The Importance of Touchpoints for Driver Recruitment and Retention

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A good relationship between a driver and a recruiter is the cornerstone to every successful carrier. Like all relationships, communication, consistency, and honesty are key to maintaining longevity.  

 

Touchpoints provide an essential line of communication between potential candidates and recruiters, making the recruiting process easier and more enjoyable for everyone involved. Whether or not you realize it, recruiters everywhere use touchpoints each day to advertise job listings, reach out to candidates, and check in with recent hires.  

 

Keep reading for all you need to know about the importance of providing creative and innovative touchpoints throughout the entire recruitment process and the best practices to increase your driver retention and satisfaction rates.  

 

What Exactly Are Touchpoints? 

You’ve probably seen this term before, and it’s definitely already a part of your daily routine as a recruiter. However, in today’s highly competitive market, the methods and channels available are always evolving.  

 

There are three core types of touchpoints: online, offline, and personal. An effective recruiter utilizes all three, maintaining constant communication with potential candidates and new hires without inundating them with information.  

 

A touchpoint is any form of contact you make with a potential candidate, and today, a lot of that occurs digitally. With the ongoing driver shortage, drivers are constantly receiving job opportunities through social media, digital job boards, and email. Online touchpoints offer an instant channel of communication that is accessible to drivers no matter where they are.  

 

Offline touchpoints might sometimes be considered “old-fashioned,” but they’re just as important today as they were twenty years ago. Flyers, trucks branded with a logo, and billboards can be effective to grab the attention of potential candidates who might be tired of checking their email, and are helpful for building brand awareness.  

 

Something that will never change is the importance of face-to-face interaction, or personal touchpoints. Driver referrals, job fairs, and personal phone calls are the best way for candidates to learn about company culture and job requirements, while giving you the chance to assess their needs and expectations.  

 

What Are the Key Elements of a Touchpoint? 

Nowadays, it’s no longer enough to simply post an advertisement or rely on word of mouth. Recruiting should be personalized and dynamic, offering a chance to build trust between driver and recruiter. Although the content of a touchpoint varies depending on the channel of communication, carrier’s needs, and stage of the recruiting process, there are key features to consider with every interaction.  

 

  • Build brand image: One of the most important roles that touchpoints play is increasing awareness of your company’s brand image. Engaging logos, online and offline marketing, and accessible advertising increases brand visibility and helps drivers to see your company as a brand they’d like to join.  
  • Provide insight: Each time you make contact with a potential candidate or new hire, be sure to include information on company culture or required qualifications. This ensures that you receive applications from qualified candidates who are more likely to be the right fit for your carrier.  
  • Personalization: The ease of digital communication often leads to impersonal messaging that could cause a candidate to seek out other carriers. After making the initial introduction, get to know a candidate and customize touchpoints to their specific needs or interests. Something as simple as including their name or following up with a phone call can go a long way! 
  • Online component: It’s important to always include an online component in every communication you make. Physical advertisements should include a link to your digital presence or social media, and be sure to follow up phone calls with a text or email.  
  • Call to action: After receiving your message, what is the action you want the driver to take? Drivers are often inundated with unnecessary touchpoints, distracting them from promising leads. Make your message stand out by clearly stating the next step for recruitment.  
  • Measurable results: Finally, it’s important to always track the progress of your interactions. Every communication with a potential candidate is part of your overall recruiting strategy, allowing you to monitor and evaluate what works and what needs to be improved. Every touchpoint should be recorded in your ATS or CRM so you can track where each driver is in the recruiting process.  

 

As a recruiter, clear and constant communication with drivers is paramount to the success of your company. The recruitment process doesn’t end on the first day of orientation, meaning that it’s important to touch base with drivers even after they’ve been hired to increase driver retention and ensure they feel supported with an open line of communication.  

 

If you want to learn more about modern driver recruiting strategies, or have tips of your own to share, reach out to us on social media or read more on Drive My Way’s recruiter blog!  

The Benefits of Hiring International Drivers

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What would you do to have access to hundreds of drivers, each with over 10 years of experience? 

 

That’s the question Chad Hendricks, President of Experienced Associates and host of the Recruit and Retain podcast, often asks recruiters before sharing with them the benefits of hiring international drivers. 

Programs such as Experienced Associates, which is based in Green Bay, WI, but partners with drivers in South Africa, offers an opportunity for American companies to create a diversified talent pipeline while providing international drivers a path towards U.S. citizenship. Keep reading to find out why international truck drivers could be the solution to your recruiting and retention problems.  

 

“The True OTR Driver That We’re All Looking For” 

In today’s market, it can be difficult to overcome high turnover rates, insurance company requirements, and the growing trend of drivers preferring local jobs. For Hendricks, international drivers bridge these gaps while benefiting everyone involved.  

