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Facebook recruitingAlmost every carrier has some sort of Facebook presence by now. Whether that Facebook presence is actively helping you reach drivers is the bigger question.  

With Facebook by far being the most popular social media site with truck drivers, carriers who are looking to recruit quality drivers shouldn’t be overlooking it. Aside from using it to connect with family and friends, truck drivers use Facebook as a tool to connect with other drivers, stay up to date on the industry, and learn about different carriers. Here are 4 ways that your carrier can get the most out of Facebook. 

1. Post Your Open Jobs

For carriers looking to reach more drivers and eventually recruit said drivers, posting their open positions is the obvious thing to do. You’ll want to let your network know when you have an open position on your fleet.  

When posting your open jobs, make sure to include the high-level things that will catch a driver’s attention, like route, pay range, and location. Then you can include a CTA that will direct them to your job posting for more information.  

Of course, if your Facebook audience is very small, you’re not going to reach a lot of drivers. If this is the case, you can read further down for some tips on how to build a Facebook audience. If you’re looking to recruit drivers now and can’t wait that long, consider aligning with a recruiting partner that can help your job ads reach a new audience. 

2. Utilize Facebook Groups

Aside from just posting to their individual Facebook feeds, trucks drivers will often join groups that are specific to truck drivers. In these groups, they share advice with other drivers, tell stories about their time on the road, and post leads about new jobs.  

As a carrier, you can do some digging to find active truck driver groups and post your jobs there. This will help you reach a new drivers without doing all the legwork of building an organic audience.  

Keep in mind that not all Facebook groups will let carriers post in them. Some have privacy settings that only allow active members to post in them. Also, before you post in these groups, make sure that you’re ready to answer any questions that drivers may have and ready to respond to any negative feedback.  

3. Create Fun Content

When it comes to creating a Facebook following, the number one, time-tested way is by creating content that people want to see.  

This doesn’t mean that you’ll have to pull out the video camera and create a daily vlog or do top 10 lists once a week. It just means that you’ll have to use your Facebook for more than just posting your open positions.  

So, what does count as “fun content”? Think about sharing posts about what’s happening at your carrier. Are you holding an event soon for drivers and their families? Snap a few photos and post them to your Facebook page.

Memes are also another great way to get drivers to engage with your carrier. Posting these relatable pictures or videos can show drivers that your carrier has some personality and will make them more likely to engage with your posts, and even consider your carrier the next time they’re on the job hunt. 

 

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You can do a quick Google search for trucking memes, or you can even try your hand at making your own if there’s someone in the office with some extra free time.  

4. Post Why Drivers Should Work for Your Carrier

No matter what a recruiter, HR employee, or other company representative tells a driver about a carrier, they’ll always take it with a grain of salt. This is especially true for drivers who have been around the industry for some time and have been let down by carriers in the past.  

This is where driver testimonials come in. A driver testimonial is a short video or quote from a driver where they talk about what they enjoy about working for your carrier.  

These testimonials could be as simple as gathering quotes from your current drivers about why they like working for your carrier, and creating a graphic around it, or it can be as ambitious as making a short video of your drivers speaking freely on what they enjoy about the job with your carrier.  

Once you’ve made your testimonial, share it on Facebook. This will help grow your audience and show drivers that your carrier can back up what they say.  

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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work life balanceFor the vast majority of the American workforce, their workday is fixed. Once their shift is over, they’re able to go home and spend their free time with their family and friends and sleep in their own bed.  

For truck drivers, specifically OTR and regional drivers, this isn’t a reality. These drivers are out for days, sometimes weeks at a time, living on the road and dealing with everything that comes with it.  

In the past, truck drivers have dealt with having little home time as frustrating but permanent part of the job. But, in light of many factors, especially the Covid-19 pandemic, truck drivers have begun to value having a work life balance and expect generous home time policies from the carriers they work for.  

Make Home Time a Priority

For any carrier that is serious about not only recruiting, but retaining top talent, making a concerted effort to offer their drivers a quality work life balance is a must. This means not only offering a blanket home time policy but being flexible with the individual needs of your drivers.   

We were able to speak with two Drive My Way clients about how they structure their home time policies and why it’s important from a recruiting and retention aspect for drivers to have generous home time. 

How does your carrier make an effort to increase the home time of your drivers?

