4 Tips for Recruiting Truck Drivers

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

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

  1. Make Your Marketing Driver-Centric

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

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

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

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

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

  1. Target the Right Audience 

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

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

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

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

  1. Use the Latest Digital Recruiting Methods

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

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

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

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

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

  1. Re-engage Old Leads

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

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

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

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

 

 

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

5 Ways to Increase Retention of New Truck Drivers

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truck driver retentionTruck driver retention is a well-documented problem in the trucking industry. Carriers are finding it harder and harder to retain qualified drivers after they’ve joined their fleet. The problem is even worse in the first few months, as that’s when drivers are the most likely to leave. Here are 5 ways that carriers can increase the retention of drivers during the first year.  

1. Perform Exit and Stay Interviews

stay interviewIf you’re experiencing a high turnover of new drivers, the most important thing to do is figure out why. And the best people to ask? The drivers who are leaving. 

If you’re not already, consider conducting exit interviews. An exit interview is a conversation with a driver who is planning on leaving your carrier. The exit interview is usually done on the driver’s last day or week but can also happen shortly after they leave the company.  

Exit interviews are used to understand the reasons that drivers are choosing to work elsewhere. These reasons may be related to compensation, benefits, home time, schedule, equipment, route, type of haul, company culture, leadership, or anything else.  

After you’ve conducted a few exit interviews, you can begin to look for patterns and then make an action plan for how to address the situation. But conducting exit interviews is not always possible. A driver may choose not to participate, or they may have ghosted your carrier altogether so you’re not able to arrange one.  

That’s why it’s important to conduct stay interviews as well. These are interviews you do with drivers who have been with your carrier for a long time, usually at least a year. These interviews are very similar to exit interviews, but instead of asking “Why are you leaving?”, you’ll be asking drivers what it is about your carrier that makes them want to stay. 

Exit and stay interviews are just two ways to collect driver feedback, which is arguably the most important thing that a carrier needs if it’s serious about increasing their truck driver retention.

2. Have a Rewards/Incentive Program

Everybody wants to feel appreciated at their job, and everybody likes to have tangible goals that they can work towards and achieve. This is the guiding principle behind having awards and incentive programs in the workplace.  

For new drivers, having a robust awards/incentive program can be a great way to make them feel like a welcomed and important player in your organization, and not just another number. 

There are a few different types of rewards and incentive programs that you can implement if you haven’t done so yet. Visit our blogs on the topic for more information.  

3 Truck Driver Incentive Program Ideas 

How to Have a Great Truck Driver Award Program

3. Improve Fleet Amenities

semi truck amenitiesUpgrading the amenities for your fleet of trucks can be a costly venture for organizations. However, carriers should consider that the increased truck driver retention that comes from offering amenities might be worth the initial investment, especially if you have a lot of OTR/Regional drivers.  

Fleet amenities are anything that makes your drivers’ lives easier and more comfortable on the road. This can include anything from better seating to premium radio subscriptions and appliances.  

If you already have amenities in your trucks, consider taking a poll of your current drivers to see what other amenities they’d most like to see next. In addition to giving them more comfort, you’ll be showing that your carrier is actively listening to their feedback.

4. Give Drivers the Whole Picture Before They Start

Turnover isn’t always a product of a driver simply getting a better pay package somewhere else. Sometimes, drivers leave because they feel they’ve been misled about what the position was before they came onboard.  

The vast majority of driver recruiters aren’t actively looking to mislead drivers. The problem comes when a driver recruiter is either misinformed themselves or doesn’t have the whole picture of the job they’re recruiting for.  

If you’re ever in doubt about a question a driver asks you, just tell them you can’t answer that right now and get back to them ASAP with the correct answer. That’s a much better alternative than having them come onboard and leave within the first three months because they feel they’ve been misled.  

5. Recruit the Right Drivers

Not every driver is a fit for every carrier, and that’s ok. Recruiting isn’t about finding any driver for the position. It’s about finding the right driver for the position.  

During the interview process, make sure you’re not just asking questions about qualifications and experience. Ask questions around what the driver is looking for in their next position and let them know what your carrier is looking for, so you can find out if the position is the right fit for both sides.  

If you’re interested in learning more about what kinds of questions you should be asking during interviews, you can view our blog on the topic.  

