5 Skills to Master as a Trucking Recruiter

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Trucking recruiter Skills to master

As a trucking recruiter, you’re all too familiar with the challenges of hiring owner operators and company drivers: ghosting, high turnover rates, and an ever-changing recruitment landscape are just some of your daily obstacles.  

Since you are the first face of your company to interact with drivers, it’s critical to be prepared with the skills that will turn your list of driver candidates into hires. Here are the top 5 skills that every trucking recruiter should master. 

1. Be Strategically Proactive

It’s a driver’s market. If you want to be a trucking recruiter who successfully reaches quality drivers, it’s on you to be proactive. That said, being proactive should be a strategic plan and not just aggressive outreach.  

Consider the times and channels that are most likely to be productive for the drivers you seek. Recruiting for local or regional routes? Try calling in the evening to avoid busy loading and unloading schedules.  

Seeking OTR drivers? Make sure there’s a mobile-friendly website for drivers who are looking for jobs while on a driving break. Once you’ve optimized your strategy, continually reach out through multiple channels to engage new leads and reconnect with old leads.

2. Know Your Audience

This might seem obvious, especially to an experienced truck driver recruiter, but it couldn’t be more important. The Commercial Carrier Journal found that the overwhelming majority of surveyed drivers cited inadequate pay as a reason fleets are struggling to find drivers. That’s likely not a surprise. Perhaps more striking is that lack of respect and lack of home time are responses two and three for the same question. 

If you want to increase the number of quality drivers you hire, you need to know their priorities and address their concerns. 

Identify the benefits that are most important to your candidates, and offer those perks whenever possible. Be straightforward about what drivers can expect on the job. Many will find your honesty refreshing and a compelling reason to join your company.

3. Take Advantage of Technology

Gone are the days where a clean, mobile-friendly user interface was a nice, extra touch used by only the most tech-savvy trucking recruiters. According to the 2019 Overdrive Connectivity Report produced by Randall-Reilly, 74% of owner operators use a smartphone to access the internet. Over half of those same drivers use a phone more than any other device to access the internet. 

As for company drivers, 77% use smartphones to access the internet. 65% of company drivers use their smartphones to access the internet more than any other device. With this in mind, don’t just make your recruiting mobile-friendly. Optimize your process with the assumption that most drivers will be recruited first, and possibly exclusively, on a smartphone.

4. Prioritize Your Workload

Coming into a new year or quarter, it is tempting to take on a heavy load, but don’t get caught in the frenzy. Your hours are limited. Take the time to prioritize your leads based on urgency and fit early on to increase your overall productivity. 

Evaluate which candidates are most likely to fit your positions. Are they qualified? Which drivers are really a good match for you? Is your company really a good match for them? Speak with each driver and understand their priorities. Then, be candid if they’re not a good fit.  

Remember, hiring a bad match increases turnover and leaves a bad impression on drivers. Since time is critical, engage your strongest leads first. You’ll be glad you took time to slow down at the beginning so that you can efficiently recruit the drivers best suited for your fleet.

5. Build Relationships, not Just a Sales Funnel

As a trucking recruiter, you may feel like building relationships isn’t the best use of your time, but that couldn’t be further from the truth. Even when time is of the essence, you can’t afford not to get to know your potential drivers. 

Taking the time to build relationships and treat drivers like people, not leads, might reveal key information that will improve positional fit. Unsurprisingly, finding a better fit ultimately leads to improved driver retention.  

Most recruiters know that drivers need to have the baseline qualifications for particular jobs, but it goes beyond just having the right certifications and x years of experience. As we know, experienced drivers have the opportunity to choose jobs that meet their lifestyle and goals. Identify what those are and find ways to meet them.  

Drivers who are satisfied with their time at home, model of truck, and who feel they can meet their goals with your company will perform better and stay longer. If you want to increase your carrier’s retention rates, taking the time to build relationships with potential drivers is time you can’t afford not to spend.

Comprehensive CDL Recruitment Solutions

Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

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4 Ways to Use Marketing While Hiring Truck Drivers

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Hiring truck drivers is a competitive business. Driver recruiters are always trying to find new ways to get a leg up on the competition and bring in the best drivers to their fleets.  

But, as any recruiter knows, if you want to hire the best drivers, you first need to attract the best drivers. With many top carriers offering similar benefits and perks, that isn’t always enough to stand out to driver candidates.  

This is where strong marketing can be your best ally. With this on your side, you’ll be able to differentiate yourself from the competition and attract drivers to your fleet. Here are 4 ways you can use marketing to stand out while hiring truck drivers. 

1. Driver Testimonials

People are more likely to trust people who are like them over people who aren’t. This is why using testimonials from your current drivers in your marketing is a great way to help you stand out from the competition.  

Any carrier can speak about its own perks, benefits, and company culture. The real test is whether that company’s drivers will say the same thing. If your drivers will echo your own messaging publicly, it will have a much greater impact on truck driver candidates. 

Visit our blog on the subject for more information and examples on how to record and share driver testimonial videos.  

2. Experiment with New Channels

Though trucking remains an industry dominated by older males, there has been a major uptick in both women truck drivers and young truck drivers in recent years. Recruiters should be aware of this when advertising their jobs or just raising brand awareness, and not limit themselves to the same old channels. 

