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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 Tips for Recruiting Team Drivers

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recruiting team driversOn average, team drivers are more experienced drivers and seasoned negotiators than most solo drivers, so recruiting them to your organization may take a bit more than what you’re used to as a recruiter. If you’re a recruiter who’s recently been tasked with hiring team drivers, here are 4 tips that can help you along the way.  

1. Up the Pay

Team drivers on average make more than their solo counterparts. If your carrier is serious about hiring qualified team drivers, you’ll most likely have to up their pay from what you’d give a solo driver. Do your research to see what other carriers in your area are offering team drivers in terms of compensation. That will give you a good gauge for what you should be offering. 

2. Offer a Pet/Rider Policy

Many established team drivers are couples. This makes sense, since if you had to choose to live in a confined space with anyone for days, maybe weeks at a time, it would probably be your significant other.  

Many couples who are interested in team driving hold off on doing so because they have a child or even a pet that they couldn’t leave alone for days at a time.  

Your carrier can solve this problem by offering a Rider/Pet program. This is a program carriers offer which allows drivers to bring along an extra rider (usually a child) or their pet with them in the cab.  

For a couple with ties at home to worry about, your carrier offering this type of program could be the thing that convinces them to sign with your carrier as opposed to another. 

3. Appeal to Existing Teams

While there are drivers out there who are “willing to team”, any seasoned recruiter will tell you that it’s much easier to try and recruit existing teams.  

The reason that it’s more difficult to hire drivers “willing to team” is simple. Many drivers say they’re willing to team, but when they actually think about the prospect of spending almost all of their time with someone who’s a complete stranger, they begin to bow out. This is a completely understandable attitude to have, which is why it’s much easier to hire existing teams, like a couple, siblings, or good friends, than it is to hire drivers who are “willing to team.”

4. Offer Fleet Amenities

semi truck amenitiesWe talked to CDL Driver, Angela who hauls with her husband Larry and she told us that the thing he likes the least about team driving is not being able to get a good night’s sleep while the truck is moving. This is a common complaint for a lot of team drivers. In fact, it’s not just issues sleeping, it’s an issue of comfort overall.  

While teams are usually couples, siblings, or friends who know each other well and are fine with spending a lot of time together, it can still become frustrating sharing such a small space with another person after a certain point.  

While you can’t completely eliminate this problem for team drivers, you can offer fleet amenities to make their lives on the road more comfortable. Soundproofing/Insultation, more comfortable seating, and a subscription to Spotify, Apple Music or Sirius XM can make a huge difference for team drivers who are considering which carrier to work for. Check out our blog on fleet amenities for a full list of what you can offer your drivers. 

5. Use Testimonials

We’ve talked before about the power of driver testimonials in the trucking industry. While they’re great for recruiting solo drivers, they’re even better for hiring team drivers.  

The only preface with this tip is that you need to have at least one team working for your carrier already. Once you do get that first team, wait a few months and then see if they’re interested in being featured in a testimonial. Odds are that if they’re happy in their position, they’ll say yes. 

This testimonial doesn’t have to be anything fancy or overly produced. You could do a quick 2-3 minute video where the drivers explain what they like about team driving for your carrier. If the drivers aren’t comfortable with being on camera, you could gather quotes from them via email or text and then use those on your website or recruiting materials.  

Overall, recruiting team drivers does present a bigger challenge than hiring solo drivers. There’s less of them, and they usually have more intensive requirements for the carriers they’ll work for. But, as long as you follow these tips, your carrier will start bringing on team drivers in no time.  

Comprehensive CDL Recruitment Solutions

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

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Not Hiring Truck Drivers? Don’t Let It Stop Your Recruiting

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hiring truck drivers

Recruiting is all about building, maintaining, and nurturing personal relationships. In this uncertain time, there’s one counterintuitive rule to remember. Even if you’re not hiring truck drivers, keep recruiting. Doing so will help you smoothly transition back to hiring drivers when your fleet is back to normal. 

Maintaining your recruitment efforts may seem like the last thing you’d want to do when you’re downsizing. Don’t be lulled into complacency. If you only focus on your plans for the next few weeks, you will be too late. Continuing to nurture your pipeline is critical to your company’s long-term health, but your strategy may have to change as a result of the global health crisis. Uncertain times require improvising, adapting, and overcoming obstacles. When you’re not actively hiring truck drivers, focus on building relationships in your recruitment pipeline. Here are a few best practices.

1. Don’t Lose Interested Applicants

As HR professionals know all too well, recruiting isn’t a faucet that you can turn on and off. Leads that are not consistently nurtured will turn cold and disengage. Even when you’re not hiring truck drivers, it’s important to develop your relationships for future employment.