 

“What we mean by experienced drivers is that these kinds of drivers have diesel in the blood,” says Hendricks. “They’ve been in this industry for a long time. They know what it means to work hard in transportation and that they could be on the road for weeks at a time. The true OTR driver that we’re all looking for.”  

 

Every international driver partnering with Experienced Associates must have at least a decade of trucking experience, a U.S. CDL, and conversational fluency at reading, writing, and speaking English. They also sign on for a minimum of three years of employment, although the position can be terminated at any time by the employer. The incentive of receiving a Visa through sponsorship assures that these drivers are committed, hard working, and vested in seeing the contract completed. 

 

Guaranteed Results 

Initially launched as a pilot program in collaboration with Schneider National, the immediate success of the partnership led to the development of Experienced Associates in 2018.  Co-founder Rob Peacock’s past experience as CEO of a company that assisted non-U.S. citizens with receiving educational training in the U.S. while driving for American companies proved key to Experienced Associate’s commitment to find quality drivers who are a right fit for U.S. carriers.  

 

Based in Johannesburg, South Africa, Peacock is able to administer an extensive vetting process for every driver recruited, which includes criminal background checks, hair follicle drug testing, and English language screening. Peacock’s team even handles compiling driver portfolios, which are presented to U.S. recruiters to make the final selection.  

 

Another component key to the success of programs like these is the varied experience of the drivers.  Being able to select from a large pool of candidates with a wide range of skills ensures that there is always a driver for the job, whether it requires experience hauling flatbed loads, hazardous materials, team driving, or more.  

 

“This is the first time I’ve felt that I could actually guarantee results,” says Hendricks. “I could guarantee experienced drivers, guarantee profitability and return on investment. These drivers weren’t quitting and causing hire turnover, and the hiring process became like a pipeline. It was predictable, and all the costs were known. To me, it felt like a dream come true.” 

 

Although some recruiters in the U.S. might be hesitant to offer positions to international drivers, companies like Experienced Associates design these programs with that in mind. Instead of disrupting the recruiting process, these opportunities fill gaps that could otherwise affect the economy, driver and freight shortages.  

 

Investing in innovation is more necessary than ever in today’s highly competitive market, and hiring experienced, international drivers is a surefire way to meet your recruiting and retention goals while fueling growth in your company.  

 

If you’re looking for more information on Experienced Associates or the work being done by Chad Hendricks and Rob Peacock, be sure to check out Hendricks’ Recruit and Retain podcast episode where the two discuss the benefits of hiring international drivers.  

 

Here at Drive My Way, we love to learn about innovative recruiting strategies and how to stay ahead of the curve. If you have recruiting advice, or you’re looking to learn more about our mission, check out our social media today!  

 

Have You Considered a Driver Waitlist?

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Every carrier has their own approach to recruiting and hiring truck drivers, but in today’s competitive market, it is important to remain open to fresh ideas and unique approaches. One concept that has become popular amongst carriers is the idea of waitlisting. When a company puts qualified truck driving candidates on a waitlist, they can maintain a pool of interested drivers, while balancing the company’s current needs and budget. Creating a truck driver waitlist has several pros, very few cons, but overall, it is a potentially game-changing tool for your carrier’s recruiting department.  

Why Should You Consider a Driver Orientation Waitlist?  

The waitlist concept allows companies to make offers to drivers they are interested in, but extend those start dates as much as three months out. By interviewing people and going through the whole hiring process, even though they are waiting on open trucks or budget, drivers would still have a start date in mind, and you wouldn’t have to worry about finding qualified drivers once you are able to officially bring new drivers onboard.  

A driver waitlist can help create efficiency within your recruiting department by developing a clear order of operations, from posting a job to the driver’s official start date.  

Your company can also increase its likelihood of building a strong waitlist by establishing yourself as a go-to carrier in the industry. By offering competitive benefits such as pay, time at home, as well as top-of-the-line equipment, drivers will be lining up to work for you, and will be open to being put on a waitlist just to have the chance to drive for your brand.  

The process of creating a waitlist allows your team to really get to know potential drivers; their wants, needs, and skillsets. This ensures a better working relationship between both parties and that all questions have been addressed prior to the driver getting out on the road. It’s also important to note that recruiters should stay in contact with waitlisted drivers and let them know where they are on the waitlist each week. The key to a successful waitlist is maintaining engagement with drivers.  

Some Drawbacks to the Waitlist Concept  

While having a waitlist of drivers is a great solution to temporary budget issues, trainer availability, or truck availability, it may not be a necessary tool year-round. Depending on the needs of your company, a waitlist may only come into play if you have a shortage of trucks or some other temporary hiring hindrance.  