Experiment with channels geared towards different audiences, like Snapchat, Instagram, and YouTube. While focusing on the core demographic of truck drivers is important, it doesn’t mean recruiters should limit themselves to just those. Today’s peripheral audiences can become tomorrow’s loyal truck drivers.

3. Use Technology to Your Advantage

hiring truck driversMany carriers still use recruiting processes which are outdated and cumbersome. You can stand out to truck driver candidates by adopting technology to make recruiting more efficient.  

Mobile friendly platforms and similar features will make applying quicker and easier for candidates. At the same time, recruiters can use programs like applicant tracking software to make the recruiting process easier and more efficient for themselves as well. 

Remember, technology won’t be able to solve all your problems. Recruitment still needs the human touch. Use it for what it can help with best, simplifying and speeding up the process, and focus your human efforts on other areas.  

4. Content Marketing

First impressions are extremely important in the recruiting process. When a driver candidate visits your company website or social media page for the first time, would you rather them be greeted by nothing but one company update from five years ago, or a number of blog posts, company photos, and videos sharing your company values and culture?  

Our guess is the latter, and that’s why content marketing can play such a big role when trying to stand out to truck drivers. 

Here are a few different examples of marketing content you can use to reach drivers: 

  • Blogs about industry topics 
  • Memes on social media 
  • Sharing pictures on social media that show your company culture 
  • Polls and open-ended questions on social media (What do you think? Let us know in the comments!) 
  • Day in the life profiles of one of your drivers 
  • Driver testimonials 

Pro Tip: Make sure you’re getting the most out of your content. Share it on all your social media channels so you can reach drivers before they are ever candidates. Once they’re ready to apply for a job, your carrier will be top of mind! 

If you’re looking for other ways to get in front of driver candidates, consider partnering with Drive My Way. Our patented and proprietary technology matches drivers with jobs based on their professional qualifications and personal lifestyle preferences.

Custom Commodities Transport Partners with Drive My Way for Success

Custom Commodities Transport is the nation’s largest transporter of Activated Carbon. See how they worked with Drive My Way to meet their driver needs.

View the Case Study

 

Truck Driver Recruiting: 5 Ways to Recruit Drivers

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truck driver recruiting

Success as a truck driver recruiter is based on two things. Finding the best candidates for the job and doing it quickly. Recruiters have a limited budget and time with which to acquire top talent for their carriers. As a result, efficiency is essential in truck driver recruiting. The good news is that in this data-driven age, measuring recruiting efficiency is easier than ever. 

There are a number of different metrics that can help you evaluate the effectiveness of your recruiting process. Doing this will not only help you hire the best candidates, but also tell you where to best allocate your time and money. Here are five ways to measure success in truck driver recruiting.

1. Time to Hire

The number one reason that truck drivers end up declining a job is because they’ve already accepted a different offer that reached them first. This is why quickly moving your candidates through the recruiting pipeline is so important. 

Simply put, time to hire is how long it takes a company to hire a candidate, from their first contact with them all the way to the candidate accepting the offer of employment. 

Among other things, this metric is indicative of both the efficiency of your recruiting team and the candidate’s experience. That’s why HR and recruiting professionals put such an emphasis on it.   

Having a structured and organized hiring process is the best way to improve your time to hire. For more information on speeding up your time to hire, you can read our blog on the subject. 

2. Cost Per Hire

Time isn’t the only way to measure efficiency in recruiting. Cost per hire or CPH is an essential metric that measures how economically efficient your recruitment process is.  

Cost per hire adds up all the expenses that go towards hiring new employees and divides that over the total number of hires for a given period of time. The great thing about this metric is that you can slice it up a number of different ways so that you can see how much it costs to hire based on haul type, region, hiring terminal, and more. 

Understanding this metric will open the door for your recruiting team to try different ways to hire drivers for less money. Maybe you’re finding that you don’t need to spend as much to hire in your Jacksonville terminal as you do in your Montgomery terminal. Or, since your cost to hire local drivers is so low, you can move some of that money towards filling harder hauls, like flatbed or tanker jobs. Try changing your process and seeing where your CPH ends up. Eventually you’ll find what works for your carrier.  

3. Channel Effectiveness

Gone are the days of putting up some flyers and placing your job ad in the newspaper. Digital is king now, with most interested drivers coming from Google searches, Facebook postings, and online job boards. With all of these channels available, identifying where applicants are coming in from can be incredibly helpful. 

Understanding channel effectiveness can be done by measuring the number of successful conversions by channel. You can also break down channels by job type or geographical region. Don’t assume that the same channels or sources are equally effective across jobs or locations. Maybe your OTR job leads come in mostly through referrals, while company drivers come in through Facebook. 

You can calculate the cost efficiency of your sourcing channels fairly easily. First, find the amount of money spent on advertisements on each channel. Then, divide that by the number of visitors who successfully applied for the job to find the sourcing channel cost per hire. Once you’ve found that, you can start to see which channels are working for your carrier and allocate your recruiting budget accordingly.  

4. First Year Performance

The above metrics take into account truck driver recruiting efforts before the job starts. But those aren’t the only ones you should be looking at. Connecting recruiting efforts with the quality of your hires and their first-year job performance can help you see if your recruiting team is going after the right candidates.  

Speaking to the hiring manager or supervisor will start to paint a picture of the performance of your hires. This can take into account everything from productivity, safety concerns, and cultural fit with the carrier. 