Also, consider partnering with a recruiting partner like Drive My Way. Instead of focusing on quantity and how many “leads” you’re getting, we put an emphasis on matching your carrier only with the drivers who have expressed interest in your position. This way, you’re not wasting your time sifting through hundreds of unqualified and disinterested driver candidates that will only add to your turnover numbers. 

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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How to Calculate Cost Per Mile for Truck Drivers

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calculate cost per mile

Calculating cost per mile (CPM) is one of the most common ways that carriers evaluate the financial success of their fleets. Calculating and tracking CPM consistently can give a carrier better insight into their overall costs and how to run their fleet more efficiently. Here’s how to calculate CPM and use it to better your fleet.  

What is Cost Per Mile?

semi truck in the desert

CPM is a simple metric that’s used to show how much each mile on the road is costing your carrier. An optimized fleet will attempt to maximize their CPM and reevaluate this number regularly so that they can continuously find ways to lower it.  

Why Calculate Cost Per Mile?

Calculating and tracking CPM allows a carrier to see how efficiently its fleet is performing. CPM can also be used to inform the rate that you charge shippers. Profitable carriers have load rates that are (on average) higher than their CPM. Being confident in CPM allows carriers to better identify and reduce unnecessary costs while optimizing spending. 

How do you Calculate CPM?

truck lot

Fleets can calculate CPM by dividing their operating costs by the miles their trucks drive. To begin calculating this, you’ll need to first itemize your operating costs and evaluate your current truck mileage. 

Operating costs include any cost associated with running your company. The three main operating costs are fixed costs, variable costs, and salaries. Because some of these costs will change frequently, your CPM will fluctuate. This is why reassessing CPM regularly is key. Tracking it monthly or quarterly is a good place to start. 

Fixed Costs 

As the name suggests, fixed costs are the consistent expenses that more or less stay the same month after month. You will incur these costs regardless of whether your trucks are running miles or sitting on a lot. Permits, insurance, and property lease payments are a few examples of common fixed costs. 

Variable Costs 

Variable costs will fluctuate over time, sometimes minimally, sometimes dramatically. Unlike fixed costs, variable costs are closely tied to how much you run your trucks. Diesel fuel, maintenance, food, and lodging are all variable costs. The more you run your trucks, the higher these costs will be, but that’s not necessarily a bad thing. 

Driver Pay 

In many ways, driver pay is a variable cost, but it deserves its own separate category because it has such a large impact on CPM. Typically, driver pay is one of the biggest recurring costs. Like other variable costs, the more miles that trucks run, the more the variable cost increases. 

Becoming More Profitable

happy truck driver

Once you’ve calculated your fleet’s CPM, you’ll probably be looking for ways to lower it. You can do that by either reducing your operating costs or increasing your fleet’s profitability.  

Reduce Operating Costs 

Calculating your CPM may have highlighted areas where operational costs could be cut. While cutting costs is usually thought of as a positive, think carefully before you decide whether and where to cut your budget. 

Some decisions, such as decreasing driver salaries, may seem appealing because it can dramatically reduce your CPM. However, the long-term effects are likely to make things worse. A decision like this could lead to higher turnover, increased recruitment costs, and a poor company reputation. 

Increase Gross Income 

The other way to grow your company’s profitability is to increase income. Raising load rates is one way to do this. A higher load rate will mean better returns on your loads.  

Another option is to run more miles. In this case, fixed costs stay the same, and variable costs are proportionally reduced. As a result, the CPM rate drops. 

Understanding your carrier’s CPM will make financial decisions related to your fleet much easier to make. To be a top trucking company, analyze your CPM rate regularly to effectively respond to industry or fleet-based changes. 

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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5 Ways to Celebrate Truck Driver Work Anniversaries

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work anniversaryAs truck driver retention continues to be an issue across the industry, companies should take every opportunity to show their drivers that they’re appreciated for the work they do day in and day out. One of the best ways to show your carrier’s appreciation is to take time to celebrate a driver’s work anniversary.  

A lot of work anniversary ideas on the internet rely on things you can do in an office setting. Since this doesn’t apply to truck drivers, here are 5 things your team can do to celebrate truck driver work anniversaries. 

1. Cash Bonuses

There’s no substitute for cash. Rewarding drivers who’ve stayed on with your carrier with a monetary bonus is a tried-and-true way to show your carrier’s appreciation and increase the likelihood of them staying on to celebrate another work anniversary next year. 

