5 Essential Questions to Include in Any Driver Engagement Survey

, , /by

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

 

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

 

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

 

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

 

The Importance of Driver Engagement Surveys  

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

 

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

 

Pay & Benefits 

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

 

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

 

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

 

Scheduling  

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

 

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

 

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

 

Dispatch 

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

 

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

 

Equipment & Fleet Amenities 

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

 

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

 

Company Culture 

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

 

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

 

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

 

 

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

 

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

What do Drivers Want From Employers in 2024?

, , /by

The best way to increase driver retention rates, attract qualified candidates who are the right fit for your company, and boost overall employee satisfaction is to start by asking yourself: what do drivers want? 

 

We recently asked CDL drivers what they’re looking for from employers in 2024, and their answers might be more simple than you’d think. With responses such as better communication, dependable equipment, and increased pay, these drivers proved that it’s more important than ever to show your drivers that you are listening and willing to prioritize what they value. 

 

If you consider actual driver needs in your recruitment efforts, while creating a company culture of support and appreciation, you are likely to increase the scope of your applicant pool and decrease driver turnover rates. Keep reading to learn what CDL drivers are looking for from employers this year, and how to utilize evolving industry trends to take this into account and stay ahead of the curve.  

 

Competitive Pay  

The trucking industry might be ever-evolving, but one concern will always remain on the top of the list for drivers. In 2024, CDL drivers will continue to view competitive pay as a major differentiating factor when applying for jobs. Drivers want to feel like their time and hardwork are valued fairly, so by providing an increase in base compensation and benefits, you will attract more qualified candidates and stand out among your competition.  

 

In recent years, sign-on bonuses and benefit packages have continued to increase in value nationwide, a trend that will likely continue in the new year. Throughout 2023, some carriers paid as much as $200-$500 per day of driver orientation. This is a steep increase from the long standing industry standard of $100 per day.   

 

Beyond base pay, these are some of the added benefits that drivers will care about most in 2024: 

  • Affordable insurance and retirement plans 
  • Paid time off 
  • Salary bonuses for safety records, taking more difficult routes, or meeting mile goals 
  • Sign-on and referral bonuses 
  • Scholarships for CDL training or for further education  

 

Communication & Listening 

An increase in base compensation recently topped the list of driver concerns in Drive My Way’s 2023 Driver Happiness Report, which collected the responses of over 500 drivers nationwide. However, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.  

 

If you’re looking to recruit and retain quality drivers in 2024, start by showing your drivers that you value their opinions. Conducting frequent surveys and one-on-one meetings are great ways to gain employee feedback, but it’s essential to demonstrate your commitment to your drivers by actively using this feedback to adjust company policies.  

 

Frequent touchpoints are the best way to check in with drivers to ensure that they feel listened to and that their feedback has an impact. Truck driving can be an isolating career, so it’s important to make sure each driver feels like they are part of a larger team, whether they’ve worked at the company for 6 months or 6 years.  

 

Transparency 

When looking for a job in 2024, CDL drivers value honesty and transparency more than ever. In today’s highly competitive market, drivers want to know what benefits are offered, what the application and onboarding process is like, and if there are any minimum requirements that need to be met.  

 

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

 

Safety First 

Every driver wants to feel like their employer values their safety above anything else. In a career as potentially dangerous as truck driving, drivers want to feel like their employer always has their best interests in mind.  

 

Safety begins from day one, by conducting proper training programs during orientation and beyond. Safety regulations and protocol should be clear, accessible, and always up to date. Make sure your drivers understand the hours-of-service regulations, as well as the importance of quality rest and break time.  

 

Today’s CDL drivers are also making clear that mental health is just as important as physical health. In fact, a 2018 study appearing in the International Journal of Environmental Research and Public Health found that the prevalence of depression in truck drivers is 13.6%, nearly double the rate found in the American public.  

 

There are many ways to prioritize and protect your drivers’ mental health, including providing mentor programs, online resources, and company counselors. By putting your drivers’ health first, you will show your dedication to being a driver-centric company, and your commitment to the well-being of every employee.  