While waitlists can help create a pipeline of qualified truck drivers, it does leave open the possibility of top talent finding another position and moving on before having the opportunity to start driving for you. This is why it is critical that you maintain frequent contact with the driver from the time you extend the offer until they begin orientation. It’s also a great practice to touch base again after orientation and throughout the year.  

Truck Driver Waitlisting in Practice 

“The waitlist was hugely successful for us! We ended up with approximately 150 drivers on the list. We were able to focus on the highest quality, safest drivers. We created driver scorecards (based on experience, number of jobs, number of accidents, and number of violations. From there, the drivers with the best scorecards were moved to the top of the list.” 

“There was something about telling drivers we were on a waitlist that seemed to create a greater sense of urgency for the drivers to join our team. We were also able to almost turn off our recruiting budget entirely! Our referrals increased, and we were able to retarget previous applicants to tell them to hurry up and reapply if they wanted to be added to our waitlist, said Sadie Church, Vice President of Driver Relations at Artur Express. 

“Another thing we implemented at this time was a driver profile form. In that form, we required the driver answer a series of questions about themselves — where do they prefer to run, where won’t they run, how often do they want to get home, how many miles do they wanted to run a week. This allowed us to see if we were a good fit for the driver’s wants and needs. If our needs didn’t align with the driver’s wants, we moved them off of the orientation waitlist. This allowed us the opportunity to truly recruit with retention in mind,” Church concluded. 

Start with a Plan 

If you’re considering going on a waitlist, make a plan. Create a driver scorecard and rank your applicants. If you don’t already use offer letters, create one. In the offer letter, tell candidates not only their pay, but the lanes they’ll be running and how often your company can get them home. Make it a requirement for drivers to sign and return the offer letter prior to confirming their position on the waitlist. This will ensure the driver is aware of how much they’ll be earning, what position/lane they’re signing up for, and how often your company can get them home. 

Make sure you’re fair to your recruiters. If you can only allow 10 drivers in orientation that week, make sure each recruiter has the opportunity to put a driver on the orientation schedule. 

You also want to make sure to publicize your waitlist. You can run ads stating you’re accepting applications to be added to a waitlist and generate a buzz, so you don’t lose momentum. 

Companies can still apply this concept of “waitlisting” even if they are not able to make hiring commitments. They can still build a pipeline of drivers by keeping their brand presence out there. Drive My Way offers a “cruising mode” which will keep job descriptions up even if the job is not currently open to continue building brand awareness. Concepts like the waitlist are a great way to stay creative about truck driver recruitment and keeping your brand top of mind for potential candidates.  

Truck Driver Recruiting: Then vs. Now

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The trucking industry has been essential to the US economy for nearly a century, which means that drivers, recruiters, and industry experts have seen many trends come and go over the years. This is why with advancements in technology, new legislation, and a vacillating economy, it’s more important than ever to stay up to date on modern recruiting tips and tactics.  

 

When exploring current industry trends, it’s helpful to understand past practices to gain a better perspective on the future direction of driver recruiting. Here at Drive My Way, we’ve researched how the trucking industry and recruiting strategies have changed over time. Keep reading to find out more about the past, present, and future of recruiting and retaining quality drivers.  

 

The ‘Golden Age of Trucking’ 

Although commercial drivers have been responsible for transporting the majority of US freight since the early 1920s, there have been many changes over the years that have affected the challenges and benefits of working in this industry. These changes have in turn affected recruiters’ ability to attract and retain top talent.  

 

The industry saw a very rapid rise from initial developments in the early twentieth century to wide scale support from national organizations and the US government throughout the 1960s and 70s. Truckers making the journey from New York to LA became commonplace in these decades, especially following the development of organizations like the Federated Trucking Association of America and the American Highway Freight Association. At the same time, new truck stops began to appear across the country, making life easier for OTR drivers.  

 

The 1970s are sometimes referred to as the ‘Golden Age of Trucking’ due to drivers’ successful participation in unions and strikes protesting the rising fuel costs during the energy crises of 1973 and 1979. This decade saw a major increase in truck driver salaries, which led to an influx of new and younger drivers. The unionization of truck drivers resulted in Department of Transportation (DOT) regulations that improved the work life and safety of commercial drivers. And the popularity of  movies like Smokey and the Bandit didn’t hurt truck drivers’ reputation either!  

 

The Roots of Today’s Driver Shortage 

The 1980s, however, saw the trucking workforce to become de-unionized, which resulted in wages being cut nearly in half. These effects are still being felt today, as low salaries and insufficient benefits are often the number one cause for driver turnover. In the decades since, recruiters have had to work harder to come up with creative strategies to find and recruit top talent and incentivize them to stay.  