2. Gift Card

Aside from cash, gift cards are another great option. You could go with something universal that would work for almost anyone, like an Amazon or Target gift card, or you could go for something a little more personalized.  

If you happen to know that a driver is a huge fan of the outdoors, get them a Cabella’s or REI gift card instead. This signals to the driver that your carrier knows who they are as a person, and not just a number. 

3. Gifts

Gift cards and cash are great, but to certain drivers, there’s a chance they’ll come across as a little impersonal. Instead, think about a gift that would make your driver’s life easier on the road. A nice pair of UV blocking sunglasses, a high-end insulated tumbler, or a subscription to a streaming service like Spotify or Audible are all great gifts.  

Another option for gift giving is to go with something personalized. A custom piece of company swag with the driver’s name on it can signal a sense of belonging as part of the team.  

4. Time off

It’s hard to overstate the value of an unexpected day off. Rewarding loyal drivers with a surprise extra day of vacation or PTO can be the best way to celebrate, especially if you know the driver has a family/children they can enjoy their time off with.

5. Award

When you’re celebrating a driver who’s been with your carrier for 5, 10, 15 or more years, consider getting them a trophy or plaque to commemorate the milestone. These types of gifts can be used for any driver, but to keep their status, it’s a good idea to only give them out to drivers who have been with your company for a long time.  

There’s no rule that says that you have to do a plaque or basic trophy either. As with other gifts, take the driver’s personality into the equation. For example, if you’re celebrating a driver who’s a big UFC or wrestling fan, consider getting them a custom championship belt instead.

If you plan on going this route, make sure to supplement it with another gift, like cash or a gift card. Awards are nice and all, but drivers will also want something they can get some use out of as well.  

The key to celebrating your drivers’ work anniversaries is to not go at it with a one size fit all approach. Just like you wouldn’t give the same gift to everyone on your Christmas shopping list, you shouldn’t do the same with the drivers in your fleet.

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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Slip Seating in the Trucking Industry: Why It Matters

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slip seating

The philosophy in the trucking industry for regional and OTR was always “one driver, one truck.” As with many things in the industry, recent regulatory and economic changes have made that norm less practical for many companies.  

Equipment efficiencies and financial incentives are pushing some companies to implement slip seating. There is, understandably, some driver resistance to this new way of doing things. This is why it’s important to understand the pros and cons so you can evaluate whether it’s right for your company.  

What Is Slip Seating?

Slip seating is when multiple drivers share a truck. Drivers don’t have a single cab that they are solely responsible for or that is reserved for their use. 

In the trucking industry, slip seating has not historically been the norm, especially for regional and OTR drivers. While there are good financial reasons for employers to use it, slip seating often comes at the expense of employee satisfaction.  

Pros

Better Equipment Utilization 

As a recruiter or fleet manager, you have a responsibility for the overall financial health of your company. From that perspective, slip seating often makes good economic sense.  

First and foremost, it allows for greater equipment utilization because you can drastically reduce the amount of time that a truck will sit empty in the yard while its designated driver is not on shift. Slip seating allows a company to make more runs in the same amount of time without buying more equipment.  

Tax Incentives 

In addition to time efficiencies, there are tax incentives to using slip seating as well. You can take advantage of these incentives if you account for the depreciation of trucks as an asset. According to Duff Swain, president of the consulting firm Trincon Group LLC in a FleetOwner article, trucks can be depreciated over a 3 year period.

The best way to maximize profits while minimizing expenses and taxes is to drive at least 700,000 miles per truck in three years. Realistically, 700,000 miles over three years is not feasible for a single driver. So, to reach optimal mileage, slip seating is a must. 

Cons

Driver Dissatisfaction 

Perhaps the biggest downside is that many drivers don’t like it. It might be easy to dismiss driver concerns under the pretense that they will soon adapt to new policies. However, think twice before making your decision. 

Driver complaints are legitimate and could affect not only company morale and reputation, but also, the company’s bottom line. Driver happiness is a huge driver of retention. 

Why are drivers so against it? Drivers who are a part of a company that utilizes slip seating cite messy cabs, the inefficient use of time required to move belongings to and from different cabs, and less well-maintained equipment as their top concerns. In these cases, since no driver views the truck as their own, they may be less likely to treat it with the care and cleanliness they would if a truck was their own.

Maintenance & Health 

In addition to driver concerns, employers should consider that slip seating increases the number of miles driven on each truck. As a result, routine maintenance or repairs may come up more frequently.  