Consider that consumers typically take three to nine months to make a decision. In this case, your jobs are a product, and applicants are your consumers. Most people spend the majority of our waking hours at work, and making a job change is a really big decision.

It’s too early to predict when freight demands will increase and hiring will resume, but you need to be ready. Continue to build a relationship with interested drivers. Found out what is important to them and whether you are a good fit. Then, when the time comes to bring in drivers, you’ll be prepared to quickly fill your open positions.

2. Stay Visible

Dee Sova from Prime Trucking

Example Campaign from Drive My Way

It’s important to stay top of mind for drivers even if you’re not hiring right now. While more drivers are in the market for a new job now, the competition remains very high for experienced, high performing drivers with exceptional safety records. A lull in recruiting is a good time to promote marketing campaigns. Highlight your current drivers with tasteful video campaigns.

There is no better endorsement for being a great place to work than one from current drivers who are happy that they joined and chose to stay. You can also take advantage of social media trends like #thankatrucker. Provide resources for current and prospective drivers to increase brand awareness and strengthen ties to your company. 

As a recruiter, it’s important to keep your energy high even when working from home. Continue making calls to drivers. Cultivating relationships in a hiring slowdown will make you an obvious choice when drivers are changing jobs in the future. Drivers are not shy about sharing their experiences with others. Employers will be remembered for the actions they took and how they treated drivers during this difficult time. 

3. Fine-Tune Your Message

With uncertainty rippling through the trucking industry, clear, positive communication is more important than ever. As a fleet, the best strategy is to be transparent about your position.

If you are not hiring new drivers, be honest with applicants. Even if you are not able to offer jobs right now, be a resource to drivers.

In recruitment conversations and all other company messaging, strive to acknowledge the current hardships, be authentic, and offer valuable, curated information that drivers can use. This is also an opportunity to optimize your outreach with video campaigns and a mobile-friendly interface. Setting the appropriate tone helps drivers respect and relate to your brand and will foster relationships with potential hires. 

4. Seek Out Opportunities That May Be Available in a Few Months

A hiring lull is the perfect time to look toward the future. The strategic recruiting plan that you laid out in early 2022 may or may not be the right fit for your company going forward. As you approach hiring for 2023 and beyond, do you anticipate your hiring needs changing? What is different about the drivers you need to recruit and how will your company meet those demands? Use the Drive My Way Ultimate Guide for Truck Driver Recruiting to create a comprehensive recruitment plan for the months ahead.

It is more important than ever to understand what drivers prioritize in a job.

Previously, drivers may have been asking for local jobs or flexible rider policies. Now, their focus may be on PTO policies for sickness or your truck cleaning standards. Listen carefully to what drivers are looking for and shape your marketing and recruiting efforts accordingly. This recruitment slowdown is also a great time to offer operations experience to recruiters to help your whole team align with current drivers’ experiences. Pairing a recruiter with a dispatcher or terminal manager may give them a perspective on drivers’ needs.

5. Prepare for Continued Remote Processes

Slowly but surely, companies are re-opening and finding a new normal. The widespread shutdowns due to COVID-19 will continue to ease, but the effects of the pandemic are likely to linger for far longer. With millions of Americans becoming remote workers overnight, virtual recruiting and onboarding have become the norm for many companies. Even as restrictions on in-person work environments are relaxed, prepare to manage your candidate lifecycle virtually.

While the circumstances have caused us to adapt and be distant, that does not mean that we have to lose the personal connection. In recent years, several companies, including Luma Brighter Learning, have started offering online Learning Management Systems (LMS) for onboarding truck drivers. It’s a strategy that is effective for both companies and drivers. We spoke with Luma Brighter Learning CEO, Gina Anderson, and she shared her perspective on why synchronous online learning is a great option for trucking fleets.

“The carriers are saving time, they’re saving money, they’re becoming more efficient, and they’re making their drivers happy.” Gina continued, “There’s not one way to train people. That’s why it’s so valuable to be able to provide mixed methods of training [using platforms like Luma]. You don’t have to get rid of synchronous (same-time) training — you can do it online. Drivers can learn any time, any place.”

Gina Anderson went on to add that it’s no longer a question of whether or not to implement online learning systems for drivers. Drivers still value real-time connections with peers, mentors, and trainers, so companies should be asking themselves how to make virtual onboarding possible. Asking drivers to complete the basics in a synchronous online environment is a cost-effective strategy to streamline your onboarding process while still complying with social distancing restrictions and engaging your driver community.  

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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The Pros and Cons of Attending a Truck Driver Job Fair or Hiring Event

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truck driver job fair

In today’s ultra-competitive market, carriers are always looking for new ways to get in front of driver candidates. One way that’s gaining popularity is participating in a truck driver job fair or hiring event. Here’s what carriers should know about these events, including the pros and cons of attending them.