Tim Waite and Karen Murphy, JRayl,

“We pride ourselves on planning to have our regional drivers home every weekend, as is promised during the recruitment process. As a company, this is very important to us because our owner was a driver himself and understands how vital home time is for our drivers. Additionally, we do our absolute best to tailor home time to the needs of each specific driver, whether it be more/less home time, or being home on certain days of the week.” 

Susie Kosmicki, ARD Trucking,

“Our driver managers are trained to understand the importance of work and home life balance. We have programs in place to assure that our drivers get the home time they need. Driver satisfaction has always been important at ARD Trucking since the very beginning. We make home time one of our top priorities.”

Make on the Road Feel Like Home

No matter how good of a home time policy you have, OTR and Regional drivers still spend a lot of time away from home. A good way to make drivers feel more comfortable on the road is to let them bring a little piece of home with them, whether that’s by offering a Rider/Pet policy, or upgrading your fleet’s amenities.

Aside from home time, what does your carrier do to make drivers feel more at home while on the road?

Tim Waite and Karen Murphy, JRayl,

“We have a rider policy that allows a friend, significant other, or child to ride along with them. Additionally, we continue to update our fleet with new trucks to ensure our drivers have the latest safety technology and the most comfortable truck possible. For example, all our new trucks come with a built-in refrigerator to assist with healthy eating on the road. 

We assign mentors as needed so our drivers can communicate amongst themselves, as well as a check-in program with our Driver Experience Team to make sure new family members are feeling at home while on the road and appreciated. We have also updated our Akron terminal, where a lot of drivers stop at various times of the day. The updates include a new and improved Driver Lounge with recliners, TVs, washer/dryer, relaxation rooms to rest, and Men’s/Women’s locker rooms.” 

Susie Kosmicki, ARD Trucking,

“We offer a rider policy at ARD Trucking. Having a family member ride along not only provides company, but it also allows the other person to see and understand what it is a professional truck driver goes through day to day.  Also, our 24/7 driver support goes a long way. Our drivers are always able to get in touch with someone when needed.”

Home Time Matters a lot, but it isn’t Everything

Giving drivers a quality work life balance is extremely important, but it’s only one piece of the driver retention puzzle. This is why carriers should work towards making their drivers feel like they have a second home while they’re on the road through driver appreciation efforts and a strong company culture.  

Tim and Karen finished with these thoughts, 

“We do our best to make a connection in the early stages with our drivers to establish that they should always feel welcome and comfortable coming to us for any reason whatsoever. We strongly feel our drivers are part of a family, and never to be treated like a number.

We have different awards to further show appreciation for our drivers, including Drivers of the Month and Year, as well as the Million-Mile Club. We give out apparel and gift bags during orientation and during Driver Appreciation Week every year. We acknowledge anniversaries and birthdays and try to form relationships with their family members when we host special events like cookouts, bowling, dinners, etc.” 

Susie finished with these thoughts, 

“I think home time is more important now because of the deficit of drivers these days. Finding anyone to carry a CDL Class A driver’s license is difficult because of the over the road lifestyle. Lack of home time is one of the biggest reasons drivers leave companies so carriers that can offer quality good home time are giving drivers a great incentive to come aboard.”

Comprehensive CDL Recruitment Solutions

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

Request a Demo

holiday trucking

For many trucking carriers, the last few months of the year are by far the busiest. The holiday season brings a huge increase in volume, and when you couple that with a competitive market for truck drivers, it’s easy to see why many carriers have a hard time staying up to speed during the holidays. 

We were able to talk with Jason Wisla, Vice President with Drive My Way client, Assist Logistics Group. Jason talked to us about how Assist prepares for the holidays, how they recruit drivers for this busy season, and why the holidays are the most important time of the year.   

How does the holiday season affect Assist’s business?

“The holiday season, also known as peak season, is typically our busiest time of year. From Thanksgiving through New Year’s, our dedicated lanes usually double or triple in volume and frequency. We find ourselves doing multiple runs to the same locations per day to keep up with the extra freight that is being shipped. We also take on some new pickups/lanes that are seasonal only.”

What does Assist do to prepare for the holiday busy season?

“First and foremost, we make sure that all our vehicles are running properly and that any maintenance that needs to be done has been completed prior to the start of peak season. We also try to notify all drivers of extended holiday hours approximately 1 month before the start of peak and organize a schedule that utilizes everyone’s driving hours in the most efficient way possible.  