Health concerns should also be a top consideration, especially in light of Covid-19. Multiple drivers using the same enclosed space in rapid succession means that disinfecting and other health safety protocols should be a high priority before each driver change.  

The Bottom Line

There are clear benefits and drawbacks to implementing slip seating in your fleet. Ultimately, it’s a company decision. Also keep in mind that this decision doesn’t have to be all or nothing. Some companies may find it advantageous to use slip seating for some trucks, but not for their entire fleet.  

Just keep in mind that it’s very likely that if you implement slip seating, any increased financial gains will be offset by increased driver dissatisfaction. If you still find it viable to go with slip seating, the next question you should ask is “Where can I make that satisfaction up?” 

Providing monetary bonuses, implementing recognition/incentive programs, and providing career-building opportunities are just a few ways that companies who use slip seating are still able to have high driver satisfaction. Ultimately, most people are willing to put up with working arrangements that aren’t ideal if they like their job and the people they work for. 

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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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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Is Being a Lease Purchase Trucking Company Worth It?

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lease purchase trucking company

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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3 Reasons to Hire Driver Recruiters with CDL Experience

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driver recruiter
When building a driver recruiter team, experience can’t be overstated. But this doesn’t just mean experience in the recruiting world. Some carriers are finding value in bringing recruiters who have CDL experience into their organization. These recruiters have a knack for building relationships with drivers and turning candidates into hires, which is invaluable for any recruiting department.  

driver recruiter

Connie Garner, PWD Transportation Recruiter

We spoke with Connie Garner, Recruiter for Drive My Way client, PWD Transportation Inc. and CDL A holder. Connie shared with us how her experience as a CDL driver helps her to be a better driver recruiter. 

“I believe the fact that I have my CDL A and was a truck driver is how I’ve been able to recruit and retain a number of drivers. I know the life they live and the struggles they go through on a daily basis,” shared Connie.

Here’s why bringing on recruiters with CDL experience may take your recruiting and retention efforts to the next level. 

1. Drivers Trust Recruiters with CDL Experience

This isn’t to say that drivers don’t like or don’t trust recruiters who don’t have CDL experience. Drivers can have great relationships with recruiters of any background. It’s just that drivers will naturally gravitate towards recruiters who have experience as a CDL driver. Trucking is a close-knit community, where you’re more likely to trust people who are in that community than those who aren’t.  

Drive My Way’s President and CEO, Beth Potratz, shared her perspective on the value of recruiters who have CDL experience. 

Beth Potratz

Beth Potratz, CEO of Drive My Way

“At the end of the day, drivers have had so many bad experiences and broken promises that they’re almost at a point where they don’t trust. This leads to them to start looking for actual testimonials from other drivers who have actually lives it, to confirm whether or not this is something they want to move forward with,” shared Beth.

2. Trucking Industry Knowledge Goes a Long Way

There’s a common misconception among drivers that recruiters lie on purpose just to get drivers in seats. While it’s true that sometimes drivers aren’t given the correct information, it’s most likely because the recruiter doesn’t have the right information themselves, not because they’re trying to intentionally mislead drivers.  

The issue is that there’s a lot of vernacular, slang, and just general knowledge in the trucking industry that isn’t easy to learn right off the bat. This can lead to communication issues when a recruiter is trying to talk to drivers about a job opportunity that ultimately results in unhappy drivers and frustrated recruiters.  

For recruiters who have CDL experience, all that industry talk and specific information relating to runs, equipment, and hauls is already second nature to them. Drivers will appreciate speaking with someone knowledgeable of the industry and likely be more comfortable moving forward in the hiring process with your carrier.  

3. Building Long-Term Relationships

As any good recruiter knows, relationship building is key. Aside from just being in contact with a driver during the hiring process and then handing them off, CDL recruiters have that unique sense of camaraderie with hired drivers. These relationships can last well after the initial hire and could even be a factor in retaining talented drivers. 

“I don’t promise them anything I can’t give them. In the beginning, I didn’t want to be a recruiter, because I had only bad experiences with the ones I worked with. But as a driver turned recruiter, you really have a leg up. Drivers will come into conversations with you much more comfortable and open since they’re with ‘one of their own'”, shared Connie. 

Aside from that, recruiters who have CDL experience, will tend to know more people in the industry overall. This can lead to introductions with many great drivers your company wouldn’t have been able to get in front of otherwise. 

