Looking to Diversify Your Candidate Selection Pool? Here’s How

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Diversify Your Truck Driver Candidate Pool

In today’s highly competitive market, there’s no “one size fits all” approach to recruiting and retaining qualified truck drivers.  

 

Recruiters must be willing to explore a variety of strategies and sources to find top talent and build strong, reliable teams. By increasing the scope of your recruiting efforts and demonstrating your commitment to the needs of all your drivers, you not only enhance the diversity of your candidate selection pool, but also foster a culture of inclusivity and understanding within your company.  

 

Keep reading to find out why diversifying your candidate selection pool contributes to a more dynamic and innovative workforce, and how expanding your recruiting efforts could position your company for long-term success in the ever-evolving landscape of the transportation industry. 

 

Why does this matter? 

You might wonder why you should expand your candidate selection pool if you’ve seen continued success from your long-time sourcing strategies.  

 

Even if you have a steady stream of applicants and a team of quality drivers, it’s still important to focus on future growth and prepare for potential changes in the industry. By expanding your candidate selection pool, you not only mitigate risks associated with unforeseen challenges, but also ensure adaptability and resilience in the face of evolving demands and opportunities. 

 

Sourcing your candidates from a diverse array of backgrounds, experience levels, and skill-sets also improves the overall function of your company. Diversity is not just a buzzword, it is something that helps companies better reflect the communities they serve while driving innovation and improved decision-making.  

 

Diverse teams offer a wider variety of perspectives and experiences, which leads to more effective problem-solving and creative solutions. In a field like trucking, where split-second decisions can have a large impact, diverse perspectives also enhance safety and efficiency.  

 

Broaden your reach  

The best approach to diversify your candidate selection pool is to source your drivers from a variety of channels. It’s important not to rely on a single method, especially as technologies change and the industry continues to grow.  

 

In today’s industry, social media should play a large role in your recruiting efforts, alongside traditional methods such as flyers, recruiting fairs, and team referral benefits. Meet drivers where they’re at by posting to a variety of online job boards and social media platforms, ensuring maximum visibility and engagement. By leveraging the power of social media, you can reach a broader audience of potential candidates, including passive job seekers who may not actively be searching through traditional channels.  

 

Utilize innovative technology to assist with your recruiting efforts, such as AI-driven applicant tracking systems or intelligent driver match technology. Driver-centric platforms, such as Drive My Way’s personalized recruiting software that matches truck drivers and owner operators with carriers looking to hire, can revolutionize your recruitment process by streamlining candidate selection and ensuring better alignment between drivers and carriers.  

 

Embrace diversity  

Another key step in expanding your candidate selection pool is by attracting a diverse group of applicants. By embracing diversity and highlighting it as a strength at your company, a wider variety of drivers will be encouraged to apply and refer others as well.  

 

Promote inclusivity by providing opportunities that benefit and support members of underrepresented communities in trucking, including women and people of color. Consider offering options such as mentor programs, which have been proven to positively impact drivers and build stronger communities within carriers.  

 

A diverse group of applicants can also include factors such as differing age groups and experience levels. A wide range of age of applicants is important for safeguarding against future uncertainty, especially as many trucking carriers face the challenges of an aging workforce. By valuing the contributions of drivers across different stages of their careers, you foster a culture of mentorship and continuous learning while strengthening your company’s resilience and adaptability in the face of evolving industry demands. 

 

Network and collaborate  

Look to other members of the trucking industry to continue growing your company and discover new methods of recruitment. Industry associations, such as the American Trucking Association or The National Association of Small Trucking Companies, are useful for making industry connections that can help your company find new ways to build relationships with potential candidates.  

 

Consider collaborating with trucking schools to identify and nurture talent early on. These partnerships might take longer to pay off, but they can result in a steady stream of qualified candidates who already know your company values, expectations, and culture.  

 

Focus on retention  

Increasing driver retention rates by prioritizing the experience of every driver is not only vital for recruiters aiming to attract top talent and improve overall driver satisfaction, but also for expanding the scope of your candidate selection pools.  

 

Investing in programs and infrastructure that demonstrate a commitment to drivers’ needs, mental health, and physical well-being is key to achieving this goal. Consider implementing options such as a regular driver engagement survey, which shows dedication to drivers’ feedback and perspectives, thus fostering a culture of inclusion and empowerment within your company.  