Why do carriers participate in job fairs and hiring events?

Most companies who attend hiring events recognize that there is a war for finding the best talent. Gone are the days of “posting & praying”, assuming dozens of applicants will apply overnight. 

With such a competitive market to obtain the best talent, companies are just as responsible for pitching to someone why they should come work for them as a candidate is expected to pitch to a company why they should be hired. Attending job fairs or hiring events allows you to get in front of drivers face-to-face and is one way to help increase your odds of finding and obtaining the best talent.  

What does a typical truck driver job fair or hiring event look like?

While not every hiring event or job fair will be exactly the same, almost all will follow the same core structure. Candidates pre-register for the event, and then have a chance to learn ahead of time about each company that will be in attendance. They may receive a job description laying out the perks of each job they can interview for.  

Candidates at these events are sometimes vetted ahead of time to ensure that they only speak with companies with whom they meet their minimum qualifications. Following the day of interviews, companies will provide feedback and immediately follow-up with the applicants they wanted to hire or bring on site for next steps. In some cases, offers are given on the spot at the event.  

You may have the opportunity to attend a job fair that allows for a more relaxed and open-door policy, where anyone whose interested can freely walk up to the table of a company in attendance to learn more information. While this style of hiring event doesn’t narrow down applicants to those who are the best fit for your openings, it does open the window for conversations that otherwise wouldn’t have happened. Use this opportunity to build rapport with drivers and foster relationships so you always have a pipeline of up-and-coming drivers.

3 Pros of Participating in a Job Fair or Hiring Event

truck driver job fairs1. Hiring Drivers

After all, this is the whole point of attending one of these events! You’ll get to meet drivers face to face, and you know you are talking to drivers who are genuinely interested because they made the decision to attend the event and talk to your carrier. You can pitch to the driver why they should come drive for your company and right out of the gate, you are building a personal relationship with these drivers thanks to meeting them in-person.  

2. Exposure

Another added benefit to attending these events is the exposure your carrier will get in the industry. You might not be the right fit for everyone but maybe a driver in attendance knows a friend who they’ll send your way.

Often, drivers might need that extra 6 months of experience before they can be hired on and now you can stay in contact with them over that period so that when the time comes, you can start the hiring process. The amount of exposure you get at these events cannot be understated. If a driver doesn’t know who your company is, this is your time to impress them.

3. Feedback

While your attendance may not always result in any hires, it’s possible you received valuable insight from the very people you were hoping to hire as to why they weren’t interested. This is information you can take back to your team then identify ways you can better advertise or promote your offerings to ensure you are best meeting drivers’ wants and needs.  

3 Cons of Participating in a Job Fair or Hiring Event

1. Time

Carriers will often note they don’t have the time to send their employees off to a hiring event all day long. While this is a valid concern, there are ways around this. Try having a few employees split up the hiring event schedule so one person doesn’t fall a day behind on their workload at the office and instead each person is only missing a few hours. You may also ask if you can attend an event for limited hours as opposed to the whole day.  

2. Attendance

While job fairs and hiring events can be a great way to meet new drivers, there’s always the possibility that there may be a lack of drivers who attend. This is why it is important to thoroughly vet the hiring events & job fairs you may plan on attending.  

Remember, it’s not always “What other carriers are attending?”, but instead “What is the expected turnout of job seekers?” Just note, a small turnout of job seekers shouldn’t be a deal breaker alone, as the one hire you may obtain at that event could turn into someone celebrating their 25-year anniversary with you down the road.

3. Competition

Since drivers have multiple carriers they can speak with, hiring events and job fairs are competitive in nature. Often, job seekers may continue to pursue a few carriers at the same time to weigh out all offers until they make a final decision.  

This is why time is of the essence and transparency is key. Don’t push someone to accept an offer prematurely and then count it as a win. It’s very possible that they’ll still be pursuing another carrier and then rescind their offer with you a week later. Instead, ask them what you can do to get them to stop all other interviews and see if you can better meet their needs with the initial offer you give them. 

The Bottom Line

Just as you are sacrificing time to attend these events, so are drivers. It’s fair to say, most drivers have reduced availability to attend events like these, as they are often on the road with limited hours. 

Be mindful to all who took time out of their lives to meet you. Even if it’s not the best fit for your organization, giving them advice on how to obtain qualifications to work for you one day will go a long way in that drivers’ eyes. It may even be the difference of them sending positive recommendations off to their fellow drivers to go check you out.  