Once you’ve gathered information from supervisors and HR, see if you can find any patterns with recent hires. Are new hires less productive than other drivers? Are they involved in accidents at a higher rate than other drivers? If you don’t see any red flags, consider it a success. If you do, it may be time to re-evaluate your criteria for hiring.  

5. Job Satisfaction

Measuring driver satisfaction is one of the secrets to measuring recruiting success and maximizing driver retention. Drivers and fleets are both looking for a strong match. If drivers aren’t happy with their carrier, it’s only a matter of time before they start looking elsewhere. Given the current state of the trucking industry, your fleet can’t afford to lose a driver after already spending resources on hiring and onboarding.  

Do whatever it takes to keep drivers longer, and that starts with measuring their job satisfaction. You can do this a few different ways. Consider an anonymous survey, suggestion box, or even conducting stay interviews with current drivers. This type of open-ended driver feedback is best so that you learn about drivers’ likes, dislikes, wishes, and frustrations in more detail. 

After drivers have given feedback, it’s the carrier’s responsibility to address their concerns, or risk losing them to rival carriers. 

A low job satisfaction rating by the driver indicates one of two things. Either, the driver was a poor fit for the position, or job expectations were not clearly communicated. Either way, this provides more information to truck driver recruiters, who can then use this information to improve the quality of hires and improve recruitment practices. 

Finding the perfect fit is the most important thing when it comes to truck driver recruiting. That’s why fleet managers and driver recruiters all across the country are choosing to partner with Drive My Way.

Our patented and proprietary technology matches more than 10,000 CDL drivers a month with the perfect carrier based on their professional qualifications and personal lifestyle preferences. 

Comprehensive CDL Recruitment Solutions

Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

Request a Demo

 

3 Truck Driver Incentive Programs Ideas

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Everyone wants to feel appreciated while at work, and truck drivers are no different. This is why having driver incentive and appreciation programs are so important for carriers looking to recruit and retain top talent.

Here are some of the best types of truck driver incentive programs, the best practices for putting them in place, and an interview with representatives from an industry leader in driver recognition and incentives, Paper Transport.

What Are the Best Types of Incentives?

When putting together driver incentive programs, there are a few things to keep in mind. Think about what is a perceived benefit to your drivers, and what your overall company goals are. Striking a good balance between the two is where the best incentive programs will be created.

Are you falling short with on-time deliveries? Are your fuel efficiency metrics not being met? Is turnover too high? These are great places to start designing incentives to encourage change. Here are the three key types of driver incentive programs.

Additional Compensation

This is usually the go-to for any driver incentive program. Reward your drivers with cash if they achieve a stated goal within a certain time frame. That can be either a raise in their hourly rate, or an additional check that goes on-top of their normal take home pay. Cash rewards are fairly standard, and you can use them at any time, even as part of the hiring process to encourage drivers to stay with the company.

Recognition Rewards

Giving drivers something other than a financial incentive can sometimes be the greater influence on positive behavior. A certificate, their name on a plaque somewhere prominent, or even a mention in a company newsletter to acknowledge their accomplishment could be more impactful than money could ever be. This type of reward is something they’ll have forever, and the memory and sense of appreciation that go along with it might last far longer than the bonus ever would.

Catalog Programs

Some companies choose to have achieving small milestones accumulate points over time. Drivers can then redeem these point for items in a catalog. These types of programs can help change behavior consistently over time since drivers might be working towards a new gadget that they’d love to have. Or even better, something that they know that their spouse would really love as a gift.

Incentive Programs Implementation

Measure consistently

You should be able to easily measure any progress toward driver goals objectively. Be sure that the rules in place for your programs are clear as to how results are tallied, and by when. When the time frame for achieving them has passed, everyone should be able to see where they landed in relation to the goals.

Be fair

Fairness should be built into any employee program. Otherwise drivers will become disinterested in the program and stop applying themselves towards it. Of course, nobody is trying to be unfair with their incentive programs, but problems with fairness could arise that you would never think about.

For example, say your carrier has an incentive program where drivers who go X miles without an accident get some sort of financial reward. While a good idea in theory, it could be seen as unfair if your carrier has drivers doing different types of runs. This goal would be much easier for local drivers who spend most of their time in suburban areas than it is for OTR or regional drivers who mostly drive on congested highways.

The solution for a program like this would be to have a tiered or scaled approach for the incentive depending on the variety of the runs and types of drivers you have. There’s always a way to be different and still keep things fair. This is the best way to avoid disengagement with your programs. It also ensures that each driver feels a sense of belonging to the overall company goals.

An Interview with Amber Long and Cate Whitman

Cate Whitman, Marketing and Communications Manager, Paper Transport

We were able to speak with Amber Long, Recruiting Operations Manager and Cate Whitman, Marketing and Communications Manager with Drive My Way client, Paper Transport. For years, Paper Transport has been an industry leader in terms of driver happiness and incentive programs.

Amber and Cate spoke to us about the different truck driver incentive programs they have, which have been the most successful, and their new “Accelerate” driver finishing program.

What incentives does Paper Transport offer to drivers?

“We offer several incentive bonuses to our drivers including PSP inspection, referral, monthly MPG, and CSA bonuses, as well as “Driver of the Month/Quarter” bonuses that are based on our driver scorecards. Using the scorecards, drivers can see where they rank monthly in metrics like safety, performance, and productivity.