 

Offering other opportunities to support drivers, such as training for veterans transitioning into the industry or resources to prioritize and protect your drivers’ mental health, can position your carrier as a forward thinking and driver-centric organization where any truck driver would want to work.  

 

 

 

For more information on evolving trends in the trucking industry and how to stay ahead of the curve when recruiting and retaining quality drivers, be sure to follow us on social media and stay up to date on our Employer Blog posts.  

It’s a Long Road: 6 of the Top Trucking Podcasts from Industry Experts

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Podcasts have become extremely popular over the years. It seems like nowadays there’s a podcast for everything, from true crime investigation to industry-specific topics like truck driver recruiting and retention.  

 

Listening to podcasts from industry experts who explore emerging trends and technologies is a great way to get insight into the future of trucking while engaging in accessible and easy professional development.  

 

Transportation and logistics podcasts explore many topics, including:  

  • Industry News   
  • Product Reviews   
  • Safety Tips  
  • Logistics & Fleet Management 
  • Legislation Affecting Trucking 
  • Recruiting Strategies
     

Keep reading to find out Drive My Way’s top 6 podcasts to develop and refine recruiting strategies while staying ahead of the curve on dynamic industry trends.  

 

6 of Our Favorite Trucking Podcasts 
 

Beyond the Rig  

If you’re looking for a tell-it-like-it-is podcast from an experienced trucker’s perspective, then Beyond the Rig might be the perfect choice. Hosted by Will Phipps and Linda Dominy, Beyond the Rig is an entertaining podcast full of interviews, industry topics, and real-world stories of life on the road as a trucker.  

 

Everything is Logistics   

Everything is Logistics is a podcast by Digital Dispatch, an all-in-one platform for companies within the logistics industry. With a target audience of “the thinkers in freight,” this podcast covers topics including how to navigate supply chain management, how to market in an AI world, how to become a freight agent, and more.   

 

FreightWaves: Taking the Hire Road   

FreightWaves focuses on the global freight market and provides high-frequency data for the global supply chain on pricing and more.  

 

In their podcast entitled Taking the Hire Road, host and DriverReach founder Jeremy Reymer explores some of the key factors impacting driver recruitment and retention with a wide range of industry experts and professionals from the trucking industry.  

 

In the recent episode, “Who’s The Happiest Driver On The Road?”, guest-host Leah Shaver, President and CEO of the National Transportation Institute, dives into Drive My Way’s recent Driver Happiness Survey and the power of mentorship programs throughout the trucking industry.   

 

Drive My Way President and CEO Beth Potratz said of the Driver Happiness Survey: “There’s a couple really interesting tidbits in the survey results. They generally have to do with differences in the age gap on where the driver sits in terms of what generation they come from. We’re now seeing a different set of expectations starting to evolve from the millennials which is kind of interesting. I also would say, happy drivers, and they are out there, are really three times more likely to recommend their fleet to folks than unhappy drivers are.”  

 

What the Truck?!?  

According to Apple Podcasts, “WHAT THE TRUCK?!? is FreightWaves’ irreverent award-winning podcast breaking down the biggest stories in transportation and logistics.” On this podcast you’ll hear from some of the biggest voices in the trucking industry speak on issues such as supply chain disruptions, the freight economy, and more.   

 

The Logistics of Logistics    

The Logistics of Logistics is a podcast hosted by industry expert Joe Lynch, where he interviews founders, executives, and innovators who are shaping the future of transportation and logistics. Some of the topics include technology, warehousing, supply chain, and e-commerce.  

In one of the most recent episodes, titled The Right Fit for Drivers, Joe Lynch sat down with Beth Potratz of Drive My Way to discuss personalizing recruiting efforts to optimize your reach and retention rates.  

 

Truck N’ Hustle  

If you are an entrepreneur looking to break into the logistics and transportation industry, then Truck N’ Hustle is an excellent option for your next podcast to binge. Deemed the “number one transportation and logistics podcast in the world,” join renowned host and trucking entrepreneur Rahmel Wattley as he uncovers the newest trends and breaking stories from the world of transportation. With special guests who discuss issues ranging from building companies from scratch to the future of self-driving trucks, Truck N´ Hustle is a fast-paced and exciting podcast for any trucking professional.  

 

What podcasts do you listen to? Were there others that you think should have made our list? Connect with us on Facebook, Instagram, and Twitter to let us know what podcasts should be on our radar for 2024.  

Resources for Small Carriers During These Uncertain Times

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2024 is shaping up to be a true test of perseverance for every individual in the transportation and logistics industry. 