 

For a long time, recruiters looked mostly to truck driving schools as their sourcing pool for candidates. This often led to companies sponsoring these schools to create a direct pipeline. In recent years, digital recruiting strategies and changing driver preferences have created a unique array of channels for recruiters to utilize. 

 

“The evolution of driver recruiting over the last decade has not been subtle,” said Lance Pshigoda, VP of Sales at Drive My Way. “Organizations who have not embraced technological advancements that address time-to-hire analytics, driver processing speed, and industry specific onboarding platforms are struggling not just to remain competitive, but to survive.”  

 

Recruiting Today 

Nowadays, social media is the fastest growing channel for recruiters. Professional social networks like LinkedIn, digital job board sites like ZipRecruiter and Indeed, and casual networks like Facebook have changed how recruiters reach out to and build relationships with potential drivers. Utilizing social media is especially important to reach younger drivers, as the average age of a professional truck driver in 2023 is over 40 years old, which represents 72% of the professional truck driver population, according to Zippia.  

 

“Driver retention is as important, if not more important, than hiring in today’s environment given the investment costs associated with sourcing applicants.  Targeting a younger generation of the driver population cannot be accomplished by simply upping signing bonuses and offering new equipment to drive,” said Pshigoda.  

 

“Today’s emerging driver population wants to know they have a career trajectory, and an organization that is invested in their individual success.  That they are partners in the company’s success rather than employees easily disposed. A clear, expedited hiring and retention plan outlined for both the driver and the organization employing them ensures longevity and the successful venture of the partnership.” 

 

Recruiters trying to encourage diversity in the drivers they hire and retain are also implementing strategies like referrals, internships, and driver mentor programs. These advancements support drivers who are underrepresented in industry settings, such as women and people of color. Diversifying your recruiting pool and supporting new hires with modern strategies are important steps to stay ahead of the curve in a competitive market.  

 

Over the years, there have been many changes to the trucking industry that have affected how recruiters find and retain top talent. In today’s world, it’s essential to stay up to date on modern strategies and leave room in your recruiting budget to try innovative solutions. Looking at past trends can be helpful in understanding what drivers are looking for now and how they search for jobs in today’s market. 

 

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting, or reach out to us on social media!  

How to Recruit Truck Drivers in 2023

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Recruiting and retaining quality truck drivers is one of the biggest priorities for companies across the country in 2023. As one of the largest occupations in the United States, companies are always looking for new ways to hire. The question is, how do you recruit truck drivers, while simultaneously increasing your retention rate? The answer is to get creative and stand out from your competitors.  

What Are Truck Drivers Looking for in Their Next Job?  

With so many options available, truck drivers are making careful considerations before they accept a job offer. Trucking is one of the toughest jobs out there and drivers want to make sure the company they work for aligns with their career goals and personal needs. Some of the most common benefits that drivers look for include:  

  • Fair Pay 
  • Consistent / predictable home time 
  • Health Insurance 
  • Retirement Options 
  • Versatile Schedule & Paid Time Off 
  • Ongoing Training & Development  

When deciding how to recruit truck drivers to your team, you will want to ensure that you offer a comprehensive benefits package that is appealing to drivers in all stages of life, including those who are single, married, have children, etc. Offering competitive pay, bonuses, and regular raises is also key in attracting and retaining drivers. Ultimately, each driver you hire is going to have unique needs, so working with each person to understand what he/she wants during the recruitment and hiring process is also important.  

Who Are Your Potential Candidates?  

When companies consult with us about how to recruit truck drivers, we always want to make sure we help them identify the type of candidates they are looking for to fill their open positions.  

  • How much experience would you prefer they have? 
  • What are the routes you need filled?  
  • What can a driver expect in terms of pay, perks, and benefits? 
  • Do their values and work ethic match the company’s mission?  
  • Do you need drivers interested in team jobs?  

It is also important to remember that the demographics for truck drivers have evolved in recent years and your top candidates may not be the same as they were ten, or even five, years ago. The United States Census Bureau states that, “Among younger truckers under age 35, more of them are women, Hispanic and more educated than their older counterparts age 55 and older. They are more likely to be high school graduates and have some college education.” With that said, old recruiting tactics may no longer apply in trying to connect with a younger demographic or with women entering the trucking industry.   

Millennials 

A key demographic that is emerging with truck drivers is Millennials. This age group ranges from 27-42 and were born in, or after, 1981. This age group is less than the median age of truck drivers, which sits at 46, but offers potential for companies looking to recruit new talent. Truck drivers in this age range are looking for positions that will fit well with their lifestyle including benefits packages, flexible schedules, opportunities for advancement, positive work culture, and community. Recruiting a younger demographic requires creativity and willingness to foster an online presence on social media.  