Aside from those traditional “bonus” incentive programs, we also offer our drivers a wellness program with an onsite nurse practitioner. The nurse comes in to do check-ins and follow-ups with drivers about any medical or health concerns they may have. This is a program that was started during covid, and we’re planning to keep around. It’s just one more way that we try to provide support for our drivers.”

Amber Long, Recruiting Operations Manager, Paper Transport

Out of all the incentives you offer, which do you think resonates with drivers the most?

“The “Driver of the Month/Quarter” is the most motivating. In addition to receiving a cash bonus, like they would with our other incentives, these drivers receive an engraved crystal truck trophy, and the director of Paper Transport has been known to send steaks to their homes.”

When it comes to having successful incentive programs, what do you think the key is?

“One thing we always try and do is look for ways to improve our truck driver incentive programs and make our drivers happier. The “Driver of the Month/Quarter” award is one program we’ve improved on since it first started.

Originally, we only gave out a small number of these awards to the drivers who ranked at the very top. This was fine at first, but as Paper Transport grew, we realized this now meant that we weren’t featuring an appropriate number of drivers relative to how big our fleet was becoming.

We decided to give out a greater number of these awards so we could recognize even more drivers. This gives them more incentive to have a good scorecard since the awards are much more attainable now.”

Aside from traditional incentive programs, is there anything else Paper Transport does to make drivers happy?

“One thing we always try to do is make our drivers feel welcome at our corporate offices. That’s why we have our offices open to all Paper Transport drivers in case they ever want to drop by and meet their managers or anyone else within the company. We also have an in-office gym and showers for the drivers as well.

Aside from that, we have a finishing program for new drivers called the Accelerate Class A CDL Training Program.”

What is the Accelerate program?

“The Accelerate Program is Paper Transport’s finishing school. This is for drivers who have completed CDL training and hold their CDL A but have little to no actual experience behind the wheel.

The program is a 3-weeks long, with a one-week in-class orientation and two weeks on the road, one-on-one with a driver trainer. The training is completely paid for, and while the drivers are in orientation, they get a private hotel and their own rental car. For drivers and trainees of opposite genders, the trainee will have their own private hotel during on-the-road training.

We started this program to make our new drivers more comfortable and confident while on the road. Some carriers throw new drivers out there without the support or one on one treatment these new drivers need, and that’s not what we wanted to do.

The biggest benefits to our drivers with this program is the one-on-one time with a trainer and the guaranteed pay after they complete the program.”

Who trains these new drivers in the accelerate program?

“We recruit drivers from our own fleet. Interested drivers apply for the driver trainer position and go through the normal interview process.

If they have a good attitude and no issues on their MVR, we’ll bring them into the “Train the Trainer” program where they learn how to mentor and educate the drivers who will be coming through the Accelerate program.

Once they pass that, they’re ready to be driver trainers. As an extra incentive, these drivers receive an additional $100 per day on top of what they would be making on the road.”

 

Truck driver incentive programs are one of the top ways to help drivers feel recognized while helping carriers meet their goals. The types of incentives you can implement are varied and can take some time to get them just right for your fleet. When you’re ready to put an incentive program in place, follow these guidelines and you’ll see success in no time.

truck driver incentive program checklist

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Truck Driver Incentive Program Checklist

The best incentive program is the one that’s effective, sustainable, and engaging for drivers. Use this checklist to align your target behavior with rewards that motivate your drivers and create a program with lasting impact.

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What Rising Fuel Prices Mean for Truck Driver Recruiting

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rising fuel pricesAll across the country, skyrocketing fuel prices are taking their toll on everyone. Offices are extending work from home policies to save employees money, families are postponing summer road trips, and people are staying home whenever possible.  

While the price hikes for consumer fuel are bad, it’s got nothing on the increase in diesel fuel over the past few months. In January 2022, the average price of a gallon of diesel fuel was $3.72. Fast forward a few months and that same gallon costs $5.57, with it going for over $6 a gallon in some places.  

rising fuel prices

Data courtesy of the U.S EIA

This issue is affecting the entire trucking industry, but the biggest group of people hit by this? Owner operators and small trucking companies.  

What’s Causing the Increased Prices of Diesel?

The global economy is massive and complex. There are hundreds of things at play at any given time that affect the price of everything from diesel fuel to toilet paper. That being said, most economists point to two specific things impacting the price of diesel fuel. 

The bounce back of the economy after covid is the first. Supply simply couldn’t keep up with the sudden demand for fuel. Things started to even out in early 2022, but then Russia invaded Ukraine in late February, which is the second factor. The ongoing crisis caused leaders in the US and Europe to ban the import of Russian oil, which caused further turmoil in the market. 

Comedown from Covid

It wasn’t long ago that owner operators were in the driver’s seat of the trucking world. After Covid, the US saw a huge demand for products from consumers ready to return to normal. Retailers weren’t able to keep up with the demands and there weren’t enough drivers to transport what they had.  

This brought a huge number of small-time trucking companies and owner operators into the market, ready to capitalize on the demand for their services. Times were good for a while, but with diesel rising to never-before-seen prices and supply chain issues still prevalent, these small operations are finding that the market they came for isn’t the one we have now.  

Larger carriers are able to weather storms like these thanks to their size, but these new entrants are having a very hard time staying afloat. 