We also try to sign up anywhere from 5-10 extra owner operators in the event we have an employee driver call out, or if any other extra work comes across so that we don’t have to be in the position of turning any work down.”

Do you find that you’re hiring more drivers while preparing for your busy season?

“While we don’t always have the best luck with it, yes, we definitely make a push to hire as many new drivers as we can prior to the start of peak season. With all the extra volume and runs we do, the opportunity for overtime is the greatest during the holiday season, so we try to use this as a selling point for potential new hires.”

Is there a certain service that you see customers taking more advantage of during the holiday season?

“We see a large increase in the amount of drop & hook loads we do during peak season. This enables clients to load a trailer as they get their excess cargo ready, and to make space on the dock for the next truckload.  

Then once the trailer is fully loaded, we can just grab it, drop another empty trailer, and keep the process moving as quickly/smoothly as possible. This also cuts down on our clients’ staff hours since they aren’t waiting around for a truck to show up multiple times a day. “

Jason finished with these thoughts

“While it can be incredibly stressful, this time of year really provides our clients, and us, with an opportunity to make a strong end-of-year push. With the extra revenue we see during peak season, we are able to afford to give our drivers a nice holiday bonus at the end of the year that makes all the extra hours and effort beneficial for everyone.”

Comprehensive CDL Recruitment Solutions

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

Request a Demo

For the better part of ten years, the trucking industry has been faced with what’s commonly been called a “truck driver shortage”. The thought is that there’s simply not enough drivers to fill the open positions that trucking companies have.  

Only recently have people started to challenge that narrative and ask themselves, “Is the issue a true shortage of truck drivers, or is it an issue of retaining truck drivers?” 

How did the “truck driver shortage” start?

There are differing accounts of when this issue started, but most agree that the deregulation of the trucking industry in the 1980’s kickstarted what we know as the “truck driver shortage”. Among many other things, less government involvement in the industry meant that carriers could pay drivers less and afford them less benefits.  

This helped to create the conditions that the industry finds itself in today. Fast forward to today, and due to a variety of factors, including the COVID-19 pandemic, there’s a huge demand for moving freight and subsequently a huge demand for truck drivers.  

Couple that with fewer drivers on the road due to tight insurance requirements and suspensions from the Drug & Alcohol Clearinghouse, and the drivers who are left have the upper hand in which company they’ll drive for. Many carriers have already found out that truck drivers aren’t in a position where they have to accept poor working conditions, low pay, and subpar benefits anymore.  

This tight labor market isn’t just an issue known by people in the transportation industry anymore. It’s been making headlines for the better part of two years. Time Magazine, CBS News, the NY Times and more have covered the issue. Late night host, John Oliver even did a 24-minute segment on the “truck driver shortage” in early 2022.


Do truck drivers not want to work anymore?

A common misconception is that truck drivers, like a lot of other workers in our country, don’t want to work anymore and are exiting the industry. The fact is that there are many drivers who do want to work. They just have more options for where they can work and won’t hesitate to make a move if they find a carrier that’s offering better pay, a better work environment, and better home time

This leads to the metric we hear about all the time; driver turnover. Many people talk about it, but there’s a common misconception as to what it actually measures. The American Trucking Association, (ATA) who calculates the metric, clarified the issue in a recent blog post. 

“Turnover is not an indicator of people exiting the industry (we know, because ATA created and tabulated the metric). Rather, it more accurately measures drivers moving between carriers. It captures churn within the industry—not attrition from the industry. While retirements and exits account for a small percentage of turnover, by-in-large that is not what this figure is counting.”

In the trucking industry, turnover (as calculated by the ATA) measures drivers leaving one carrier for another, not drivers leaving the industry all together. 

This means that while there are drivers exiting the industry, it’s not happening at the rate that we’re led to believe. Instead, drivers are switching from one carrier to another for better pay, benefits, and routes. It’s not that there’s a shortage of truck drivers, it’s that drivers are in control of where they can sell their labor to.  

How will the “truck driver shortage” be resolved?

Since the problem isn’t a shortage of drivers, but a problem of retaining drivers, the solution is simple; make working conditions better for truck drivers. If you look at any data around truck driver happiness, you’ll see that there’s a laundry list of issues that frustrate drivers.  

Long wait times at shippers/receivers, lack of parking, little home time, and no input on company/driver policies are just a few of the issues that are causing drivers to look elsewhere for employment opportunities. 