 

Facing a post-pandemic freight recession, shortage of qualified drivers, and ongoing supply chain disruptions, transportation companies worldwide will need to focus on streamlining operations and optimizing output in order to stay competitive in today’s global market.  

 

These circumstances can be especially difficult and detrimental for small, private carriers that don’t have as many resources or margin for error as larger companies. The first two years of the pandemic also saw many new carriers flood the market due to the freight boom, so the coming year will continue to reveal how many of these businesses are able to withstand economic uncertainty.  

 

While today’s market may seem daunting for small freight carriers, there are many resources available to help them navigate these challenging times. Keep reading to find out where to find these resources, and how they could benefit your business.  

 

Government Assistance Programs  

According to the World Economic Forum, direct government grants and zero-interest loans are the most helpful tool for small businesses facing economic uncertainty. It might feel challenging to ask for help, but there are many government assistance programs that exist entirely to support small businesses during economic hardship.  

 

The Small Business Administration (SBA) has been especially beneficial in promoting entrepreneurship throughout the US by providing limited small business grants for qualifying organizations that have struggled post-pandemic.  

 

Consider looking into the SBA’s Paycheck Protection Program, which is a loan designed to provide a direct incentive and ability for small businesses to keep their workers on the payroll. The loan can be used on payroll costs, interest on mortgages, rent, and utilities, although at least 60% of the loan must be used for payroll in order to be forgiven.  

 

The government’s post-pandemic economic assistance programs are also important resources to research. Although some are no longer active, the Economic Industry Disaster Loan is still assisting small businesses that have suffered economic harm from the impacts of the pandemic. The maximum loan amount available is $2 million, which can be used for payroll, fixed debts, accounts payable, and any other bill that is unable to be paid due to the pandemic’s impact.  

 

Industry Associations  

Another valuable strategy to help small carriers safeguard against economic hardship is to join industry associations. Organizations such as the American Trucking Association (ATA) are designed to provide access to industry-specific information, networking opportunities, and a platform for carriers to advocate for their interests. A great way to start is to become a member of one of ATA’s  50 unique State Associations, which give members the chance to discuss local legislation and foster connections statewide.  

 

Other options include becoming a member of  The National Association of Small Trucking Companies which serves as an advocate for, a consultant to, and a source of collective buying power for its member companies, helping them save money. The Owner-Operator Independent Driver Association is another organization that offers members a platform for advocacy, a chance to learn about the newest industry updates, and the opportunity to receive exclusive deals and rebates.  

 

Technology and Efficiency Improvements  

Small carriers should also regularly conduct operational reviews to identify areas where they can improve their efficiency and reduce costs. By analyzing operational data and key performance indicators (KPIs), carriers can gain insight into what goals are being met and where new technology could improve operational efficiency.  

 

Consider implementing technology such as route optimization software and telematics to save time, lower fuel costs, and improve customer satisfaction. Route optimization software works uses algorithms to determine the most efficient route, considering factors such as delivery-time windows, total number and locations of required stops, driver schedules, and more.  

 

Telematics can help carriers to improve driver safety, reduce accidents, and lower insurance costs by providing real-time tracking of vehicles and monitoring of driver behavior. By investing in technology to improve overall operational efficiency, the up-front cost will be more than worth it in the long run.  

 

Other Resources  

Finally, carriers can benefit from other online industry specific resources, such as FTR and Freightwaves, to name a few.  These resources provide valuable data on economic forecasts and will help you prepare for likely market changes.  

 

In addition to keeping ahead of market changes, successful organizations make attracting and retaining top talent a priority. Drive My Way is now offering its own Small Fleet Plan to aid carriers in maximizing their brand reach and recruiting efforts. Through access to a large community of drivers and the use of advanced matching technology and digital marketing, Drive My Way’s plan can help carriers save time and money while attracting and retaining qualified drivers.  

 

While today’s highly competitive market might seem intimidating for small carriers, these resources can help any carrier find cost-effective solutions to their problems.  

 

For more strategies to save time and money while recruiting and retaining quality drivers, be sure to check out our Employer Blog or connect with us on social media.  

5 Essential Questions to Include in Any Driver Engagement Survey

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How do you gauge your driver satisfaction levels? With one-on-one meetings? By analyzing retention rates?  

 

Both of these are important indicators of driver happiness and the success of company recruitment efforts, but in today’s highly competitive market, they won’t be enough to paint the whole picture or demonstrate to drivers your full commitment to their needs.  