How are Small Companies and Owner Operators Responding?

For many, the increased price of diesel (along with the increased price of everything else) is just too much to bear. It’s leading them to either exit the industry altogether or find other alternatives to keep driving. Small companies and owner operators are either downsizing or leasing on with larger carriers to get by. 

What Does this Mean for Recruiting?

While nothing’s certain (especially in transportation), it’s looking as though the pendulum is swinging the other way again. Hiring numbers in the trucking industry have grown steadily over the past few months with less and less carriers having issues finding drivers.  

As these owner operators and small trucking companies close up shop, expect a number of them to come back to being company drivers for the stability and reduced costs. Some may want to keep their rigs and lease on to a company as owner operators.  

Recruiting Owner Operators

If you haven’t already, now is a great time to think about bringing owner operators into your fleet. But, unlike company drivers, recruiting owner operators can be a bit more difficult.  

Owner operators are more independent and entrepreneurial-minded than your average company driver. They’re also more experienced and will usually have a better safety record.  

When it comes to recruiting them, the process can take a bit longer since it’s a business transaction between partners rather than a standard hiring process. Instead of being hired, the driver is “leasing on” with the carrier for a set amount of time.  

Owner operators also cost more to hire than company drivers with the average yearly salary at about $140,000. This number is of course offset by the fact that the carrier won’t be paying truck maintenance costs, insurance costs, or benefits to the owner operator. 

The best advice for hiring owner operators is to use the right channels to find them, be patient during the recruitment process, and be honest in all your communication. You can read more about how to best recruit owner operators to your business here.  

Increased diesel prices are affecting all aspects of trucking and logistics. While owner operators and small trucking companies are having a hard time staying in business, they can be helped by larger carriers leasing them on for the time being.  

If you’re planning on bringing owner operators into your business, consider partnering with Drive My Way. Our patented software matches drivers with jobs based on their professional qualifications and personal lifestyle preferences. 

Comprehensive CDL Recruitment Solutions

Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

Request a Demo

 

3 Tips for Recruiting Owner Operators

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recruiting owner operators

Recruiting owner operators to your carrier is a much different experience than recruiting company drivers. Owner operators have different values and personality traits than set them apart from most company drivers. They’re more independent, entrepreneurial-minded, and adventurous. Therefore, recruiting owner operators to your company is a whole different ball game from recruiting company drivers.

So, why do carriers hire owner operators? the benefits include not having the responsibility of purchasing and maintaining the trucks. With the average price of semi trucks still very high, this benefit can’t be overlooked. Owner operators are also often more experienced drivers with better safety records.

The one big drawback of recruiting owner operators is that they’re much more expensive to hire, with the average salary around $140,000 per year. That being said, hiring owner operators is still the best option for some carriers, depending on their situation. Here are three tips for recruiting owner operators to your fleet.

1. Reach Them Where They Are

To recruit the best drivers, you have to reach them where they are. This applies when recruiting owner operators as well. Just because you’ve been finding success reaching company drivers through certain mediums, doesn’t mean that will translate when hiring owner operators.

According to the Overdrive 2020 Connectivity Study, owner operators lean more towards consuming printed magazines while company drivers prefer email newsletters. Shifting your advertising towards printed media outlets will likely help you reach more owner operators.

There are of course other ways to reach owner operators as well. Truck drivers by large are all over social media. That same study showed that owner operators use Facebook just as much as company drivers do. Complement print ads with a mix of social media ads and platforms such as job boards, e-newsletters, and online forums, including trucking groups on Facebook.

Aside from ads, having a strong referral program is another great way to bring in owner operators. It’s no secret that drivers are more likely to trust what they hear about a company if it comes from other truck drivers as opposed to recruiters and human resources people. This is true as well for owner operators, which is why having a referral program in place can help spread the word about your company to owner operators looking for a new company to sign on with.

2. Be Patient and Ready to Negotiate

Once you’ve found them, the recruitment process for owner operators will be slightly trickier than it is for company drivers. Don’t be surprised if it takes a bit longer as well.

For owner operators, the recruitment process isn’t a job offer between employer and employee. It’s a business transaction between partners. 

While it is usually good to recruit sooner rather than later, you’ll want to take your time a bit more with owner operators. Get to know what job factors will be important to them. If there’s a certain sticking point, like home time, pay, or discounts, let them know that you can work on it and get back to them. There may be more negotiation and compromise required on the company’s part when working with owner operators.

If it doesn’t work out, make sure you part on good terms with the driver so that it doesn’t affect company reputation adversely. Plus, it’s always good to build relationships with drivers even when it’s not a great fit at the time. This way, you still have the option to connect later down the road.

3. Be Honest, Consistent and Predictable

Being honest and straightforward during the recruitment process is important for all candidates, but especially for owner operators. These entrepreneurs are making a big decision to work with your company and need to be confident about that choice.

There are few things that will irk owner operators more than a recruiter changing their messaging during the process. There shouldn’t be one message from the company during the initial advertising, something different during a recruitment call, and something else entirely during the meeting. If they sense they’re not getting all the facts or missing something, they’ll quickly move on to the next opportunity.

In addition to building distrust with the owner operator, it can also create a negative reputation which will find its way to other drivers as well.

While it’s acceptable to improve or negotiate the terms during the recruitment process, it shouldn’t be acceptable for recruiters to go back on something that was previously promised.