Women 

“The percentage of professional drivers who are female has increased to 13.7 percent in 2022, an increase of more than three percent since 2019,” according to the Women in Trucking Association (WIT). With this substantial increase, companies must be more cognizant of the female demographic and what it will take to recruit female drivers to their teams. WIT offers a couple strategies to help recruit and retain drivers including broadening the talent search to include underrepresented demographics, including the female demographic, as well as offering opportunities and benefits that would resonate with female drivers.  

By recognizing the unique capabilities of different demographics, you can diversify your candidate pool and recruit talent from across the board.  

A Few Things to Avoid During Recruitment  

According to the U.S. Bureau of Labor Statistics, “between 1995 and 2017, the annual turnover rate at large TL carriers averaged 94.0 percent and that at small TL carriers averaged 79.2 percent.” This alarming statistic shows that recruiting new employees is more than just onboarding; it is an ongoing relationship that must be fostered to be mutually beneficial for company and employee.  

Recruiters can follow all the best tips out there when it comes to finding top truck drivers to join their teams, but certain mistakes can end up costing even the most experienced recruiters a new hire at present, or later down the road, if an employee feels unhappy with his/her position. During the recruitment and onboarding process it is vital to remember: 

  • Communication is Key: From the first interaction to successfully onboarding a new driver, communication is the foundation of a successful relationship. People feel valued when they feel that employers are keeping them updated on where they are at in the hiring process and have a support system once they accept an offer. Even after onboarding, touching base with your recruits and asking for their feedback, goes a long way in establishing loyalty and increasing retention.  
  • Hire More Than the Stereotypical Truck Driver: As discussed earlier, the demographics for new drivers entering the market are very different than they used to be, so it’s important to keep an open mind when it comes to reviewing resumes and interviewing candidates. Don’t rely on referrals alone, consider the benefits of hiring younger drivers, female drivers, and even new drivers, especially for team jobs.  
  • Make It Personal: Drivers want to feel that they have a connection to your company, so offering personalized feedback is a nice touch during the recruitment process. Company-wide, it is also important to create a culture that makes each employee feel valued and that there is a community atmosphere.  

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting. We look forward to helping you recruit and hire for your team! 

Hiring Drivers? Read These 5 Important Tips to Set Realistic Recruiting Goals 

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Recruiting truck drivers can be tricky. With the ongoing driver and freight shortages, coupled with evolving hiring practices industry wide, it is important to have clear standards and policies that follow realistic and measurable recruiting goals.  

 

Every company has different hiring practices depending on fleet size and capability, so setting realistic recruiting goals is an important step for your company to find top talent who are the right fit for the job. Keep reading to find out Drive My Way’s 5 tips to set realistic recruiting goals that will take you from hiring to onboarding in no time.  

 

Understand and Define the Need 

How many drivers do you need? Do you know which drivers are necessary for each market? These are important questions to ask yourself when setting foundational goals in recruiting. If you set goals regarding how many drivers you need and the necessary qualifications, you will be able to assess if your sourcing strategy will provide enough candidates that fit the criteria needed for your company. This is why it is essential to know where potential candidates are looking for jobs or industry updates.  

 

It’s also important to understand why the opening exists to be able to create hiring goals. If a driver is retiring, how far in advance should you be looking for a replacement? If you’re anticipating growth within your company, how should this reflect in your hiring practices? Defining your company’s demand is an important step to creating specific and attainable recruiting goals.  

 

Set Goals on a Timeline 

Setting goals is a key part of working ahead of time and being prepared. The hiring process can take a lot longer than you anticipate. Background checks and drug clearing house processing alone can add days or weeks. Allotting extra time and being flexible when creating will help you remain on track and still be able to measure your success.  

 

Even with goals set, you should still start ahead. Strike up connections with potential candidates, even if the time isn’t right yet. You’ll thank yourself later for being proactive now, by networking with drivers who could be a fit down the road.  

 

Establish Clearly Defined Minimum Qualifications  

Save yourself time and money by setting recruiting standards specific to your company. Well defined hiring criteria will ensure that every candidate meets the basic requirements, so you can spend more time with these candidates to eventually find the perfect match. It’s also important to be up front about your minimum qualifications. For example, if your company requires hair-follicle drug testing and you mention this on the job posting, candidates may self-select out and save you both in the long term. 

 

You also can’t have unrealistic expectations for applicants. You might prefer drivers to fill out an extensive application, but in today’s competitive market, drivers tend to not fully complete applications until all their questions have been answered. Be sure to make job listings mobile-friendly, and don’t be afraid to reach out to candidates with partially completed applications or you could lose top talent by setting unattainable goals.  

 

Provide Goals with Incentives for Recruiters 

Providing recruiters with incentives is a smart move to encourage high hiring rates and team morale while achieving your recruitment goals. When doing this, it is also important to make sure to have goals measuring quality metrics and not just hiring volume.  