 

By utilizing frequent driver engagement surveys, you will receive an unbiased, detailed report from employees about their views on important company policies and their overall satisfaction rate. However, like any good survey, the key is in asking the right questions. 

 

Keep reading to learn the 5 essential question topics you should include in every driver engagement survey, and how these surveys could help your retention rates.  

 

The Importance of Driver Engagement Surveys  

Driver engagement surveys are increasingly becoming a popular tool for carriers to learn what could be improved at a management level, while giving drivers a chance to speak freely and be listened to. Every employee should feel like their opinion matters, which is why it’s essential to include the right questions that address common driver needs.  

 

In Drive My Way’s recently released 2023 Driver Happiness Report, which collected the responses of over 500 drivers nationwide, nearly 10% of surveyed drivers responded that improved employer communication and listening would increase their workplace satisfaction. Implementing a regularly scheduled survey (and addressing the top concerns!) is a surefire way to see a rise in employee happiness and increase your retention of quality drivers.  

 

Pay & Benefits 

Unsurprisingly, compensation will always top the list of main driver concerns. In 2024, CDL drivers will be sure to continue to view competitive pay as a major differentiating factor when applying for jobs. In fact, in the 2023 Driver Happiness Report, over 20% of surveyed drivers answered that an increase in base compensation would improve their workplace satisfaction.  

 

Many factors affect each driver’s pay, such as years of experience, type of run, and type of freight, miles driver, etc. but it’s still important to understand how your drivers feel about the overall fairness of their pay.  

 

You’ll want to ask drivers if they are satisfied with their current level of pay, if they perceive it as fair, and if they feel they are progressing as expected. You should also ask drivers about their current benefit packages and how satisfied they are with them. This will help you find out what you could offer to differentiate yourself from your competitors.  

 

Scheduling  

The amount of time at home versus time on the road remains a major factor of consideration for every driver applying for a job or deciding to remain with a carrier. Each driver has a different opinion on scheduling, likely depending on their other commitments.  

 

Ask drivers how much time they currently spend at home, and how much time they would ideally spend at home.  

 

Remember that driver preferences can change over time as their home life changes. Younger drivers without families, or older drivers who have become empty-nesters, may prefer more time on the road. Drivers with families and kids at home may desire local jobs or runs with shorter time on the road.  

 

Dispatch 

As the main point of contact between driver and carrier, dispatch has an essential role in mitigating misunderstandings and unexpected scheduling delays. This is why the relationship between dispatcher and driver is one of the most important in the company. 

 

Be sure to include questions regarding each driver’s relationship with their dispatchers, and if there is anything management could do to improve communication. Drivers and dispatchers should feel like they can communicate regularly with ease and respect, which will help in the case of any unexpected road conditions, weather changes, or equipment issues.  

 

Equipment & Fleet Amenities 

Drivers spend an average of 70 hours a week on the road. This means that they know better than anyone the amenities they most use, and what equipment improvements would make their lives easier. They also can tell you the amenities they use the least, helping you determine where to invest your money.  

 

Ask drivers to rank their satisfaction with current amenities and to suggest what improvements could be made to existing equipment. This will help you prioritize what equipment should receive upgrades, potentially saving you thousands that you might have put into amenities which no driver is using.  

 

Company Culture 

This might not be the first question topic thought of when drafting a driver engagement survey, but it’s becoming an increasingly important differentiating factor in driver recruitment and retention. Drivers want to feel appreciated, supported, and valued in every interaction they have within a company.  

 

Ask your drivers if they feel appreciated, what else management could do to support them, and about the overall culture of the company.  

 

If your company is considering launching efforts to support drivers further, such as offering mental health services or a mentor or partner driving program, an engagement survey can be a great place to test run ideas and receive actual driver feedback. Keep in mind that if drivers don’t feel valued, they won’t recommend that company to others.  

 

 

Although there are countless questions you could ask in a driver engagement survey, including these five question topics will help you gauge overall driver satisfaction and monitor what your company should continue improving for the future.  

 

Here at Drive My Way we’re always looking to learn more about the best recruiting and retaining strategies. If you have any ideas for us, please reach out on our  social media so we can continue learning!  

Time to Hire: How to Streamline

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When recruiting CDL drivers in today’s highly competitive market, it’s important to make every minute count. From the initial review of an application to the end of the onboarding and driver orientation processes, being efficient and effective with your time will save you money and maximize your success in hiring and retaining quality drivers.  