Once drivers are onboarded, predictability will also be valued on the job. Owner operators are more independent minded than the average company driver and will be less adaptable to changing work conditions from the company. They want to have the freedom of working when they want and being able to choose the loads they prefer, which is why they became owner operators in the first place.

Owner operators can be an attractive option for trucking companies to pursue. When it comes to recruiting them for your company, knowing what they have in common and where they differ from company drivers is the best way to bring them on board. Keep in mind these three tips and you’ll be bringing owner operators into your company in no time.

Comprehensive CDL Recruitment Solutions

Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

Request a Demo

How Stay Interviews Can Help Recruit Truck Drivers

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stay interviewWhile the trucking industry has been dealing with retention issues for years, the greater workforce is now feeling the sting of it as well. In what’s been dubbed the “Great Resignation”, employees in a number of industries are leaving their jobs in record numbers for greener pastures.

One way that companies in these industries are combating this wave of resignations is by conducting “Stay Interviews” with their current employees. Luckily for the transportation industry, these stay interviews aren’t only useful for accounting firms and software companies. They can be used by trucking carriers as well. Here’s everything to know about them.

What is a Stay Interview?

A stay interview is an interview or conversation with a driver who’s been with your carrier for a while and is happy in their current role. Think of it as the opposite of an exit interview. The conversation will center around the driver’s thoughts on their current role and the carrier as a whole.

In exit interviews, you’ll be getting mostly critical feedback, since the driver is on their way out. In a stay interview, you’ll likely get more positive feedback since the driver is content with their current situation.

These interviews can help you learn what specific programs and perks drivers are enjoying and which ones they could do with it. This kind of feedback can help your carrier develop the most driver-centric package possible so that you can attract and retain more drivers.

What Questions Should be Asked in a Stay Interview?

While the questions you ask should pertain to your unique challenges as a carrier, here are a few common questions that are asked in most stay interviews.

  • What do you enjoy about working here?
  • What are some perks of the job that you enjoy the most?
  • If you ran the company for a day, what’s the first thing you would do?
  • You’ve been with us a long time, what has made you stay so long?
  • How do you feel about management?
  • What are your biggest frustrations when you’re out on the road?
  • Have you recommended our carrier to other drivers?

Keep in mind that a stay interview is meant to be an informal conversation. While it’s good to have some talking points prepared, don’t feel the need to run through a list of questions one by one. This comes across as overly formal and may spook the driver off from giving honest feedback.

The best thing to do is have a few topics you want to hit on and let the conversation flow from there.

What are Some Tips for Conducting Stay Interviews?

1. Stay interviews are a relatively new phenomenon, so make a point of explaining to the driver the reason for the interview and what it’s going to be. Don’t just call or email a driver about scheduling a “Meeting with HR” with no other explanation. That’s a surefire way to put a driver (or anyone really) on edge.

2. Just because a driver is staying with your carrier, doesn’t mean they have don’t have any critiques. It’s important to ask questions around how your carrier could improve so you’re getting all the feedback you can, good and bad.

3. Take notes during the interview. This way you won’t forget anything that was discussed and can go over them later.

What’s Next?

After you’ve conducted a stay interview with a driver, start looking at the notes you’ve taken. If you’ve done multiple interviews, you can begin to look for patterns. Was there something that all the drivers enjoyed about working with your carrier? Maybe it was your detention pay, 401K plan, or flexible home time options. If you can find something like that, there’s a good chance you can use it to attract other drivers to your carrier if you aren’t already.

If you received any negative feedback, the process is just like it would be for an exit interview. Meet with key decision makers in your company to present what you’ve learned and plan from there.

Truck drivers are the backbone of any carrier, which is why listening to them is so important. Conducting stay interviews improves your carrier’s reputation and offerings so that you can recruit and retain top drivers.

Custom Commodities Transport Partners with Drive My Way for Success

Custom Commodities Transport is the nation’s largest transporter of Activated Carbon. See how they worked with Drive My Way to meet their driver needs.

View the Case Study

Is Being a Lease Purchase Trucking Company Worth It?

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Recruiters work hard to find the best candidates for their open jobs. Using all available resources, they need to need to differentiate their job postings from others that might be very similar. So it’s important to find out what your potential drivers are looking for in a new job and what can help your company stand out from the others.

In some cases, it takes more than just switching up your recruiting tactics. Sometimes it means adding a new lane to your business strategy. This new lane could be becoming a lease purchase company.

The Basics

trucking endorsementsMany CDL drivers are looking to advance their careers by owning their own trucks. However, this is a big step and requires a significant financial investment up-front. While some drivers are fine with buying their truck the traditional way, others may be looking for a more financially-friendly way to purchase a truck. This is where lease purchase agreements come in.

A lease purchase agreement is a legal arrangement between a driver and a carrier, where the driver leases a truck from the carrier for a set amount of time while driving for the carrier and making payments on the truck. Once the payments are made, the agreement is met and the driver fully owns the truck.

Lease purchase agreements can be a great solution for both drivers who are looking for a cheaper way to own their own truck and carriers looking to bring quality drivers on board. Drivers interested in lease purchase options are usually more experienced and serious about trucking as a long-term career. Two things that every recruiter loves to see in a driver.

If your carrier owns a number of trucks and is willing to get into the business of selling them through lease payments to drivers, this model might work for you. And if so, this is where you start setting up your strategy to enter this new aspect of your business.