 

 

By demonstrating your commitment to addressing CDL drivers’ top concerns, you will boost your recruitment efforts, decrease turnover rates, and foster a positive working environment. 

 

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

Is Pay the Most Important Factor in Truck Driver Recruitment?

, /by

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

 

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

 

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

 

The Importance of Pay 

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

 

An increase in base compensation also still topped the list of driver concerns in Drive My Way’s recently released Driver Happiness Report, which collected the responses of over 500 drivers nationwide. However, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.  

 

In the same ATA Management Conference panel, American Central Transport President Phil Wilt noted the success of the company’s weekly driver surveys and the introduction of an employee life coach. Wilt believes that listening to driver concerns and providing extra support during the initial six months of employment has been critical to increasing driver satisfaction.  

 

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

 

Listening to and Understanding the Drivers 

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

 

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

 

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

 

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

 

 

 

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

 

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

Drive My Way’s 2023 Driver Happiness Report Available Now

, , /by

How satisfied are the drivers at your company? What about truck drivers nationwide?  

 

The answer to that question, and many others, can be found in Drive My Way’s 2023 Driver Happiness Report. Using data from the responses of over 500 professional truck drivers across the nation, we have analyzed driver satisfaction rates and the factors that affect them and compiled it into a downloadable PDF— and the results might surprise you.  

 

When asked if they were happy at their job, only 51% of drivers said yes. This result comes as a 3% decrease from our 2019 Happiness Report, when 54% of driver’s answered positively.  

 

While happy drivers are more likely to stay at their carrier, and three times more likely to refer others to their employer, drivers overall are nearly twice as likely to look for a new job than they were in 2019.  

 

The report isn’t just numbers, however. Drivers also made clear what employers can improve on to decrease turnover and increase retention rates. Compensation and communication topped the list, but there were plenty of other areas where drivers feel employers could step up to increase satisfaction.  

 

Interested in learning more about what these drivers had to say? Wondering what changes could differentiate you from your competition as we enter into 2024?  

 

To download Drive My Way’s Driver Happiness Report on the state of satisfaction among professional truck drivers in 2023, just click to this link and enter your email and company information.  

 

Drive My Way is a truck driver recruiting platform completely focused on drivers and their needs. We match company drivers and owner operators with CDL jobs based on more than 20 personal lifestyle preferences. If you believe we could help you reach your recruiting and driver satisfaction goals, visit our employer platform here.  

The Importance of Touchpoints for Driver Recruitment and Retention

, , /by

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!  

How to Set Your Truck Drivers Up for Success

, /by

Nearly every truck driver can tell a story about taking a job with a company that does not provide them with the tools and resources they need to be successful. Whether it’s poorly maintained trucks or a confusing onboarding process, there are some clear indicating factors that will impact a company’s driver retention rate. Truck driving is already a stressful occupation, which is why drivers will not hesitate to change companies if they feel their needs are not being met.  

To ensure that your company has a strong driver retention rate, you should set your drivers up for success from the moment they first apply to work for you. 

Clear Application & Onboarding Processes: Long applications, lack of response, or being treated like a number are several reasons drivers have cited about why they decided to join another company. To keep quality drivers, you must first be able to hire and onboard them successfully, which is why this step is so critical. Work with your recruiting department to ensure that there are clear goals about responding to drivers in a timely manner, making them feel welcome, and following up regularly during the process. Solid communication during this initial phase of employment lays the foundation for the drivers’ experience with your company as a whole. It is also advisable to have a driver mentor program to help facilitate a new driver’s experience once they join the team.  

Set Realistic Delivery Goals: Once drivers have joined your team there are several areas that they may run into issues while working, but we have noticed the top one is related to delivery. Many shipping companies set timelines that are extremely tight providing truck drivers with little room for error. Delivery times can be impacted by many factors including traffic and weather, so it is important to give drivers some flexibility to account for unexpected events. The last thing your company needs is drivers driving recklessly to meet tight deadlines.  