 

There are many tips and tricks to streamline the hiring process and ensure the best experience for each candidate, from start to finish. Keep reading to learn how to integrate this advice into your recruiting efforts, and you might be surprised by how quickly you see results! 

 

Creating the Best Candidate Experience 

Although a streamlined hiring process will save your company time and money, your goal should still always be centered around providing the best experience for every applicant. If a driver feels valued and supported from day one, they are much more likely to continue through the hiring process and become a committed employee. 

 

Develop a strategy for hiring that takes into account each driver’s unique background while ensuring every candidate receives the same level of attention and support. Having a strategy in place will also help keep everyone in the hiring department on the same page, so candidates don’t have to repeat information or parts of the process.  

 

The first step in any hiring strategy should be connecting with a candidate as soon as they express interest. The longer a driver waits, the higher the chance that they will find another opportunity with a different carrier. Make sure that each candidate has the option to provide multiple forms of contact on an application so they can be easily reached by phone call, text, or email.  

 

Frequent touchpoints are beneficial to display your commitment to a candidate and will help keep them in the loop. The first point of communication should act as a preliminary screening, where you explain job requirements, criteria, and clarify any questions the driver has. At the end of each communication, explain what the candidate can anticipate for the next steps, and when you’ll be in touch again.  

 

Internal Organization  

Setting expectations and maintaining communication with every member of the hiring team is essential to streamlining the hiring process. Drivers will quickly lose interest if they are unable to easily schedule interviews, submit important documents, or receive updates on their progress.  

 

Because a lot of today’s recruiting and hiring is now held remotely,  a clearly defined process, roles, and repsonsibilites across your organization will make the process smoother for everyone involved. When it comes to steps which require the coordination of multiple members of the hiring team, such as interviewing, planning ahead is a must.  

 

Make sure that interview appointments are widely available enough to provide flexibility for candidates, and that the scheduling process is easy and straightforward. It might help to block off a certain amount of time each week for hiring managers to conduct interviews, making it easier to count on regular availability and reduce scheduling conflicts.  

 

When speaking over the phone, you should aim to directly warm transfer candidates to the hiring manager to schedule interviews. This ensures that the candidate doesn’t have to repeat information, and demonstrates the commitment of the whole team to the hiring process. If direct connection is impossible, try creating a link where the candidate can schedule interviews themselves. CDL drivers are busy, so this allows them to check their availability and decide on their own time.  

 

It’s also important to always come prepared to every stage of the hiring process. Before speaking with a candidate, make sure to have all the information needed from the safety and insurance teams on minimum criteria for hiring. For example, if there is a strict age requirement for insurance purposes, it’s much better to be up front to drivers.  

 

Background Checks and Clearinghouse 

Since the start of the pandemic, the alcohol/drug clearinghouse and background check stage of the hiring process has often taken longer on average. Although wait times have been decreasing recently, it can still sometimes take up to two weeks to complete this important step.  

 

Although there isn’t anything you can do to speed up processing times, preparing ahead and maintaining organization will help you move as fast as possible. As soon as you know you’ll be moving forward with the candidate, make sure they’re registered and up to date with the clearinghouse.  

 

Since there are criteria in place to regulate truck driver hiring nationwide, it’s important to be mindful of what each driver needs to complete their file. Each time you touch base with a candidate, confirm what documents and information you have on record, and what you still require.  

 

 

Hiring CDL drivers is an extensive process, and as a recruiter, this makes your time very valuable. However, it’s also important to remember that any time invested in a quality candidate is time well spent, even if the match isn’t perfect at the time.  

 

If there is a certain requirement an otherwise perfect candidate doesn’t meet, such as minimum age or experience level, be sure to keep in contact with them periodically through email or social media, until a spot has opened up or they meet the hiring criteria. 

 

For more advice on the hiring process and how to recruit and retain quality drivers, be sure to check out our Employer Blog, or follow us on social media! 

Is Pay the Most Important Factor in Truck Driver Recruitment?

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Now, more than ever, truck drivers have the ball in their court when it comes to selecting and applying for CDL job listings. Drivers are able to make their decisions based on many factors, including benefits, distance from home, freight type, and pay.  

 

Traditionally, many recruiters have focused on pay as the key differentiating factor that could set them apart from their competitors. However, today’s drivers are making it clear that higher pay is not always enough to increase driver satisfaction and retention rates.  