This type of arrangement can bring in new leads for your recruiting efforts, as many drivers are interested in becoming an owner operator someday. But it also adds a level of complexity to your business. It’s essentially having a small business within a business, as the drivers are seeking to become their own company with their own vehicle.

Rules and Regulations

Becoming a lease purchase company requires a carrier to follow a set of federal guidelines that spell out all of the considerations of leasing. These rules inform all aspects of the leasing agreements. When drawing up all the various policies, paperwork, and contracts needed to lease trucks to your drivers, it’s important to understand the regulations that come with these transactions.

Transparency

As mentioned earlier, becoming a lease purchase carrier a great way to differentiate yourself from the competition. And unfortunately, it’s also an opportunity for carriers to put out deceptive marketing messages—ones that might make it seem like it’s an easy way for a driver to own their own truck with little work on their end.

The federal truth in leasing regulations have been put in place to stop that and protect both drivers and carriers entering into a lease agreement. These laws ensure transparency on all aspects of the lease.

Be sure to be clear and forthcoming about every aspect of the lease purchase agreement with drivers. That includes the terms, the payment schedules and all of the specific details of the lease. This will help you avoid any confusion later, or worse, lawsuits.

Risk

Like with anything, there is a level of risk associated with becoming a lease purchase trucking company. There’s always the hope that everything goes right, but sometimes they won’t.

All of the terms of the agreement can be as specific as possible, and everyone can enter into the agreement hoping things run smoothly. But, that’s unfortunately not always the case.

The driver might not be able to keep up with the payments, and then the carrier is put in a position of needing to reclaim the truck. Additionally, the driver might unfortunately have an accident with the truck while it’s still under lease and not fully owned.

This has legal implications on the lease company as well, if the driver can’t cover the costs to repair. Additionally, the carrier will need to ensure that the proper insurance and maintenance is being done on the truck throughout the lease period.

Do Your Homework

Knowing what your potential drivers are looking for, helps you develop the best set of tools to recruit the best candidates. As your company grows and expands your recruitment efforts, consider looking into becoming a lease purchase trucking company.

While not right for all carriers out there, this model can bring new leads to your hiring office, and new revenue streams to benefit your bottom line. But it’s also a complex business, with a decent amount of risk involved. As with most things, it’s good to do your homework to make sure you make the right decision.

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Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

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Time to Hire: 5 Ways to Speed Up Your Truck Driver Recruiting Process

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time to hireYou’re a truck driver on the lookout for a new job and want to start earning money as quickly as possible. You’ve narrowed down your choices between Carrier A and Carrier B. Both are similar in pay and home time. The only difference is that Carrier A wants to bring you in for one interview and a road test within the next week, while Carrier B wants to schedule multiple interviews two weeks apart and has their next orientation scheduled five weeks from now.

Which carrier would you sign with? This is why time to hire is such an important metric when recruiting truck drivers.

Simply put, time to hire is how long it takes a company to hire a candidate, from their first contact with them all the way to the candidate accepting the offer of employment.

Among other things, time to hire is indicative of both the efficiency of your recruiting team and the candidate’s experience. That’s why HR and recruiting professionals put such an emphasis on it. 

Everyone knows that having a quick time to hire is good, but how do you achieve that? Here are 5 ways to speed up your hiring process.  

1. Structure Your Hiring Process

Structing your hiring process is the first step in improving your time to hire. Having a disorganized approach to hiring means that things will fall through the cracks, including quality driver candidates.  

As a team, come up with a strict procedure for how to process applications, contact candidates, interview them, keep track of documentation, and eventually onboard drivers.  

Consider utilizing an ATS (Applicant Tracking System) that keeps track of everything related to your job postings and candidates in the hiring funnel. An ATS can also automate certain tasks like posting jobs, texting candidates and scheduling interviews.  

2. Avoid Redundant or Lengthy Applications

Have you ever filled out an application on a job board only to find out that you now needed to go to the company’s website and do it all over again? If so, you probably weren’t too happy. Maybe it stopped you from applying to the job altogether. Truck drivers feel the same way. 

According to data gathered by CareerBuilder,  

“Employees say an application that is difficult or confusing to complete (42%), or one that takes too long to complete (31%), would cause them to give up before submitting.”

If you’re noticing a lot of drivers are abandoning your applications, think about cutting out some of the more in-depth questions so that the application is just the need-to-know information.  

On the flip side, having an application that doesn’t collect enough information from drivers isn’t good either. In that scenario, you’ll keep having to reach out to drivers asking them for information that could have just been in the application. Having multiple touchpoints like these will increase your time to hire and give drivers the impression that your carrier is disorganized.  

3. Have a Better Job Posting

A driver who’s looking for a job sees hundreds of job postings every day. What makes yours special enough for them to stop scrolling and click on it?  

Just like with your applications, job postings should be concise and to the point. You never want a driver to look at your job posting and not find an answer to critical questions like pay, home time, or type of run. Don’t use flowery language or unnecessary jargon to beef up the word count either. That’s a great way to lose a driver’s attention quickly.  

Here’s an example of a free job description template that many Drive My Way clients have found success with. Remember, keep only the necessary, but all of the necessary.  