It’s equally important to note, given a driver’s schedule and limited availability, you should be open to advertising your direct recruiting line for open phone interviews as well as offering zoom interviews for those who couldn’t make it but still want that face-to-face experience. 

The last piece of advice is not to wait for the next truck driver job fair or hiring event to come to you. Especially for mid-large size carriers, consider hosting an exclusive hiring event just for your company. Host it onsite so drivers can see the terminal or meet them at a neutral location like a coffee shop off the highway for pop-in interviews and buy the drivers a warm cup of joe to thank them for their time. Get creative and be sure you follow up with all drivers promptly after meeting them. 

Megan Andrews is a Customer Success Manager at Drive My Way. She worked for a National Recruiting Agency prior to joining the Drive My Way Team in early 2021. During her time with her previous employer, she worked with small mom and pop companies up to Fortune 500 companies to find the best talent across all industries.  

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

4 Tips for Successful Communication with Drivers

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communication with drivers

Whether you’re recruiting new drivers to your carrier or interacting with those who have been with you for years, communication is important. Successful communication with employees is crucial for any company’s success but comes with unique challenges for trucking carriers. 

The nature of the job is that drivers will be on the road most of the time and communication rarely takes place in-person. To complicate matters, there is often a difference in culture between managers and drivers. That’s not to say that good communication is impossible for carriers, just that it takes a little more work than it would for your average company. Keep these 4 tips in mind if you want your carrier to have strong communication with drivers.  

1. Be Curious and Understanding

The most important part of strong communication with drivers is good listening. This means you actually take time and effort to hear drivers’ concerns and then address them. Good listening isn’t just reactive. Don’t just wait for drivers to come to you with their concerns. Be curious enough to inquire about their needs and questions. 

If you’re recruiting a new driver, you know which factors they are likely considering, so address them proactively. Ask questions centered around their home time, benefits, and compensation needs. If you’re getting feedback from current drivers, be curious about their preferences about type of haul, type of run, work schedule etc.  

Good listening is only the first step. Once you’ve talked to different drivers to see if you can find any patterns in what they’re saying. Are we not keeping our promises around home time? Is there a certain dispatcher that multiple drivers are having an issue with? Once you’ve nailed down the issues, you can make an action plan for how to address them.  

2. Know When to Call or Video Conference…

semi truck amenitiesSometimes, the medium is the message. Choosing the proper communication method can make the difference between having successful conversations with drivers or leaving them frustrated. Some issues are too long or complicated to discuss over text or email. Calling drivers’ cell phones is the most popular way to communicate with drivers for a good reason. 

Most drivers will carry their phones with them 24-7, so if you need to deliver some quick but important and time-sensitive information, this is the way to go. 

You can be brief and to the point, while also delivering the personal touch. Same thing holds for job prospects you’re trying to recruit—you can quickly touch base about some details and leave a strong impression in their minds. 

Speaking of the personal touch, consider requesting video conferences for added face-time. It’s tough to get an in-person meeting with drivers or job candidates if they are on the road. Using videoconferencing is the next best thing. It will also preserve important non-verbal cues like eye contact and body language. Video interviews are also becoming a popular alternative to phone interviews. Save this for important and longer conversations that could use the added human touch of face-to-face interaction.

3. …And Know When to Text or Email Instead

Knowing is half the battle. Sometimes, text or email is a better platform for communication. You don’t want to send a lengthy message over text. It’s best for short and sweet messages which are time-sensitive. Messages over text won’t require much elaboration or the personal touch to smooth things over. 

It is usually best when it’s a follow up to an ongoing conversation rather than springing up something unexpected. Don’t text as the first method of contact to job candidates—it’s just too impersonal! Your job prospects will want to feel like you’re making the effort and that they are worth a phone call. On the other hand, you can text to set up a phone call or ask someone to call back to discuss further details. Texting also gets around network coverage issues or background noise, because the message will go through eventually. 

Reserve email for the most important and lengthy messages. Usually, email is best for sharing critical documents like job applications, contracts, insurance policies etc. Sometimes email can also be better than a phone call if you want to keep record of what was agreed upon. Human memory is fragile, and two people may remember different things from the same phone call. Having the written documentation available makes things less ambiguous.

4. Treat Drivers with Respect and Build Trust

This one cannot be overstated. None of your communication strategies and methods are going to work if drivers don’t feel that you’re treating them with respect. 

It sounds like a no-brainer, yet this is one of the biggest complaints that drivers have—management doesn’t treat them with respect. 

If you’re a recruiter making a first impression, this is even more important. Be careful not to speak too hurriedly, or as if you’ve been stressed or anxious just before the interaction. Friendly and respectful communication is more engaging and will make a better impression. 

Even if you’re interacting with drivers who have been with your fleet for years, you should always speak to them as if it’s that very first time. 