Having great recruiters in your organization is step one. Step two is finding the solutions that help your recruiters make the right hires. Drive My Way’s patented matching technology will identify top candidates based on your specific job requirements and match them with you.  

PWD Partners with Drive My Way for Success

PWD is a third–generation trucking company, delivering the best quality working environment to employees and first–class service to customers.

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4 Tips for Advertising Jobs to Truck Drivers

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advertising jobsWith thousands of carriers advertising jobs for truck drivers right now, how do you make sure yours resonates? If you’re recruiting for a smaller carrier, this can be even harder, since you may still be developing brand recognition. That’s not to say that creating a great job advertisement is an impossible task. It can seem daunting, but there are a few simple tips you can use to make sure your ads are getting noticed by the drivers you’re looking for.   

1. Don’t Oversell or Exaggerate

Truck drivers have a keen eye and low tolerance for job postings they find vague or suspicious. That’s why it’s extremely important to give drivers all the important and accurate information upfront when advertising jobs. When describing your compensation and benefits, avoid general terms like “competitive” or “fantastic” and instead, provide the details. While competitive means at or above market rate, the word has become so saturated over the last few years that it equates to “low” in the minds of many drivers. Drivers want to see hard numbers or odds are, they’ll quickly scroll away.  

2. Be Thorough

You never want a driver coming away from your ad, asking themselves “What’s the home time? Pay? Is it full or part-time?” Here is a list of the things that should always be included in any truck driver job ad. 

  • Employee Value Proposition: This is where you’ll answer two very important questions. Why is my company different (and better) than the competition? What about my company is attractive to truck drivers? (Visit our blog on the topic to learn more about the best way to answer these questions.) 
  • Job Title: Include what CDL class is needed type of haul, and type of run
  • Compensation: Include CPM or hourly, weekly, or yearly pay. Also include any sign-on bonuses or referral bonuses 
  • Benefits & Perks: What is covered under insurance, (health, vision, dental, etc.), PTO, 401K, etc. 
  • Home Time, Route, & Schedule: How often will the driver be home? What is the route and level of touch? 
  • Equipment: Truck specifics including technology and years of company trucks. 
  • Qualifications: Besides CDL class, are there other qualifications needed? Clean MVR? Minimum years of experience? Minimum age? 

job description3. Make It Easy to Read

You could have the best job posting, with all the information a driver could ever want about the position and your company. But that won’t matter if it’s organized in a way that’s difficult to read. After you’ve gathered all the information you’ll need for a job ad, start organizing by what would be the most important information to a driver reading it. Start with pay, haul, type of run, and move down until you get to smaller details like the model year of trucks to be used and pet-rider policy. 

Another best practice is to avoid using large blocks of text in your job ad. Instead, opt for bullets. This will make your job ad much more digestible for drivers, giving them an easy way to find information without scanning through chunks of text.  

4. Partner with a Job Distributor

Where the ad is placed is just as important as how it’s written. With hundreds of job boards and social media channels out there, it can be a pain to know where your time and resources are best spent to reach the drivers you’re looking for.  

Partnering with a recruiting platform like Drive My Way is the perfect way to get your jobs in front of qualified driver candidates.  We create customized advertising campaigns that reach drivers in the right place and the right time. Just like we did with Button Transportation, a family-owned and operated trucking company in California, that hired 10 new drivers within the span of just two months.   

 

Your job ad is likely the first impression a driver will have with your company, so making sure it’s a good one is key. The good news is that advertising jobs for your trucking position isn’t rocket science. Just put yourself in the shoes of the driver. If you were looking for a job, what information would you like to see and where would you like to see it? 

 

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4 Tips for Improving Your Truck Accident Procedure

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truck accident procedure

No one wants to manage cargo claims or contract disputes, and a nuclear verdict in a catastrophic accident is a trucking nightmare. Unfortunately, if you’re in the industry long enough, there’s a good chance you will find yourself handling accident claims. To protect your driver and your company in the event of litigation, make sure you have a strong truck accident procedure in place well before it’s needed.

1. Establish A Clear Internal Procedure

Eric Zalud, Partner and Associate Chairman of the Litigation Department and Chairman of the Transportation & Logistics at Benesch Law

Eric Zalud, Benesch Law

Once an accident occurs, you’re working against the clock. It’s critically important to have laid the groundwork beforehand. We spoke with Eric Zalud, Partner and Associate Chairman of the Litigation Department and Chairman of the Transportation & Logistics at Benesch Law. He emphasized the importance of the “Golden Hour” and arguably a golden first few days.

