze the success of a single closing campaign or compare results between campaigns. 

Multi-Touch Lead Attribution

Linear Attribution Model: The linear attribution model is the simplest way to track leads at multiple stages or across multiple campaigns in your recruitment pipeline. Each stage is weighted equally in importance. While multi-touch models are inherently more complex than single-touch models, linear attribution is a good place to start a broad analysis of your recruitment funnel. 

Time Decay Model: This model also examines leads at each point of contact or across campaigns, but it weights the stages of your funnel differently. The first points of contact are weighted less heavily, and more significance is given to points of contact that are closest to the point of conversion. This model can be particularly helpful with long recruitment funnels with time between each of the touch-points.

Position-Based Model: Like the Time Decay model, the Position-Based model unevenly weights lead attribution. Credit is more heavily attributed to the first and last points in your funnel that a driver encountered. This model implies that the first and last points of contact are the most important to successful recruiting. This model may be a good fit for companies that rely on long-tail lead nurturing because it weights your most important interactions more heavily. 

2. Allocating Paid Marketing

Once the research is done and you have a better understanding of your lead-to-hire process, paid marketing can amplify your impact. Assess your lead attribution model and determine which channels are driving your success. 

As you decide which marketing campaigns and platforms to elevate, keep the number of quality hires, and not the number of leads, as your north star. 

Ultimately, regardless of how many valuable driver leads you acquire, success is a hire. It’s important to understand your cost per lead (CPL), but the cost per hire should be the final decision-maker. In the end, a channel that has a low CPL but high cost per hire is less valuable than a channel with a lower cost per hire. Allocate your paid marketing to the channels with the lowest cost per hire.

3. Know Your Target Driver

The leads you are generating are more than potential hires. They are also reflections of your recruiting message. Make a point to understand the basic profile of your applicants. Then, examine which drivers are moving furthest through your recruitment funnel. Do they fit the persona of a driver who is a good fit for your company? If so, that’s confirmation that your messaging is resonating with the right people. If not, it may be a good opportunity to refine your content. 

Lead tracking is another valuable tool to understand the people behind your leads. Determine where your strongest applicants are coming from. That data, combined with carefully targeted messaging, can help you align your recruitment strategy to be attractive to the drivers you really want. A clear understanding of the people who make up your valuable driver leads will help you create an employee value proposition and write successful job descriptions. 

Free Template: Truck Driver Job Description

Follow this template to make sure your job descriptions are converting.

Get the Template

4. Create a Realistic and Efficient Recruitment Funnel

To make the most of your valuable driver leads, set appropriate hiring targets. If possible, use historic data from the past 1-2 years on the hiring trends for your company.

Like many industries, trucking has seasonal peaks and troughs. These may correspond to your type of freight. Also consider that drivers who change jobs at different points of the year may be attracted by slightly different messages. Aligning your marketing strategy with natural seasonal flux will help you maximize your budget and your recruiting efforts. 

5. Improve the Quality of Your Leads

Inbound marketing is the gold standard because it brings valuable driver leads to you. Optimize your inbound digital marketing efforts with a few quick updates to your intake process. Review your site for appropriate and mobile-friendly calls to action as you share company information with drivers. Then, consider how drivers are sharing their information with you. Collecting qualifying information early on is key. Even though it may deter some drivers, it will ensure that the drivers you do get are qualified for your position.  

For example, when recruiting HazMat drivers with 2+ years of experience, ask for that information on an intake form. Then, sort your leads by that information and only pursue candidates who meet your criteria.

Similarly, cultivate your brand image and company reputation so they can be used as assets. In-person or virtual Word of Mouth and Referrals are some of the most effective marketing channels. When drivers learn about your company and turn to Glassdoor, Facebook, or Google for insight from other drivers, what will they see? Develop an online presence that will make drivers excited to learn more about your company and available positions.

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

Employee Value Proposition: 5 Tips to Make You Stand Out

, /by

employee value proposition

It’s time to go back to your roots. Every company needs to identify their business value proposition. An employee value proposition is exactly the same. Identify your employee value proposition, and consider it your north star. 

As you grow as a carrier, it’s easy for your core hiring offerings to get lost. Avoid the trap. A strong employee value proposition is about more than improved marketing. It should drive everything from your recruiting to your business model. Can you answer in 1-3 sentences:

1. Why is my company different (and better) than the competition?
2. What about my company is attractive to truck drivers?

This is your Employee Value Proposition. 

hours of service proposed ruleWhy is an Employee Value Proposition Critical?

The way we recruit employees has changed. Over the past decade, candidates have been steadily becoming more and more powerful in the job search. As a result, attracting the best talent has become harder than ever. As an employer, consistent and efficient communication of your employee value proposition has become extremely important.

Tips to Make Your Employee Value Proposition Stand Out

Now that you have identified your employee value proposition, make sure you package it in a way that is attractive to candidates. Here are a few tips to help you stand out from the crowd.

1. Move Beyond the Pay Rate

Your future drivers need more than a paycheck to be happy. It’s true, pay is often one of the first things cited by drivers as either a huge benefit of or drawback of a company, but you need to go deeper.