Strong communication with drivers takes time and consistency. A relationship with your drivers is just like a relationship with anyone else- you build more trust if you keep communicating honestly and clearly over a long period of time. Always being respectful, curious, and understanding in your communications with drivers will lead to a better working relationship, which in turn leads to better retention numbers, and an overall better image of your company in the industry. 

Treat drivers with respect, build trust over the years through good communication, and the payoffs for your carrier will be enormous. 

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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4 Ways Your Carrier Can Appeal to Female Truck Drivers

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female truck drivers

The trucking industry is changing, albeit slowly. While the percentage of female truck drivers is still a fraction of males, research shows that it’s rising steadily each year, with 7.8% of truck drivers being women in 2021.  

As more and more women enter the industry, carriers should be asking, “What are we doing to attract these drivers?” This is something that all carriers should be thinking about, but especially carriers that are finding it difficult to recruit and are dealing with poor retention. Here are 4 ways that your carrier can appeal to female truck drivers.  

1. Understand the Wants and Needs of Female Truck Drivers

millennial truck driver

So how can carriers appeal to female truck drivers? First, carriers need to recognize that women drivers will have different concerns than their male counterparts. Since trucking has been a male-dominated profession for so long, many of the policies, rules, and norms have developed accordingly. Making trucking a more appealing profession for women means questioning why things have always been a certain way and demonstrating a willingness to change them when needed.  

One of the biggest differences between male and female drivers is their reason for turnover. While men cite home time as the top reason, women cite a few others. Women were most concerned about the quality of equipment, the issue of safety, and poor relationships with coworkers. Let’s see how carriers can address these one at a time.

2. Equipment

The concern that female truck drivers have over equipment is two-fold. First, consider the ergonomics of a standard semi-truck cab. Generally, they’re built to fit the physical size of a larger man. It can be difficult for some women to reach the controls or get the seats adjusted into a comfortable position while keeping their feet on the pedals.  

How well the truck cab will fit an average female physique will impact whether women drivers will feel comfortable on the job. Luckily, there are manufacturers who make specialized seats for women truck drivers that fleets can invest in. 

Secondly, there’s the issue of truck maintenance. Women drivers want equipment that they can count on, so that they aren’t left on the side of the road by themselves waiting for maintenance. While no driver enjoys having that happen, it’s especially important for women drivers to avoid these situations. For them, it’s not only an inconvenience, but a dangerous situation to be in, especially at night. 

Apart from investing in newer and better equipment, carriers can also purchase fleet amenities, or make mechanical adjustments to the cabin to better accommodate female drivers. Carriers can also either provide simple mechanical training to female drivers or offer that company mechanics will always walk them through any troubleshooting in the form of real-time roadside assistance.

3. Safety

The issue of safety is one that female truck drivers of all ages and backgrounds are aware of. Safety from physical harm or the threat of sexual violence is important for all women but affects female truck drivers in unique ways.  

A truck driver’s lifestyle is in constant flux since they are always on the road. Female truck drivers may find themselves in unsafe or uncomfortable situations at truck stops, or shipper/receiver locations. Women in Trucking has been working with several truck stops to make them more friendly to women drivers. Carriers can also aid in this effort by pointing out which truck stops are safest, and which should be avoided.

4. Pro-Woman Culture

Women also tend to leave carriers for reasons related to poor company culture. For all drivers, relationships with dispatchers and management are very important, but this is especially true for female drivers. Women stay longer if they have a good relationship with their dispatcher but will leave quickly if that relationship becomes difficult or strained. Similar difficulties may arise with others such as shippers, receivers, fellow drivers, and even recruiters.  

The problem is that the culture of the workplace isn’t friendly to the wants and needs of female drivers. The good news is that carriers can lead the way in changing the culture, improving workplace relationships, and making women feel more accepted. 

But what does having a “pro-woman” culture mean? One example would be offering generous maternity leave. If the carrier you work for has historically only hired male drivers or older female drivers, maternity leave is something that you may not have thought about before. If your carrier is looking to attract younger female drivers, consider upping the amount of maternity leave your carrier offers and making that known in your job descriptions.  

Another example of creating a pro-woman culture would be pairing new female drivers with other women drivers during training. This creates a comfort level that is helpful to integrate them into the job. 

Similarly, carriers can create a social group for female drivers to share advice, feedback, and advocate for their concerns.

 Small steps like these are not just a good marketing move for carriers, but also signal to the industry and other women that you’re serious about hiring more female truck drivers, changing the culture, and making women feel welcome in trucking. 