Providing Resources for Mental & Physical Health: Truck driving takes a toll on a person’s body both mentally and physically, which is why providing resources for your drivers is a key way to help set them up for success. Health issues common amongst truck drivers include stress, high blood pressure, obesity, depression, lack of sleep, and more. To mitigate these issues, it is worth providing benefits that allow drivers to take better care of their health including insurance, gym memberships, schedules that allow for sufficient rest, and paid time off. Companies can also provide equipment to help trucks become more comfortable including seat cushions which provide lumbar support.  

Balance Home Time with Time on the Road: Another way companies can help drivers be more successful and lead a healthier, happier life is by balancing time at home, with time on the road. As mentioned above, depression is one of the biggest issues facing truck drivers today and it is largely due to the amount of time spent alone. To help your drivers combat loneliness, it is important to make sure their schedule does not keep them away from home for weeks at a time and that they have plenty of breaks to communicate with their families.   

Regularly Maintain Trucks & Equipment: Deliveries are only possible if drivers can arrive at their destination safely and without issue. Drivers are often faced with trucks and other equipment that is not functioning properly. To ensure your team is able to do their jobs successfully, maintaining trucks and equipment regularly is a must.  

The market for experienced and quality truck drivers remains competitive, which is why it is vital to consider new and innovative ways to increase driver retention. For more tips on how to increase driver retention, make sure to check out our blog for employers regularly.  

How Our Clients Are Celebrating This Driver Appreciation Week

, , /by

Commercial truck driving is one of the most dangerous jobs in America. It’s also one of the most important, with drivers across the nation responsible for transporting over 70% of the United States’ freight.  

 

Each year, Truck Driver Appreciation Week provides the perfect opportunity to recognize and celebrate the tireless commitment of commercial drivers around the country. Here at Drive My Way, we’ve noticed that many of our clients have found creative and thoughtful ways to uplift their drivers with fun gifts, exciting games, and heartfelt messages. 

 

Keep reading to find out how our clients are shining the spotlight on their drivers this appreciation week, and how to keep the recognition going all year round. 

Goody Bags, Prizes, and More! 

Presents don’t have to be limited to birthdays or the holiday season any more! This September 10-16, many companies will provide their drivers with unique merchandise, useful tools, or fun swagto show their appreciation. A personalized gift is a thoughtful way to reward drivers for their hard work and show that you care.  

Company merchandise is a great way to show drivers how important they are to the mission, such as Go-To Transport’s tumbler.

This year, drivers at Go-To Transport can look forward to receiving a fun collection of company merchandise from display tables set up at their locations throughout the country. A Go-To tumbler, pen, and personal thank you card will be available to every company driver that stops by throughout the week. Drivers will also be able to choose between either a baseball cap, beanie, or a hoodie, depending on supplies.  

 

Drivers for NFI Industries are sure to enjoy choosing from a wide range of fun gear this appreciation week too. With locations across the country and over 4,500 drivers and contractors nationwide, NFI has stepped up by offering company hats, shirts, duffle bags, lunch boxes, and more!  

 

Meanwhile, Schwend, Inc. is utilizing its four locations across the South to set up stations for drivers to receive goody bags and door prizes this appreciation week. Prizes will range from Schwend merchandise to tickets for a weekend vacation!  

At each location, Schwend will also be setting up a breakfast and lunch serving station, where drivers can receive a home cooked meal each day of appreciation week. But for any driver that isn’t able to make it to a company terminal, there’s no need to worry! Schwend will offer to cover a few meals throughout the week for any driver out on the road.  

 

Do Something Nice 

You can never say ‘thank you’ too often. For many commercial truck drivers, they don’t hear it enough. This Driver Appreciation Week, show your team how much you care by sending out a thoughtful message or organizing an exciting event.  

 

The management team at Go-To Transport has been busy working with their marketing division to create a video of thank you messages for drivers to go on company social media pages. Hearing words of appreciation directly from management helps keep drivers invested in the company mission by highlighting the direct impact they have through their hard work.  