Start by thinking about what you have to offer as other forms of compensation: benefits, bonuses programs, loyalty incentives, other perks. Then, go beyond the finances.

Do you excel at creating a positive work culture or work environment with fair treatment or great home/family time? How about a focus on career? Career development opportunities and strong training or orientation programs can be very attractive to drivers. Make sure you can clearly identify what makes your company a great place to work. Then, talk about it! 

2. Make it Compelling

truck driver job description templateAn Employee Value Proposition should provide the foundation for your recruiting and retention strategy. It must be unique, compelling, and relevant if it is to act as a key driver of talent attraction, engagement, and retention. Be clear in what you offer, and make sure to cover all the core reasons that people are proud and motivated to work at your company. 

If you have a great company culture, try to capture your distinct company experience. Are your drivers offered good home time? Build on the emotional aspects of why your company considers that important. Those reasons will resonate with your drivers and tell them you care about their well being as an individual, both on and off the job. Make sure to incorporate your value proposition into your job descriptions.

Free Template: Truck Driver Job Description

Follow this template to make sure your job descriptions are converting.

Get the Template

 

3. Talk About it In the Interview

Crucial Conversations with Driver Candidates: 3 Ways to Prepare

When interviewing a truck driver, focus on why your company is better than the competition. You are considering these drivers as potential employees. But, they also need to be sold on your company. Why is your company so special? How are you different? Why do drivers want to join your company and stay with you? Don’t let a good candidate leave the interview without sharing your employee value proposition. They need to view your company as a strong personal and professional fit.

4. Focus on What Matters

An effective value proposition rests on the foundation of driver personas. When you know what kind of drivers you want, you can align your value proposition with their interests.

To Determine Your Driver Personas: 

  1. Define the most important characteristics of your ideal driver. Do you need someone who is:
    • Reliable/timely?
    • Confidence/perseverance?
    • Courteous/willing to help others?
    • A good mechanic?
    • Prioritizing healthy habits?
  2. Set your goals
    • How many drivers do you need?
    • What’s your typical recruiting conversion rate?
    • Based on that, how many leads do you need?
    • Do you currently have empty trucks?
    • How are you planning for future growth?  

Use your ideal driver persona and your company goals to steer your employee value proposition. When they are well aligned, you are more likely to attract the drivers you want to hire. 

5. Consider Your Candidates Against Your Employee Value Proposition

With a little training and practice, probably most people can manage to drive a tractor-trailer. However, professional truck driving is more than just getting a vehicle from Point A to Point B. 

Great truck drivers are much more than mere steering-wheel holders. Driving a heavy vehicle with its cargo of costly supplies and equipment and keeping to a demanding schedule isn’t a job for an ordinary driver.

Use your ideal driver persona to evaluate applicants. Then, consider whether those applicants are attracted by your Employee Value Proposition. If so, you’ve likely found a good fit. If not, you may want to consider what types of benefits would be most attractive to the types of drivers you want to recruit. Doing so will make it easier to recruit those drivers AND retain them for longer.

The Quick Guide to Employee Value Proposition

FREE QUICK GUIDE

Employee Value Proposition

This free guide helps you create your employee value proposition and also effectively communicate it to drivers.

Get the Guide

CDL Employment Verification: 3 Ways to Streamline Your Recruiting

, /by

CDL employment verification

To have an edge on your competition and hire the best drivers, a fast and efficient application and screening process is important. However, many teams struggle with various pieces of the hiring puzzle. Sometimes finding the perfect candidate is the hardest part. Other hiring teams find interviewing candidates is their biggest challenge. For others, working through the numerous verifications required by the Federal Motor Carries Safety Association (FMCSA) is the toughest task. For those teams struggling with the CDL employment verification process, here’s 3 ways to streamline your recruiting.

1. Know Exactly What You Need to Do

FMCSA requires every candidate to go through a comprehensive screening process before they’re fully hired. This includes the need for a verification of employment (VOE). Additionally, each candidate needs their driving and safety history checked. In addition, there are also necessary checks for drug, substance abuse, and alcohol test records as well as refusals to test and other specific driving information. Check to be certain you know exactly what you need to do.

Once you’ve got the comprehensive list of required verifications needed, be sure to do it for EVERY hire.

As part of your CDL employment verification process, ensure that your team is clear on what needs to be done and by when. Also make sure that your team has access to the most current information, as periodic changes to the regulations take place.

2. Stop Using Manual Processes

If you’re still doing VOEs on paper forms and faxing documents to verify a driver’s work history, this entire process can be automated. Let technology help increase your efficiency. If you keep doing things the same way that you always have, you will get those same old results.

There are so many tools available to help you do this process electronically. You can get verifications in a matter of minutes or hours, not days and weeks. If you do this, you’ll have less chance of drivers walking away from you to your competition because they can move faster.

3. Need an ATS to Help You?

For those carriers still struggling with CDL employment verification, we’ve got an opportunity for you.

As a partner with Drive My Way, we are extending a discount to our customers in need of an ATS.