4. Avoid Excessive Contact with Drivers

Just like with the application process, having excessive interviews is a sure-fire way to lose top driver candidates. It’s probably not necessary for a driver to interview with three people in three separate departments for a traditional OTR position. Instead, have candidates only interview with decision makers in the hiring process, and try to schedule interviews within a week of talking with a driver. 

If you’ve got a candidate with a great attitude and good safety record, it’s best to try and get them into orientation as quickly as possible. Otherwise, another company is sure to do it first.

5. Look at the Right Candidates

There’s nothing that slows down the hiring process more than sifting through hundreds of applications that don’t come close to meeting the minimum criteria for the position. It’s a waste of time that could be better spent interviewing and hiring the right candidates.

Drive My Way’s patented and proprietary software matches drivers to your job based on their professional qualifications and personal lifestyle preferences. This means that you’re only spending time talking to drivers who are both qualified and interested in your jobs.

While it may seem like there’s a lot that goes into improving your time to hire, it all comes down to two important things; organizing your process and cutting anything unnecessary out of it. Do this, and you’ll see an improvement in your time to hire in no time.

Custom Commodities Transport Partners with Drive My Way for Success

Custom Commodities Transport is the nation’s largest transporter of Activated Carbon. See how they worked with Drive My Way to meet their driver needs.

View the Case Study

Why Truck Driver Feedback is the Key to Recruiting

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driver feedbackThe trucking industry is years into the “Driver Shortage”, and carriers are still having a difficult time hiring and retaining top talent. Drivers now have a lot of options for which carrier they work for, and they’re choosing to work for ones that have a proven track record of listening to their drivers.  

That’s why in today’s labor marketplace, any carrier that wants to recruit and retain top talent needs to collect and utilize driver feedback. But how do you collect drive feedback? What are the benefits to collecting it? And, once you do have it, how do you utilize it for your business? 

Why Should You Use Driver Feedback?

Driver feedback can help carriers solve the two biggest problems facing trucking right now: recruiting and retention. 

Nobody enjoys working somewhere where they have no input in what goes on; especially truck drivers. This type of environment can lead drivers to become actively disengaged and eventually start looking for another job. 

On the flip side, when drivers feel their voices are being heard, they’re more likely to stay. In Drive My Way’s Happiness and Retention survey, we found that a strong company culture where drivers feel valued is the second leading reason that drivers are attracted to working for certain carriers.  

We talked with Bryce Kjellander, Recruiter with Stevens Trucking about why collecting driver feedback is important to them.  

“We collect feedback from our drivers because they’re at the front lines and can be a huge asset when it comes to staying on top of maintenance issues. One of the main ways we communicate is by having an open-door policy with our drivers. This includes everyone at the company from the top down. Secondly, as a company we use an anonymous software service that allows drivers  to give input to the owners and upper management. We’ve been using this tool for about a year and a half now with a lot of success. Throughout this process we have received all kinds of feedback, some of which we have been able to implement. One of the ideas we are looking at incorporating is setting up an inbound service lane for all of our trucks and trailers to pull into so they can be checked out before leaving the yard. Our goal is to help catch some of the minor stuff that could have been missed when guys are in a hurry to get back on the road.”

Gathering Driver Feedback

driver feedbackPutting up a suggestion box in the break room probably won’t be enough to get the kind of feedback your carrier needs to really make a difference. You’ll want to create multiple avenues for drivers to share their thoughts.  

A suggestion box is one way. Others could be having an open-door policy with drivers, holding monthly/quarterly meetings, or using anonymous feedback services.  

Anonymity is a huge part of collecting driver feedback. While some drivers may be fine putting their name with their feedback, many won’t be. Having options for both is the key to collecting as much as you can. 

Another reason these anonymous feedback services work well is because drivers can use them to submit feedback from anywhere. This is very important in trucking since drivers will probably be on the road when an issue occurs. 

Exit Interviews are another great way to gather honest driver feedback. These are interviews done with a driver who’s planning on leaving your company. While the drivers may be leaving simply because of a better pay package, there could be other factors that led them to leave that you’re unaware of. Having productive exit interviews with drivers can help you uncover those reasons. 

Utilizing Driver Feedback

This is the biggest part of the equation, and one that many carriers may fall short on. You’ve collected all that driver data, but that’s only half the battle.  

The first step is to analyze the feedback you’ve gotten. Do you see any trends? Are multiple drivers citing the same issues time and time again? You’ll want to gather your results and plan to meet with decision makers in your organization to see what can be done.  

From there, you can begin the process of implementing solutions to the feedback you were given, just like Stevens Trucking did with their inbound service lanes. You may not be able to work on every issue raised by a driver, but just communicating that it was received shows drivers that your carrier is listening.  

As for how to communicate, consider having a monthly or quarterly email that goes out to all drivers containing all the feedback you’ve received and the steps the carrier is taking to address it. You can also hold monthly zoom (or in-person) meetings or call the drivers who gave you feedback directly. 

As the “Driver Shortage” continues to roll on, carriers are finding it necessary to change their operations and policies in order to attract the best drivers. That’s why the carriers that actively seek out driver feedback and implement it into their businesses have a huge edge in the fight to recruit and retain top talent.  To see what other factors drivers consider when looking for a new job, check out our Driver Lifestyle & Job Happiness Survey below. 

driver happiness and retention survey

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We surveyed over 400 CDL truck drivers nationwide to discover what makes them happy in their career and life. Access the survey report to see the results.

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