 

As potential candidates progress through the phases of the hiring process (sourcing, screening, interview and selection, background check, offer and acceptance, orientation and training), it is important to measure your conversion rates through each of these phases to ensure efficient and effective practices. Providing incentives for recruiters successfully bringing candidates through this process will help you achieve your goals while keeping your team invested in the company.  

 

Set Goals From Recruiting to Orientation  

You have to look at the total candidate experience. As a recruiter, the job isn’t finished until the driver has officially started, and retention is a key measurement of recruiter success. To improve retention rates, hold the recruiter accountable for not just hiring the driver, but also for retaining them. By setting goals and providing incentives along each stage of the hiring process, your recruiters will ensure that they will create an open channel of communication with the candidate that should exist even after they’ve been hired. 

 

Metrics like volume of candidates attending an orientation, the speed of the process, and the amount of support they receive along the way are important markers to monitor and adjust when creating recruitment strategies.  

  

Setting goals for driver recruitment can help you achieve the results your company is looking for, but it’s important to keep one more thing in mind. Every step of the recruitment process should be measurable and able to be evaluated at any time. This means that recruiters should do a good job at marking where candidates are in the process, and management should organize and remain up to date on qualitative and quantitative results.  

 

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!  

4 Tips for Recruiting Truck Drivers

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If the ongoing  shortage of truck drivers  has made one thing clear, it’s that recruiting and retaining drivers is more important than ever. Hiring, training, and retaining dedicated drivers is crucial to finding success in today’s economy, and it all starts with the recruitment of the right candidates for the job.  

Struggling to attract talent or recruit them into your organization? Wondering how to meet the demands of the market and stay competitive in an ever-changing industry? These 4 tips are sure to help you set your organization up for success when recruiting truck drivers.  

  1. Make Your Marketing Driver-Centric

In today’s world, drivers look to the regular marketing channels to find information about prospective companies and fleets. This means that good recruitment strategies begin with strong marketing and carefully curated content.  

What kinds of content currently exist on the company website and social media pages? Information about how successful a company is won’t be of much interest to a potential employee. It’s important to highlight driver-centric content, or the kinds of benefits a driver can receive from your company.  

Ultimately, a driver wants to know that the company will treat their drivers with care and provide the benefits they are looking for.  

Highlight any wellness programs or culture initiatives that differentiate your company from the competition. Providing information on schedules, work-life balance, and fleet amenities can help drivers see how much you care. Including testimonials from current, satisfied employees builds trust and offers the real insight drivers are looking for.  

Remember, drivers are always wondering “what can they do for me?” Driver-centric marketing will leave no doubt in their mind that you’re the right company for them.  

  1. Target the Right Audience 

Before you start moving prospective drivers through the recruitment pipeline, you have to be sure you’re selecting from the best pool of candidates for the job.  

Many driving fleets have very specific needs and requirements that not all candidates are ideal for. Knowing how to target the right segment of candidates will make the process more efficient and effective.  

Databases allow you to select drivers based on driver type, years of experience, haul experience, geographical location, and other factors. Focusing on any of these segments early in the recruiting process can save you time and energy. It will also increase the overall effectiveness of the company. By not optimizing this stage of recruitment, you could potentially lose hours chasing leads which were never well suited for that particular fleet or job.  

If you don’t have an easy or effective way to browse data on prospective drivers, Drive My Way can help you target the specific segment of drivers needed for your particular situation.  

  1. Use the Latest Digital Recruiting Methods

Driver recruitment methods are constantly changing, so it’s important to stay up to date with the latest and most effective strategies. Social media continues to evolve as a tool, and drivers use these platforms to research companies, read comments, and evaluate employers. Since drivers are often on the road, they’ll use their mobile devices to search for job leads.  

When viewers like, follow, share, or comment on your content, it can increase the audience exponentially. But advertising job postings on social media channels isn’t enough to attract the talent you’re looking for.  

Post engaging content on your platforms which drivers will want to view. In addition, search engine optimization of your content will ensure that your website is receiving as much traffic as possible. Use software like Google Analytics and Google Keyword Planner to optimize your post by including trending phrases and words.  

Applications should be short and mobile-friendly to avoid any bottlenecking in the recruiting process. Drivers often don’t have enough time to fill out a long application, so a shorter version with only basic information required is best initially, with the option to complete the remaining components later.  

It’s helpful to stay on top of the latest digital tools for recruiting and analyze which strategies could be useful for your company.   

  1. Re-engage Old Leads

In the trucking industry, the unusually high turnover rate of drivers poses a unique challenge for recruiters.  

One of the best ways a recruiter can continually bring people into the pipeline is by re-engaging old leads or cold leads.  