DriverReach will help you get engaged quality candidates, streamline the employment verification process, and ensure compliance with the new Clearinghouse requirements, all while providing KPI metrics to improve your overall hiring process. If you’re not already using an ATS, or looking for a new one, take advantage of this offer!

Improve Your Recruiting with DriverReach

DriverReach provides a modern recruiting management system for truck drivers. We are extending a discount on the DriverReach ATS when a company signs up for Drive My Way.

GET THE DETAILS

3 Tips for Writing a Strong Truck Driver Job Description

, , /by

truck driver job description

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

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

1. Be transparent

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

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

2. Be specific

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

lead to hire process

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

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

3. Putting it all Together

Every truck driver job description should include:

Compensation

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

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

Benefits Package

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

Equipment: Type & Amenities

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

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

Schedule & Home Time

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

Other Job Details

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

Minimum Qualifications and Requirements

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

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


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

truck driver job description template

FREE RESOURCE

Truck Driver Job Description Template

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

Get the Template

How to Recruit Truck Drivers for a Small Company

, , /by

How to Recruit Truck Drivers for a Small Company

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

Use Your Strengths to Recruit Truck Drivers

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

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

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

Implement a Referral System

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

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

Connect Personally with Each Lead

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

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

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

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

3 Tips for Choosing the Right Applicant Tracking System

, /by

truck driver applicant tracking system

Choosing an applicant tracking system is a little like hiring personnel. One good hire can move your company forward by leaps and bounds. A bad choice sets you back significantly. Look for an applicant tracking system that will fit your company well and leave you wondering how you ever lived without it. Here are a few tips for making sure you find the applicant tracking system that meets your needs.

1. Know Your Goals and Bottlenecks

Your applicant tracking system (ATS) should be able to help you efficiently identify candidates that are good leads and follow-up with them. If you’re looking into an ATS, it’s likely because your current process isn’t working well.

Carefully consider your goals for an applicant tracking system and use these as your north stars in the decision process.

Are you looking for better efficiency? Better lead source tracking? A more cohesive outreach or communication mechanism? While you may be looking for several different features, limit your goals to your one or two top priorities. Answering these questions and identifying your top priorities at the start will help you quickly find your top options. 

Similarly, determine what isn’t working or is too slow about your current process. Where does your process become cumbersome? What is the slowest part of the way you currently track applicants? Use these bottlenecks to clarify what features are essential as you peruse tracking systems. Then, make sure you choose a solution that can reduce or resolve your bottlenecks.

2. Evaluate Whether the ATS Meets Your Organizational Needs

While it may seem like there is a different applicant tracking system out there for every niche market, there are several features you should be able to expect from an ATS in the trucking industry. At a minimum, look for:

email campaign on whiteboard

      • – Searchable Document Tracking
      • – Email or Communication Templates
      • – The ability to create custom workflows

While these common features serve as a strong baseline, we know that your company is anything but common. Beyond these basic features, consider any unique needs for your company, and choose and ATS that meets those needs. A few other valuable features to consider are:

hand shake

  • – Driver referral infrastructure
  • – Lead Source Tracking
  • – DOT Compliance

Some of these features may simply be “nice to haves” while others may be critical “need to haves.” Know your company’s goals and make your decision accordingly. 

3. Don’t Underestimate User Interface

Once you’ve decided on the main goal of your applicant tracking system and the features you can’t live without, take a good hard look at the user interface. Consider every aspect of how you will interact with the system and how potential drivers will interact with your system. 

We spoke with our partner DriverReach about features to pay attention to when searching for an Applicant Tracking System for your organization.

“As you’re looking for a new ATS to help manage the applicant process, first you have to look at the applicant process from the drivers’ point of view,” explained Jeremy Reymer, Founder and CEO of DriverReach. “Today’s CDL drivers are constantly on their smartphones, and an ideal application experience should follow suit. Look for an ATS that is completely mobile-responsive and optimized for smartphones, as well as one that makes it easy for drivers to complete applications via their mobile devices with a clean, modern interface.”

For your drivers, a good applicant tracking system is absolutely vital. Establish whether the ATS you’re considering integrates with any driver facing platforms. Are they platforms you already work with or would consider implementing? Put yourself in a driver’s shoes and walk through their interactions with the ATS from start to finish. If adding the applicant tracking system will make their experience better or improve their opinion of your company, you’ve found the right one! If not (or if it makes the driver interaction worse!), consider other options.

As an employer, you’re responsible both for the infrastructure setup and frequent future interactions with your ATS. Don’t underestimate the amount of time you’ll spend with the applicant tracking system you choose! Select a system that is reliable and easy to work with. Otherwise, in a few short months you’re in danger of being in the same position and looking for a new ATS.

Bonus Tip:

Take advantage of a 30 day free trial whenever possible! You wouldn’t hire a driver without an interview, don’t choose an ATS without testing it first. Use what you’ve identified as your goals, bottlenecks, and need-to-have features to make the most of a trial and find the applicant tracking system for you!

Improve Your Recruiting with DriverReach

DriverReach provides a modern recruiting management system for truck drivers. As our partner, we are extending a discount on the DriverReach ATS when a company signs up for Drive My Way.

GET THE DETAILS