 

At NFI, it’s clear they know food is the way to everyone’s heart. Besides offering catered breakfast and lunch throughout the week, the company will be holding BBQ cookouts and picnics with food trucks, snow cone trucks, and raffle giveaways to celebrate their hardworking drivers across the country. 

 

At Schwend, their late summer employee appreciation picnics act as an extension of Driver Appreciation Week each year with cash prizes, CB radio giveaways, games, and more. Held at their Jasper, TN, and Dade City, FL, terminals, the picnics are open for all Schwend employees, but focus on drivers and their families.  

 

Truck Driver Appreciation Week is an annual reminder of the dedication, sacrifice, and commitment of commercial drivers across the nation. It’s a time to recognize and celebrate drivers, and to highlight the incredible contributions they make each day to the economy and our way of life.  

Drive My Way is proud of our clients and the efforts they make each year to acknowledge the hard work of their drivers.  

 

If your company celebrates Driver Appreciation Week in a unique way, or you’d like to be featured in more stories like this in the future, be sure to reach out to us on social media!  

 

Why Your Company Should Have a Driver Mentor Program

, , /by

Driver retention is one of the most important, and sometimes most challenging, parts of the recruiting process. With the current driver shortage and evolving recruiting practices, it’s more imperative than ever to stay ahead of the curve and keep your drivers safe, satisfied, and engaged.  

 

One sure fire way to foster a team environment, while improving driver safety and retention rates, is to create a driver mentor program. By pairing new hires with more experienced team members, you can show your drivers that you appreciate their work and are willing to invest in them. In addition, mentoring relationships at any stage of your career can help you achieve personal and professional development goals, such as learning a new skill, strengthening a competency, or becoming more productive, just to name a few. Keep reading to find out why a mentor program could be the best move for your company.  

 

Mentor vs. Manager: What’s the Difference? 

You might be asking yourself: what’s the point of a mentor when you have a great team of managers on the payroll? Mentors play a less formal role, allowing management to maintain the necessary level of professionalism. A mentor gives new drivers a chance to ask questions they might not be comfortable asking managers, and takes the pressure off while they are initially familiarizing themselves with company protocols. Mentoring is open and collaborative relationship between a mentor and mentee that is built on trust.  The relationship is defined by both parties. It can be formal or informal.  

 

“Engagement is the key to learning and development and being involved in a mentoring relationship can be quite profound as both mentors and mentees make themselves vulnerable, trusting in the process as they confidentially share insecurities, struggles ,mistakes, and valuable learnings with each other. It’s a level of transparency that makes this experience unique and helps accelerate one’s personal and professional development. Having a strong mentoring program not only helps to engage and advance women in the organization, it builds supportive relationships and fosters a culture of learning.” 

⁠—Beth Potratz, President and CEO, Drive My Way 

  

What Are the Benefits? 

By instating a driver mentor program, you aren’t just helping your newest team members. You are also helping the experienced drivers who become mentors, as well as your company as a whole!  

 

For the mentee, the benefits cannot be understated.  

  • A low pressure way to learn about company culture and expectations.  
  • Access to an experienced driver’s tips, tricks, and advice.  
  • Guidance whenever they have questions.  

 

At the same time, experienced drivers who take on the responsibility of becoming a mentor will experience benefits too.  

  • A chance to progress their career by developing coaching skills.  
  • Increased pay or other company incentives. 
  • The feeling of company recognition for being selected in this important role.  

 

Besides increased retention rates, there are other ways a mentor program can benefit your company.  

  • Lower your insurance rates with safer drivers.  
  • Foster a team environment through increased positivity and communication.  
  • Save money on training seminars.  

 

Changing the Face of Trucking, One Mentor at a Time 

Driver mentor programs also offer another benefit, one that will help in developing the entire trucking industry. As more women and members of underrepresented communities enter the field, mentors are a great way to ensure they receive the support and guidance they need while forging new paths in the industry.  