Many drivers who could be a perfect fit but were previously unavailable or chose to drive for a different fleet might be available and looking for opportunities again. Leads and prospects that have gone cold or did not convert into driver status should not be forgotten. Instead, keep them in mind for the future and maintain a connection.  

Drip marketing, engaging content on blogs, social media, and newsletters are all great strategies to stay connected to old leads and assure that your fleet remains fresh on their minds when they’re considering a new employer.  

 

 

While driver recruiting in the trucking industry can be daunting, many of the unique challenges you face can be combated by these solutions. Master these four tips to experience recruiting as it should be: easy, effective, and rewarding.  

What to Know About Take Your Truck Home Programs

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Truck Parking

Semi trucks parked together

For CDL drivers, “Take Your Truck Home Programs” can make a significant difference in their work-life balance. However, whether or not this is possible depends on various factors such as local laws, regulations, and whether the truck is carrying a loaded trailer. While some companies allow their drivers to take their trucks home, others require them to leave the vehicle at a terminal or drop yard. It’s important to note that the type of driver also plays a role. Generally, owner-operators have the ability to take their trucks home since they own them. Take Your Truck Home Programs can add a level of convenience and comfort to a driver’s routine, allowing them to spend more time with their family and better manage their personal lives.

 

By prioritizing the happiness of your truck drivers, you are investing in the overall success of your company. When drivers have a healthy work-life balance, they are less likely to experience burnout and more likely to work safely and efficiently. This, in turn, can lead to better physical and mental health, reducing the likelihood of accidents or injuries on the job. Additionally, when drivers feel valued and supported, they are more likely to form a stronger bond with your company, leading to increased loyalty and job satisfaction. Ultimately, Take Your Truck Home Programs are not just a convenience for drivers, but a strategic investment in the success of your business.

 

If they are taking the truck home, it’s important that the driver finds a safe and secure place to park it. Most companies prefer their drivers to park their trucks on their own property, or in a fenced-in yard that’s close by for easy access. Parking in public places like Walmart is not recommended as it could lead to vandalism.  Some drivers will prefer to detach the trailer and bring only the tractor home, commonly known as bobtailing. Also to note that leasing a truck shouldn’t prevent drivers from enjoying the benefits of taking their vehicles home.

 

While some companies may permit their drivers to take their trucks home, it’s not always a straightforward decision. The feasibility of this option depends on various factors, including legal regulations, whether the truck is carrying a loaded trailer, and the driver’s available space. Additionally, safety concerns in certain areas may make it unwise to park a truck at home. Ultimately, there is no one-size-fits-all answer, but companies should consider the benefits of providing a Take Your Truck Home Program to improve their drivers’ work-life balance and overall job satisfaction.

 

 

 

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7 Things CDL Truck Drivers Want

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CDL Drivers

Let’s face it, recruiters have their work cut out for them. With so many trucking companies and fleets to choose from, it’s a challenge to stand out and attract the attention of job prospects. At Drive My Way, we understand the importance of getting it right. Here are seven factors that many drivers consider when deciding where to work.

1. Pay

Well, well, well, no surprises here. Type and amount of pay is the number one reason why CDL truck drivers consider a job. And many drivers say this as their top priority. Truckers have a keen eye for a bad deal, so if your company is offering them less than the industry average, they’ll be understandably skeptical. Apart from salary, drivers also look for opportunities for raises, bonuses, and overtime rates. And if they’re driving specialty or unusual hauls which are more dangerous, they’ll expect those to pay better. So, if your company isn’t paying drivers competitively, they’ll have no qualms about hopping over to one that does.

2. Health Insurance

When it comes to choosing a CDL job, drivers don’t just consider the paycheck. A comprehensive benefits package, especially health insurance, is highly valued. Healthcare costs have risen dramatically in recent years, and drivers want coverage that meets their specific health needs. For those with families, ensuring that everyone is covered, especially for specific health concerns, is a top priority. Offering a range of insurance options with balanced factors like deductibles, co-pays, and co-insurance costs can help drivers find the best fit for their needs..

3. Retirement Plans

Retirement plans are a crucial consideration for CDL truck drivers when deciding where to work. With the average age of truck drivers being 49, many are only two decades away from retirement. Even younger drivers are proactive and start planning for their retirement sooner rather than later. In fact, retirement plans are a top factor for drivers when applying for a new CDL job.

However, many employers fail to enroll their staff in a default retirement plan, leaving drivers and other staff overwhelmed with making those decisions. To make the process easier for drivers, have an automatic opt-in policy with the option to opt-out or choose a different plan. Drivers understand the importance of saving for retirement, and showing them that you care about their future will make your company stand out in their minds.