It’s not surprising that the carriers that have an answer to these problems are also the ones with the highest driver retention rates.  

What can recruiters do?

Recruiters should focus on what they can control. This includes knowing your positions inside and out, making sure the driver’s first impression of your carrier is a positive one, and being communicative with candidates from start to finish. 

Another great practice for recruiters and HR professionals is to conduct exit or stay interviews with your drivers. This will give you extremely useful information as to why drivers are leaving your carrier, or why they’re choosing to stay.

While recruiters and HR professionals aren’t usually the ultimate decision-makers for things like pay, benefits, and work perks, that doesn’t mean they can’t influence those decision-makers.  

Do some research on what competitors in the area offer drivers in terms of pay, benefits, and home time. If your carrier doesn’t match up to them, make it a point to try and talk to management about making some changes.

The Bottom Line

Referring to the problem that the trucking industry is facing as a shortage of truck drivers shifts the blame off of carriers and onto truck drivers. Instead of focusing on improving the conditions that drivers are faced with, (low pay, sparse home time, demanding deadlines) calling it a shortage simply writes off the issue as “truck drivers are too picky and don’t want to work.” 

As more and more carriers begin to see that investing in their drivers’ happiness is the way to increase retention, the industry should begin to see those turnover numbers drop.  

Comprehensive CDL Recruitment Solutions

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

Request a Demo

truck driver recruiting

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

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

1. Time to Hire

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

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

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

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

2. Cost Per Hire

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

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

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

3. Channel Effectiveness

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

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

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

4. First Year Performance

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

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

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

5. Job Satisfaction

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

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

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

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

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

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

Comprehensive CDL Recruitment Solutions

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

Request a Demo

 

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

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

What is a Stay Interview?

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

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

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

What Questions Should be Asked in a Stay Interview?

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

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

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

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

What are Some Tips for Conducting Stay Interviews?

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

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

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

What’s Next?

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

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

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

Custom Commodities Transport Partners with Drive My Way for Success

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

View the Case Study

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

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

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

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

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

1. Structure Your Hiring Process

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

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

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

2. Avoid Redundant or Lengthy Applications

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

According to data gathered by CareerBuilder,  

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

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

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

3. Have a Better Job Posting

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

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

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

4. Avoid Excessive Contact with Drivers

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

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

5. Look at the Right Candidates

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

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

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

Custom Commodities Transport Partners with Drive My Way for Success

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

View the Case Study

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

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

Why Should You Use Driver Feedback?

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

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

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

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

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

Gathering Driver Feedback

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

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

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

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

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

Utilizing Driver Feedback

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

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

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

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

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

driver happiness and retention survey

FREE SURVEY REPORT

Driver Lifestyle & Job Happiness Survey

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

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home time

Home time vs. pay. For the vast majority of truck drivers, these are the two biggest factors they look at when choosing what carrier to work for. The question is, what do drivers care about more? As you could guess, the answer depends on the individual driver candidate. That being said, there are ways to make your jobs more appealing to drivers, no matter what they find more important. Here’s what to know about home time and pay.  

Pay

home time

 

Before all else, comes pay. A carrier can have the best home time and benefits, but they won’t be attracting many drivers if their pay is far below industry averages. And that average isn’t what it used to be.  

Due to Covid, stretched supply chains and other factors, many carriers have been steadily raising their driver pay over the past two years. Wal-Mart even announced recently that they would be raising driver pay across the board to between $95,000 and $110,000 annually.  

Paying that amount of money may be unrealistic for some carriers, but that doesn’t mean you won’t be able to hire quality drivers anymore. Offering overtime and detention pay are two smaller ways that carriers can show they’re committed to offering fair compensation without stretching the payroll budget. Referral, safe driving, and delayed sign-on bonuses are other ways to do this as well.  

Home Time

 

While money means a lot, it’s not always everything to drivers. It’s of course important to offer competitive pay, but recently truck drivers have been citing home time as a bigger priority for them. The Covid pandemic led many people, truck drivers included, to start valuing their home time and free time more and more.

For carriers who only hire local drivers, this isn’t an issue since drivers are home every night. For carriers looking to fill regional and OTR jobs, this new emphasis on increased home time may seem difficult to navigate.