 

So then, what is the most important factor in truck driver recruitment? Keep reading to find out why pay isn’t always the number one answer, and how you can adjust your recruiting efforts to keep up with evolving industry trends.  

 

The Importance of Pay 

Driver compensation is still an essential part to recruiting and retaining quality drivers. In recent years, sign-on bonuses and benefit packages have continued to increase in value nationwide. In fact, in a speaker panel at the 2023 American Trucking Association Management Conference, CarriersEdge President Mark Murrell noted that some carriers are now paying between $200-$500 per day of driver orientation. This is a steep increase from the long standing industry standard of $100 per day.  

 

An increase in base compensation also still topped the list of driver concerns in Drive My Way’s recently released Driver Happiness Report, which collected the responses of over 500 drivers nationwide. However, 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 ATA Management Conference panel, American Central Transport President Phil Wilt noted the success of the company’s weekly driver surveys and the introduction of an employee life coach. Wilt believes that listening to driver concerns and providing extra support during the initial six months of employment has been critical to increasing driver satisfaction.  

 

“Every year, we’re figuring out what is the next thing that we can do that really positions us as a place where a driver says, ‘I wish I had come to you before,’” Wilt said. “And honestly, that’s probably what we hear a majority of the time from our drivers.” 

 

Listening to and Understanding the Drivers 

It’s important to keep in mind that different drivers prioritize different qualities in a position. Drivers just starting out might want to be on the road more than drivers who have a family. These drivers may only be looking for positions where they can be home each day.  

 

When launching your driver recruiting campaign, keep in mind the type of driver you are looking for. Researching and understanding this persona will help you reach your target audience, and will also enable you to provide what that driver is seeking. For example, if your carrier allows pets or partner driving, mention that in your recruiting efforts. Even if some candidates aren’t looking for this benefit, those who are will be more inclined to apply.  

 

There are also many ways you can demonstrate to your drivers that you listen to them and value their feedback. Providing surveys or frequent touch points is extremely beneficial, especially during the onboarding process and first months of employment.  

 

Carriers that create a positive work environment by prioritizing drivers’ physical and mental health are also more likely to have satisfied drivers with less turnover. Offering opportunities for professional development and support when drivers need it can increase your chance of word-of-mouth recommendation and internal promotion.   

 

 

 

Over the years, recruiting for CDL drivers has changed a lot. Pay is no longer the sole factor that can set your carrier apart from your competitors. By focusing on offering benefits, listening to your employees’ feedback, and fostering a positive work environment, you can decrease turnover and increase driver satisfaction.  

 

If you’re looking for more advice on bolstering your driver recruitment efforts, be sure to check out our Employer Blog, or follow us on social media!  

How to Differentiate as a Smaller Carrier

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Small businesses are the backbone of America and that goes for small freight carriers too. The trucking industry has become highly competitive, but that doesn’t mean there isn’t room for a small freight carrier to stand out against the big, corporate companies. In fact, smaller carriers have some unique capabilities that actually make them more attractive to handle certain shipping needs over a larger carrier.   

There are thousands of freight carriers throughout the U.S. As of April 2023, the American Trucking Associations (ATA) estimated that there are at least 750,000 active motor carriers that own or lease at least one tractor in the U.S. and 72.6% of the nation’s freight by weight is moved by trucks. With those statistics in mind, there is a lot of business available for both large and small carriers alike, depending on the shipping need.  

Unlike large carriers, small freight carriers offer some unique benefits making them a versatile option for companies looking to diversify their logistics options. Large carriers often boast the most equipment and biggest crew, but this also means their routes are often very tight and they prefer to pick up a new load as soon as one is dropped off. This lack of flexibility may not work for every company, which is where a small freight carrier can become a huge asset.  

To best differentiate yourself as a small freight carrier, it is important to realize that smaller carriers can fulfill key needs including being able to travel to smaller, more niche areas that larger carriers do not service. Small freight carriers can also add more flexibility to dense markets, as well as add support to a shipper’s base, increasing capacity and shortening lead time.  

Small freight carriers can set themselves up for success by ensuring that they have a solid team in place and creating a brand that companies want to hire for their shipping needs. Some ways to do this include:  

Recruiting and Retaining Top Talent: Running a successful freight carrier and standing out against the competition always involves having a solid team of drivers who exceed expectations. These days, carriers must not only hone their recruiting techniques to continually bring in new and experienced talent, but they must have programs and incentives in place to retain drivers and build a solid team.  