4. Type of Run/Range

Trucker jobs come in various shapes and sizes. One of the most significant factors that differentiate them is the type of run and range that they offer. Not all drivers are interested in coast-to-coast travel. Certain drivers might prefer over-the-road (OTR) work. However, since OTR drivers spend less time at home and live out of their truck, they expect better compensation. Other drivers might like local or regional runs. It’s essential to understand your driver candidate’s preferences regarding the types of runs and ranges they’re interested in covering.

5. Type of Schedule and Paid Time-Off

When it comes to finding the right CDL trucking job, home time is a top priority many drivers. After all, the average driver works a grueling 70 hours a week and can go up to 8 days without taking a break. This tough schedule is especially challenging for drivers with families and children. While truckers understand that the job requires some sacrifices, they hope that these sacrifices aren’t unbearable. If a job’s schedule and PTO package don’t meet their needs, they won’t hesitate to explore other options..

6. Training and Development

Truck drivers may have some experience behind the wheel, but they value actual training and development opportunities. Providing company training and orientation can make drivers feel comfortable and foster a sense of belonging with the company. Research shows that employees who feel trained and groomed by the company are more loyal to that company. Professional development opportunities are becoming increasingly important to drivers. Making training and development a core part of HR operations can help recruiters make a strong case for drivers to work and remain with the company for many years.

7. Type of Haul

When it comes to choosing a CDL job, drivers frequently consider the type of haul as an important factor. Don’t underestimate the value of taking into account driver preferences and specializations in hauls, as this can lead to under-utilization of their skills. Keep in mind that certain hauls require special CDL endorsements or permits, so make sure your drivers are equipped with these. If they already have the necessary certifications, placement becomes all the more straightforward. It can be a challenge to determine which hauls should be assigned to which drivers, but asking about their skills and interests can make the process easier.

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Revving Up Your Hiring Process: 3 Expert Tips

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In the fiercely competitive world of trucking, it’s the drivers who hold all the cards. They have the luxury of choosing between various carriers, weighing up pay, benefits, and home time. And when it comes to getting that next paycheck, they want to be hired fast. The carrier that can convert prospects to drivers the quickest holds a distinct advantage. Enter lead velocity – the measure of how swiftly you can turn applicants into new drivers. With so many carriers vying over a limited pool of drivers, you don’t want to lose out to the competition simply because they moved faster than you. Here are three expert tips to help you turbocharge your hiring process.

Tip 1: Prioritize Your Efforts on the Cream of the Crop

As a trucking recruiter, you’re constantly inundated with prospects. However, only a small percentage of them will ultimately convert into drivers for your fleet. It’s crucial to focus your efforts on the cream of the crop and avoid wasting precious time on unqualified candidates. Don’t risk losing the best drivers to other carriers because you’re bogged down with unproductive work. Prioritize your limited time and energy on the top prospects by using automated methods like landing pages and ranking systems to help you identify the most promising candidates.

Maximize your lead-to-hire potential by utilizing landing pages and automated methods to screen top candidates efficiently. Lead ranking is a must-have tool to ensure that you focus on the cream of the crop and avoid losing top talent to competitors. Don’t waste precious time on unproductive leads that won’t convert to drivers – prioritize your energies on the most promising candidates.

Tip 2: Automate the Process

Streamline your hiring process by automating paperwork, including DOT applications, release forms, I-9, W2, and other new-hire forms. Instead of wasting hours filling out paperwork, drivers can complete them in just 20-30 minutes with electronic forms that are easily accessible on the go. Make sure to choose mobile-friendly forms to avoid losing potential hires due to technical difficulties. By automating the less glamorous parts of the hiring process, you can focus on building personal relationships with drivers during orientation. If you automate certain steps, it frees up that time to spend one-on-one with the drivers during orientation. Take advantage of the face-time with drivers to build relationships in-person, instead of asking them to complete forms that take an hour.

Tip 3: Lead Efficient Orientations

One of the reasons the lead to hire process may take too long for drivers is because of long or delayed orientations. Of course, it’s risky to just breeze through orientation. That time is crucial for onboarding as drivers need to be welcomed to the organization, learn about the culture, meet their dispatchers, and learn more about the company. One trick to getting around this is to offer more frequent orientations so that the soonest one beats out other carriers.

Make sure to offer orientation a few times a week to meet the schedule needs of your new hires

Offer flexibility with orientation schedules to accommodate the needs of your incoming drivers. To save time, consider moving some training items to an online learning system, allowing drivers to complete some learning materials from the comfort of their own homes. By automating these less exciting parts of orientations, you can maximize the value of in-person interactions and make the orientation process shorter. This approach ensures that drivers receive the necessary onboarding while minimizing the time they spend on paperwork.

 

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Ultimate Guide to Truck Driver Recruiting

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