As a carrier, it’s important to make an effort to understand each driver’s home time needs and make efforts to work with them. Instead of enforcing rigid schedules that can’t be adjusted, be flexible in what you offer drivers. Some drivers may prefer to be home 3 days every week, while others may want to be on the road for a full week, then home for a full week.  

You may not be able to accommodate every home time request, but listening to your drivers and being open to what they want will take you a long way in recruiting and retaining top talent.   

What Can Recruiters Do?

 

Know your driver candidate. In your first call, have a discussion about what their priorities are for their next position. Some family-oriented drivers may be willing to sacrifice a difference in pay if they’re able to be home an extra night every week. A young single driver may just care about getting the biggest pay package possible. As a recruiter, it’s your job to be aware of these priorities so you can see if they’re a fit for what your company can offer. 

Another tip is to never give an answer to a driver when you don’t know the answer yourself. If a driver asks if there’s any wiggle room on the home only two nights a week part of the job, don’t just say “yes” without knowing if that’s true. Inaccurate information from recruiters can lead to frustrated drivers, increased driver turnover, and possibly a poor company reputation.  

For the first time in a long time, truck drivers have real control and a lot of choice for who they drive for. For carriers, this means that offering competitive pay packages and flexible home time options is now a necessity if you’re planning on bringing drivers to your organization. But, home time and pay aren’t the only things drivers are worried about. Building a driver-centric company culture where drivers are valued is another great way for your carrier to attract drivers. 

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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recruitment videos

As a driver recruiter, we know that it’s essential to write a compelling job description for open CDL jobs. However, it’s now becoming essential to bring that job description to life using video. Incorporating video into your driver recruiting strategy allows candidates to hear from your drivers, see the day-to-day of the position, and virtually meet your company. Here are 4 recruitment videos to consider.

1. Driver Testimonial Video

Drivers trust other drivers more than they trust a hiring manager or driver recruiter. When a candidate has the opportunity to hear authentic feedback from another driver about why he or she likes the position, this automatically builds trust with the candidate. Driver testimonial recruitment videos are a great way to help convert more applicants for your open positions.

Drive My Way client, NFI created testimonial videos that share the driver’s favorite components of the position. In this video, a longtime NFI driver talks about how the company supports veterans. Before creating the video, NFI had received questions on this topic. Now the recruiter can share this video when asked questions about it in the future.


If the video seems scripted or vague, the viewer will feel that. However, if the driver testimonial is transparent and addresses common pain points such as home time, pay, or equipment, it will likely help increase driver applicants.

Pro Tip: When creating driver testimonial videos, ask drivers open-ended questions instead of close-ended questions to have the conversation flow organically.

2. Day in the Life Video

It’s one thing to write a great job description to depict the “day in the life” of a position. It’s another thing for a driver to see what he or she would be doing.

Drive My Way client, Kam-Way Transportation created videos that feature drivers on the job. This video shows the driver during an average work day instead of speaking into the camera like the testimonial video. Therefore, the video allows applicants to picture themselves in the role.

These videos are often more effective than a general company video that talks about what makes the organization great. Candidates want to first visualize their role within the company. Then, if there is a mutual fit, the driver recruiter can share a company culture video to dive deeper.

3. Career Projection Video

A career projection video won’t apply to all companies, but is effective to use for roles that allow for growth. If a candidate asks a driver recruiter the growth opportunity for a specific role, having a video to visually answer that question is helpful.

Drive My Way client, Button Transportation created a video that shares an overview of how the company started as well as how a driver advances in the organization. This type of video is helpful for candidates who are looking for a company to grow with and may especially apply to young drivers or drivers who are new to the industry.




Some companies will also incorporate testimonials or information about the culture in a career projection video, although it’s not necessary to produce success.

4. Company Culture Videos

A company culture video is oftentimes used later in the recruiting process. It’s best to lead with driver testimonial or day in the life videos first, because candidates will often relate to these the most. However, also having a more general video that features information about the company, culture, and differentiators will help candidates continue to evaluate if there is a mutual fit.

Drive My Way client, Bender Transportation created a video that explains and depicts their company culture. This video is meant to be more of a general depiction of what differentiates Bender from other companies and why employees enjoy working there.


Having multiple types of recruitment videos to use at different stages in the driver recruiting process is key. This not only keeps candidates engaged, but more importantly, allows them to visualize the position and the company. This will lead to hiring drivers who are better fits for your open CDL positions and increased retention rates for your carrier.

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.

Get the Ebook