Fostering Good Relationships: To stand out against all the many carriers in the industry, you have to create a face for your brand and foster good relationships with your clients and employees alike. Successful brands have a strong social media presence, create mentoring programs for drivers, and stay in constant communication to ensure all client and employee needs are met.  

Refining Marketing and Hiring Practices: Ultimately, the best way to build your brand and differentiate your company from others in the industry is to refine your marketing and hiring practices. By showing consistency in all company messaging, you can build trust, give your company a recognizable face, and foster relationships with clients and employees that will last for years to come.  

At Drive My Way, we are dedicated to keeping carriers of all shapes and sizes informed about the best recruitment, marketing, and employment trends in the trucking industry.  

Key Benefits of Hiring a Student Truck Driver

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As your recruiting department begins to plan for 2024, there are several different types of candidates to consider ensuring that you not only have a fresh pool of talent, but have positions filled as soon as they become available. One of the most overlooked types of candidates is a student truck driver. There are several reasons to recruit and hire student truck drivers and some of the key benefits are outlined below.  

Student truck drivers are a lucrative option for your recruiting efforts because they offer several key benefits that other truck drivers in the field do not, and the cost to recruit student drivers is comparatively less than it is to hire seasoned ones.  

Available and Need to Be Hired: Student truck drivers want to ideally have a job lined up as soon as they receive their CDL and finish training. With being so readily available, carriers can hire quicker and start lining up candidates as positions open. New and student drivers are eager to begin their careers and establish themselves as professionals in the industry. A student truck driver may be more open to a variety of positions and be willing to learn a new skill versus an experienced driver.  

CDL Training is Fresh: A student truck driver has just received their training and is eager to put their skills to use out on the road. They have spent hours behind the wheel and have been tested in ways that would prove them ready to handle the job ahead of them. They have also been drug tested and have been through several courses on safety.  

Eager and Willing to Learn: Student truck drivers who are about to graduate or have recently graduated, are eager and willing to learn what it takes to succeed in their profession. They are excited about job opportunities and are highly trainable and willing to adapt to carriers’ rules and expectations. Entry-level candidates are also ready to prove themselves to their employers, gain experience, and make important connections with others in the industry.  

Opportunity to Reduce Driver Turnover: The most common reason truckers are leaving the industry is retirement, so recruiting student truck drivers and newer drivers with less experience is actually a great way to build a strong foundation of drivers that will benefit your carrier as more seasoned drivers begin to retire. Working with entry-level candidates right out of school is also a way to build strong relationships and strengthen driver retention from the moment they are brought onboard.  

 

If your strategy includes hiring student drivers or training recent grads you have the opportunity to give and receive feedback on this important topic.  

Fleets like yours are preparing for what their student and trainer programs will look like in 2024, and Drive My Way’s trusted partners at The National Transporation Insititute are conducting the 2023 Student & Trainer Pay Survey. This industry resource is vital to understanding how to structure your compensation model to remain competitive for those invaluable and in demand new entrant drivers and the trainers that teach them their new trade.   

Please fill out this form if you’re interested in participating or seeing the results of that survey once it’s completed: Click here to sign up to participate in this survey. 

 

Hiring a student truck driver could be the best possible option to fill your latest open position. To learn more about recruiting quality candidates for your freight carrier, please follow our blog for regular updates. You can also connect with us on Facebook or LinkedIn to learn more about what it’s like working with Drive My Way.  

 

3 Tips to Focus on What’s Really Important as a Truck Driver Recruiter

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Truck driver recruiters have so many responsibilities, sometimes the job can feel overwhelming. Dealing with many moving parts and competing priorities, such as monitoring DOT and company standards, staying up to date with current marketing trends, and knowing where to look and how to screen for quality candidates, it’s important to focus your recruiting efforts and know what’s worth your time.  

 

Over the years, truck driver recruiting strategies have also changed greatly. It can be difficult to know what new technology or approach could save you hours of work and increase your reach to a larger pool of candidates, or what could just add more stress to your plate. Wondering how to focus your recruitment efforts and find efficient strategies that still yield effective, quality results? Keep reading for Drive My Way’s 3 key tips to make the most of your time as a driver recruiter.  

 

Know What’s Working, and Change What Isn’t  

One of the most important questions a recruiter should ask themselves often is what is the Return on Investment (ROI) of your efforts? This is the easiest way to tell on paper if a strategy is working, and it’s essential for analyzing expenses and creating a budget. Having measurable results is important for deciding which efforts you should continue, and which are wasting time and money.  