 

Organizations such as Women In Trucking (WIT) offer their own mentorship opportunities, including their Mentor Match Program and online community platform Engage. Through these programs, WIT promotes connection, support, and mentoring for women entering the field and offers a chance for experienced drivers to give back.  

 

Although programs like these are changing the trucking industry, there is no better way to support your drivers than by starting at a company level. A driver mentor program demonstrates to these employees that you appreciate and prioritize them, enabling you to grow your fleet while attracting top talent from diverse backgrounds.  

 

 

Driver mentor programs are a great way to save money and time while demonstrating to your drivers that their success is your top priority. Mentors also encourage diversity and growth in an evolving industry and are becoming an important differentiating factor in today’s highly competitive market.  

 

We’d love to hear any mentor success stories, or lessons you’ve learned while pairing up drivers, so be sure to reach out to us on social media! 

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

, , , , /by

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!  

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week

, , /by

Truck driving is a career that is not for the faint of heart. With long hours, physical demands, and the stress of working on the road, it goes without saying that truck drivers are some of the hardest workers out there. Not only is truck driving a strenuous job, but it is also a vital one. Without the dedication of America’s truck drivers, communities across the nation would go without necessary goods; from food to clothing, truck drivers are the cornerstone of transportation in this country. For this and many other reasons, we honor our truck drivers every year during National Truck Driver Appreciation Week.  

History of National Truck Driver Appreciation Week  

According to the American Trucking Associations (ATA), National Truck Driver Appreciation Week is a time for Americans to show gratitude to the millions of truck drivers who make sure goods are delivered to communities across the country. This program is an annual celebration that was started by the ATA in 1988 to recognize the vital role that truck drivers play in our supply chain and economy. To put it into perspective, at least 80% of communities throughout the U.S. rely on trucks to meet their freight transportation needs. This year, National Truck Driver Appreciation Week is September 10th –16th.  

 

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week  

There are many wonderful appreciation ideas for celebrating your drivers during National Truck Driver Appreciation Week. From bonuses to free lunches, these gestures go a long way in showing gratitude for your drivers. Some other creative ways to celebrate your drivers include:  

Ask Your Drivers: One of the best ways to celebrate your team is asking for their feedback. By having an open dialogue with your drivers, you can see the areas where the company is excelling, and the areas that could use improvement. Perhaps your drivers would benefit from the use of new technology. Do you have a bonus structure in place? Even new seats in their trucks could go a long way in showing that you value your drivers’ well-being. By asking them what would make their job more comfortable, you not only are able to show appreciation, but also demonstrate that their opinion has an impact on the company as a whole.  

Survival Kits: Way cooler than a gift basket, survival kits are a creative way to put together items that your drivers can use while they are on a haul. From healthy snacks to new tech, a truck driver survival kit is a fun gift that shows your team that you value their hard work and are dedicated to providing them with tools they need to continue to do their job well.  

Family Time: Truck driving is demanding physically, but it is also draining emotionally. Many drivers spend weeks at a time away from their families, which is tough. A great way to show appreciation for drivers is to include extra time with family. Whether that is an extra day off, family company events, or the option to bring your family on the road, these gestures mean the world to drivers. This story, shared on Healthy Trucking of America, highlights the ups and downs of having a parent that is an OTR driver. By ensuring that your drivers have a healthy work-life balance and plenty of time to spend with family, you can not only increase driver retention, but show your team that you genuinely care about them having quality time to spend with their spouses and children.  

 

Showing Gratitude for Your Drivers Year-Round  

While showing your gratitude to your drivers during National Truck Driver Appreciation Week is a wonderful gesture, year-round appreciation is an important tool for companies to invest time and energy into, so they can increase driver retention. For additional truck driver appreciation ideas, download our Quick Guide to Truck Driver Appreciation.  

 

What are some ways your company shows appreciation for your drivers during National Truck Driver Appreciation Week, or year-round? Connect with us on Facebook, LinkedIn, or Instagram; we would love to hear from you!