These hours immediately after the incident are critically important for collecting evidence, alerting key members of your response team, and handling medical emergencies. If a lawsuit occurs, it may not happen immediately, so it’s important to preserve any information that may support your case as close to the time of the incident as possible.

One of the best ways to ensure that accidents are handled smoothly and efficiently is to establish a clear communication tree. Zalud notes that this often starts with the driver contacting the safety manager who then takes the lead in the rapid response efforts. In some companies, the in-house counsel or even the company CEO may lead the accident response efforts. You should also be prepared with a team of responders who help form the line of defense.

When asked who companies should keep in their rapid response Rolodex, Zalud recommended:

  • Approved legal counsel
  • Insurance carrier
  • Engineer
  • Hazmat unit
  • Truck manufacturer
  • Toxicologist
  • Company media spokesperson

Not all fleets need to have all of the listed resources in-house. For smaller fleets, maintaining an updated preferred provider list is a good accident response option. Any necessary responders should be contacted as quickly as possible after the crash to resolve the accident scene and preserve evidence for a later date.

2. Facilitate Driver Practice

Accidents are highly stressful situations, and even the best truck accident procedure in the world can’t perfectly predict human behavior. Drivers need to practice their role in the event of an accident so that they don’t freeze and forget important details. One method for training drivers is to use dashcam footage from previous accidents to proactively review safety procedures. This can be done either in group training or for the individual driver. Zalud notes that “drivers often are receptive to [the footage]. They get interested in what the camera is showing. That type of training also helps prevent accidents and also helps minimize liability.”

Safety incentive programs are another good way to encourage drivers to practice safe driving behavior. In addition to safe driver training, have drivers practice taking photos as documentation in the event of an accident. Drivers should use their phones for documentation only after the accident has occurred and they have secured the situation. As a baseline, drivers should photograph all vehicles involved, license plates and VIN numbers, regular and close-up shots of the damages, and pictures of the surrounding area and road conditions. Additional photos may be needed depending on the type of accident.

Drivers may be concerned about the repercussions of an accident on their job. Communicate that the best thing they can do is report the incident quickly and thoroughly without being overly defensive. Drivers should also receive clear instructions on what information to communicate to the safety manager and to any external responders.

3. Meticulously Document Accidents

A strong truck accident procedure includes detailed documentation from before and after the accident. It is the responsibility of the safety manager and/or your in-house counsel to keep current in HOS and FMCSA regulations as well as local, state, and municipal regulations and ordinances. Zalud adds that equipment information, maintenance records, and inspection data should all be part of systematically developed backdrop information that can help contextualize the accident. Safety managers should also have accurate records on all driver activity related to safety, including driver training, maintenance records logged and documentation of all pre-trip and post-trip inspections. 

In addition to traditional safety training and documentation, telematics and big data are becoming increasingly critical in accident proceedings. Outward-facing dash cams are standard equipment now, and they often help clarify the events of a truck accident. When asked about the role of dashcam footage in accidents, Zalud shared:

“Number one, they’re exonerative… That can kill many lawsuits in their embryonic phases. [On the other hand, if you are at fault,] knowing that can affect your dealings with the claimant or his or her counsel. You can cut a deal earlier. You can save litigation costs that way.”

A dashboard that enables crash analysis across your fleet over time is a valuable tool. The dashboard should include data that spans across your fleet and tracks statistics over time. At a minimum, document reasons, date, equipment failures, cost of repairs, preventability rating, drivers with multiple crashes, and similar information.

4. Keep Comprehensive Records

Tracking key data is only half of the equation. Securely retaining that data is just as vital, especially in the event of a catastrophic accident. The FMCSA has a three year requirement for accident record keeping, so that is the minimum length of time records should be on file. Failing to retain evidence can result in what’s known as a Spoliation Claim which can result in punitive damages. To avoid this, make sure to collect evidence early and preserve it securely to reduce your liability.

Ultimately, having a strong truck accident procedure is critical, but it’s only as good as your diligence in following it. Ensure that everyone in your fleet is confident in their role. A comprehensive truck accident procedure paired with well-documented driver training and meticulous record-keeping will help protect your driver and your company in the event of litigation. You may not be able to prevent a lawsuit, but you can reduce the liability and save valuable time and resources.

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