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

5 Tips to Recruit Millennial Truck Drivers

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millennial truck driverCarriers that recruit millennial truck drivers not only bring talented and enthusiastic new people to the company, but potentially set up loyalty for years to come. But be careful—millennials value different things than the average truck driver. You won’t attract millennials to the industry by practicing business as usual, and you won’t retain them if they don’t feel valued. Here are 5 tips to recruit millennial truck drivers to your fleet.  

1. Advertise to Millennials on Social Media

You should be using social media to advertise to all drivers, but especially millennials. This younger generation is always connected on smartphones, and often look to social media for networking and job searching. 

There are a lot of different channels your carrier can use, but if you’re completely new to using social media, it’s best not to spread yourself too thin by trying to get on platforms that require a lot of difficult video content like Snapchat and TikTok. For reaching millennial drivers, Facebook and Instagram should be your bread and butter.  
As a recruiter, it’s your number one priority to bring in qualified drivers to your organization who are a good fit. That means that sharing your open job postings through social media is a great idea. But when recruiting millennial drivers, it may take more than that.  

These young drivers want to work somewhere they feel valued and that has a good company culture. Posting photos of company events, sharing driver testimonials, and posting memes are great ways to show your culture to prospective millennial drivers.

2. Streamline the Application Process

If your job application is tedious and difficult to work on a smartphone, you may lose quality candidates who don’t want to deal with the mess. This is why making your application process mobile-friendly is particularly useful for attracting millennial driver candidates who are used to efficient digital processes. 

If you’re not sure if your application process is mobile-friendly, do a quick test run through it yourself. Are you having trouble uploading a resume? Are you being asked to input the same information multiple times? Are the page load times too long? If you notice any of these problems, it might be worth it to set up a meeting with your tech or development team to talk through the issues.  

3. Prioritize Work-Life Balance

Don’t assume that millennials are less likely to have an active family life and thus won’t mind being gone for 3-4 weeks at a time and working 60+ hour weeks. Making this mistake is a sure way to stop millennial drivers from being interested in your carrier when looking for a new job.  

Many millennials struggle to balance their careers, academics, and personal lives all at once. Being aware of these realities can help recruiters tailor the work schedule and type of run to the driver’s preferences. Making work-life balance a priority for your carrier and highlighting it in the minds of millennial driver candidates will help you stand out from the competition. 

4. Highlight Wellness Initiatives and Benefits

Of course, millennial drivers care about base compensation. It’s just that it’s not their only concern. More than just salary, millennials will be curious to hear about your benefits packages as well. 

Keep in mind that candidates who have just turned 26 may be getting on their own insurance plan for the first time. With the costs of health insurance rising year after year, younger drivers will want to save money on benefits, even though they’re more likely to be in good health. 

In addition to the basic benefits, recruiters should highlight a carrier’s wellness initiatives as well. Basically, you want to reverse the idea that truck driving is an unhealthy career that will lead to health problems and a sedentary lifestyle. 

5. Showcase Company Culture

tuition reimbursement

While it’s tricky to make generalizations about a group as large and diverse as millennials, some themes have emerged. The biggest being that millennials are driven in their career by passion more than by financial needs or obligations. They will stay at challenging jobs and career paths if they find it fulfilling or meaningful.  

Your company should already be engaging in initiatives that make work more meaningful for drivers, so highlight those to your millennial candidates. Initiatives like professional development opportunities, mentoring programs, and employee appreciation events will foster a sense of belonging. Encouraging travel, pets, or upgrading fleet amenities shows that your carrier cares about the employee’s individual needs and values. 

Hiring millennial truck drivers may seem daunting at first, but as long as you follow these tips, you’ll find a strong pool of qualified, millennial drivers in no time.  

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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What’s the True Cost of Hiring a Truck Driver?

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What's the True Cost of Hiring a Truck Driver?

There are many metrics that a carrier can use to measure its hiring success. Some metrics are more well defined and simple like time to hire, while others are more subjective and harder to wrangle, like driver happiness.  

But no matter what metrics you look at, the dollars spent to hire a candidate is traditionally thought of as the most important. That’s why carriers need to know what these costs are and how to measure them effectively. Let’s take a look at the true cost of hiring a truck driver. 

How to Calculate Your Cost Per Hire

Before you can reduce your CPH, you need to know how to calculate it. Luckily, calculating CPH is pretty simple math.   

You add up your total costs for recruiting new drivers, and then divide that by the number of drivers ultimately hired. This gives you the cost per hire for all your recruiting efforts. (Note that this factors in actual hires, not just leads.) You can use this formula to measure CPH over any time period you’d like, including month, quarter, or year. 

So, What’s the Real Cost of Hiring a Truck Driver?