 

Looking at your metrics can help you narrow down your sources and determine which are the smartest investments for your carrier. It’s important to know which sources yield the highest quality candidates, instead of just the highest quantity.  The amount of candidates making it through the phases of the hiring process, driver turnover rate, and driving safety records are important success markers that reflect the quality of your candidate pool.  

 

Have an Evolving Strategy in Place 

Creating a concrete recruitment strategy to rely on is one of the best ways to alleviate stress in the day-to-day job tasks of a truck recruiter. How do you find candidates? What’s your pre-screening process? How do you measure how far along candidates are in the hiring process?  

 

Knowing the answers to these questions can also help you tell what parts of your job you need to focus your attention on, and which are running smoothly. If you’re facing trouble with something like driver application abandonment, prioritizing finding a solution will save you time down the road, and likely help out in other areas of the recruitment process.  

 

Touchpoints are also an important part of a good recruiting strategy, and will keep you feeling organized with your time and efforts. Touchpoints are any point of contact with potential candidates, and they help improve recruitment and retention by creating a personalized, effective experience for both sides. Having a strategy in place for when and how you make contact will save you time and make a difference in the quality of your recruiting efforts.  

 

Leave Room for Growth  

Finally, it’s important to look to the future. Creating goals and planning for future growth is a great way to ensure that you remain focused on what matters while building upon current success. Leave room for innovative ideas when creating your budget, while maintaining the strategies that are proven to work best.  

 

Planning for future needs also helps you when you run into unexpected problems. Strategies like creating a driver waitlist or considering hiring international drivers could help you manage peak hiring periods. Are you planning to add new regional locations? Are you expanding into new segments? If you have plans for growth on the horizon, you’ll need more drivers. Plan accordingly! One of the best ways to do this is to look at your carrier’s long-term strategy overall, so you can plan for where you’re headed.  

 

 

 

Here at Drive My Way we’re always looking to learn more about the best recruiting processes and hiring strategies. If you have any ideas for us, please reach out on our  social media so we can continue learning!  

Carriers That Are Helping to Pay for CDL Endorsements

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With over 750,000 active trucking companies in the U.S., according to the American Trucking Associations (ATA), there is a lot of pressure to offer unique benefits to attract top tier, quality drivers. One benefit that more carriers are offering is paid CDL training. Paid CDL training is a distinct way to differentiate yourself from other carriers and stand out to new drivers who are interested in a career in truck driving.  

What Is Paid CDL Training?  

Paid CDL training is a program adopted by a freight carrier to pay for drivers’ initial training and CDL certification, in exchange for some commitment to the company following the conclusion of the program. Generally, most carriers require a minimum of 6 months and up to several years commitment if a driver engages in their paid CDL training. Some companies offer the paid CDL training in-house, whereas some pay for the training through a third-party training program.  

When offering paid CDL training it is important to clarify whether the company will cover the costs of the training, or if the driver will be expected to reimburse the company through paycheck deductions once hired. Many drivers will not understand the difference coming in, so it is vital that this information is provided upfront.  

What Are the Benefits of Offering Paid CDL Training? 

Most carriers that offer paid CDL training find it to be extremely beneficial in building a strong team of drivers. Companies that have a large fleet generally gravitate towards company paid CDL training as it ensures a pool of available candidates, eager to begin their career in trucking and ready to get on the road as soon as they graduate.  

Paid CDL training is not only a great tool for recruitment, but it can be seen as a huge benefit to many new truck drivers who are not sure where to begin their career in trucking. Many enjoy the prospect of knowing they will have a job immediately upon graduation and having guidance through the process of attaining their CDL.  

Carriers That Are Helping to Pay for CDL Endorsements 

Carriers that help pay for CDL endorsements often find that their retention rate increases, as does company morale. Offering beneficial programs like paid training show prospective and current employees how much the company cares about building a successful team and keeping them around for the long haul.  

There are many carriers offering to pay for CDL endorsements including, but not limited to:  

  • Sysco Asian Foods 
  • Swift Transportation  
  • Maverick Transportation  
  • XPO Logistics  
  • C.R. England Global Transporation  

Offering paid CDL training has several pros and cons but could ultimately be a solid strategy for ensuring your team has an ongoing influx of experienced drivers coming onboard after receiving their CDL endorsements. For more tips on the best recruiting and retention practices in trucking, make sure to check out our blog.