When nailing down the cost of hiring a driver, the actual math is not the tough part. It’s finding all the factors that go into the cost of hiring. This means all the costs, not just the ones associated with finding driver candidates, like job advertising and using recruiting services.  

Your company’s cost per hire will be unique to the way you recruit and hire drivers. And it might take some time and refinement to ensure you’re calculating it correctly. Here’s a list of the most common costs associated with hiring a truck driver. 

Turnover Is Your Enemy

Now that you understand the calculation for cost per hire, there’s another piece of the hiring puzzle that needs to be factored in as well; your turnover rate. 

It’s widely known that the trucking industry faces very high turnover rates. According to some surveys, over 50% of newly hired drivers will leave their carriers within the first six months. In some cases, turnover can be closer to 90-100% over a year. 

Looking at those stats, it’s easy to see that turnover is a huge problem for many carriers. To avoid high turnover, don’t fall into the trap of hiring drivers to fill an empty rig as quickly as possible.  

If you’re hiring quickly and not taking the time to ensure you’re a good match for each other, it’s not likely it’s going to be a relationship that will last and will raise that hiring cost. If you keep repeating that cycle, it’s going to cost your company exponentially more and you’re still going to have empty seats to fill.  

Every time you hire a new trucker, do it with the intention to retain that driver for a long time. The best way to do this is by really taking the time to get to know your candidates during the interview process so you can see if them coming onboard with your carrier is truly a fit for both sides. Doing this is the number one way to lower driver turnover, and in turn, lower the cost of hiring. 

Measure Consistently for Best Results

Once you’ve found all your costs, the most important thing to do is to measure consistently. This is the only way that you’re going to be able to compare things year-over-year or month-over-month to see if the changes you’re making are truly helping to reduce your true cost of hiring a truck driver.  

Don’t add in costs for one timeframe, then remove those costs the next time you calculate. If you do this, then you’re comparing apples and oranges and won’t have an accurate picture of your recruiting process.  

Once you are tracking consistently, you should see some trends that help inform changes to your overall hiring strategies. Overall, you want this number to be as low as possible to deliver you a quality driver who wants to stay with your company. 

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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3 Tips to Attract, Hire, and Retain Truck Drivers

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Now more than ever, the ability for carriers to retain truck drivers is key. As the labor market continues to tighten, companies need to reevaluate their recruiting and retention strategies for finding and keeping qualified drivers. 

Some carriers have tried offering large sign-on bonuses as a fix-all for recruiting and retaining drivers. Too many are then faced with turnover once the bonus is collected. Other companies have promised drivers home time and great pay but fall short of delivering these perks. 

In order to start attracting, hiring, and retaining qualified truck drivers in this competitive market, employers should apply these tips to their driver recruiting strategy to give themselves a competitive advantage.

1. Don’t Over-Promise and Under-Deliver

The last thing a driver wants is a carrier that over-promises and under-delivers. Before posting a job, carriers should take the time to look at the job description they’re putting out there and if it matches what the job really is. Make sure that pay isn’t inflated, home time is realistic, and benefits are factual. 

As a recruiter, it’s easy to think that you need to cast the widest net possible to get a good driver. But many times, this strategy leaves you with either no driver or a driver who isn’t a good fit and will lead to increased turnover. Carriers who are truthful in their job advertisements will attract the best candidates. 

When a carrier promises a driver certain perks only to change the rules a few months into the job, the driver loses interest in keeping that job and loses respect for the carrier. After that happens, that driver will let their entire network know exactly what happened. That will only increase the difficulty in filling future jobs.  

The better policy is to be truthful in your job description and during your talks with drivers. Even if a driver tells you, “Thank you, but I’m looking for something different”, that outcome is much better than a driver coming on board, finding out they were misled, leaving and spreading the word about their experience.  

2. Ask Drivers for Their Feedback Before They Post It Themselves

Sometimes it takes a carrier posting a job advertisement on Facebook for them to find out that their current drivers are unsatisfied. Maybe their pay is too low, their benefits aren’t desirable, or the carrier over-promises and under-delivers.  

Most times, posting their opinions on the internet isn’t a driver’s first choice. They want to have an outlet to tell their supervisors their feelings (anonymously or not), but many carriers don’t offer this. When that’s the case, a disgruntled driver may look to a social media platform or company review site to share their feedback. 

Instead of waiting to receive public and most likely unflattering feedback on a public social media platform, carriers should ask their drivers for feedback directly through engagement surveys, in-person conversations, or even a quick poll. 

This gives the carrier an accurate pulse on their drivers’ happiness and satisfaction, while keeping everything in-house. It’s also a great retention method because it shows drivers that the carrier cares. 

But collecting the feedback is only step one. It’s important to quickly address the feedback and make improvements when needed. Nothing is worse to a driver than when they provide feedback they were asked for and nothing comes from it. If that happens, there’s a good chance they’ll end up going to social media just like they would have in the first place.  

3. Offer Referral Bonuses and Performance Incentives

Instead of constantly investing in lofty sign-on bonuses to attract new drivers, carriers should implement referral bonus programs and performance-based incentives to retain their current, already-qualified drivers. These programs give drivers the opportunity to be acknowledged for their accomplishments and incentive to help grow the fleet.  

When implementing a referral bonus program, it’s a good idea to disperse the money in installments after the referred driver has been with the carrier for a specific period. Give the first chunk immediately, then the next half when the new driver reaches three or six months. Doing so protects the carrier from having a driver quickly leave after the money is given out. 

In addition, performance incentives should be used to reward drivers for maintaining good safety measures, fuel efficiency, and time management skills over an extended period of time. These not only help drivers stay focused on the carrier’s goals, but also reward them for living out the mission. 

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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How the Semi Truck Shortage is Affecting Truck Driver Recruiting

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semi truck shortageIn the trucking industry, we hear a lot about a shortage of truck drivers and how that’s to blame for a lot of the logistics holdups our country is facing. While hiring and retaining truck drivers is definitely an issue that a lot of carriers are facing, there’s another that’s proving to be just as much of an obstacle; a shortage of semi-trucks.  

Why is There a Truck Shortage?

semi-truck shortageIf you’ve tried to buy a personal car, pick-up truck, or SUV in the past two years, you’re probably aware of the microchip shortage that the auto industry is facing. Unfortunately for fleet managers and would-be owner operators, this is an issue for the trucking industry as well.  

The problem is that there’s a shortage of the microchips that go into almost all consumer and commercial vehicles. These microchips are used to control important vehicle functions including everything from air conditioning to lane assist features.  

During the Covid-19 pandemic when lockdowns were initiated, people started driving less and staying in more, and using personal electronics like phones, tablets, and laptops. The factories that create these microchips started pumping out more and more of these personal electronic microchips while slashing the number of automotive microchips they made.  

Fast forward to today and the demand for new vehicles has returned to pre-pandemic levels. Lockdowns are over and the pandemic overall is pretty much in the rearview mirror in the United States.  

Unfortunately, these microchip factories haven’t caught back up with production of automotive microchips. Thanks to a huge number of factors including incentive to produce more profitable microchips for 5G smartphones, energy usage regulations, and strict ZERO Covid policies still being implemented in China, microchip production is still slowed.  

How is the Semi Truck Shortage Affecting the Trucking Industry?

The two main groups being affected by the semi-truck shortage are fleet managers and owner operators. Owner operators eager to either buy their first truck or upgrade to a new one are finding it hard to do so with limited inventory and skyrocketing prices for both new and used trucks. Many dealers across the U.S were sold out of semi-trucks by the end of January this year. 

Some fleet managers and recruiting teams are getting to the point where they can’t expand the way they’d like to because they’re not able to acquire the trucks they need.  

Jason Kent Crowell

Jason Crowell, Director of Recruiting, CCT

Jason Crowell, Director of Recruiting with Drive My Way client, Custom Commodities Transport is one such person affected by the trucking shortage.  

“We were getting very close to having to stop advertising our jobs because of the semi-truck shortage. Luckily, it didn’t come to that. It’s definitely a very interesting time for the salespeople, the operations people, and certainly for the recruiters.” 

What Can Recruiters Do?

The best thing recruiters can do is nurture the relationships they’ve built with driver candidates even if they don’t have the trucks to put them in right now.  

“What we’re having to do is nurture some of those relationships that our recruiters are making a bit longer, because we may not have the truck capacity at the moment to hire them even if they’re a good fit for us.” – Jason Crowell, Director of Recruiting, Custom Commodities Transport

While it’s not the ideal situation, continuing to check in with quality driver candidates by maintaining regular touchpoints will give recruiters a better chance of landing them once their fleet has the capacity to bring them on.  

Will the Truck Shortage End Soon?

Some reports say that microchip production is ramping back up, but not to the levels we saw pre-pandemic. 

There’s some speculation that even when the supply chain for microchips returns to normal, we still won’t be seeing full lots of semis like we did in years past. Why?  

Through this ordeal, auto manufacturers have learned It’s more profitable and efficient to build only what’s needed instead of having huge numbers of trucks shipped out that may sit on the lot for months. 

The best thing for fleet managers and owner operators to do is to assume this is the new normal for the time being and adjust their plans to purchase new semi-trucks accordingly.

There may be a time when microchip production increases and we have a surplus of semi-trucks readily available for purchase, but that unfortunately doesn’t look like any time soon.

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.

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