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Strategic Driver Recruitment Budgeting for 2025

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As we approach 2025, CEOs in the trucking industry face a critical challenge: how to effectively budget for driver recruitment in an increasingly competitive and technologically advanced landscape. The ongoing driver shortage, coupled with evolving recruitment technologies and changing driver expectations, necessitates a strategic approach to recruitment budgeting. This article aims to provide CEOs with insights and strategies to optimize their driver recruitment budgets for 2025. 

 

Understanding the Current Landscape 

 

The trucking industry reportedly needs more than 1 million new drivers over the next decade to meet demand and replace those leaving the industry. The ATA expects the current shortage of 78,000 drivers to more than double by 2031, putting unprecedented pressure on recruitment efforts. Moreover, the cost of recruitment has been steadily rising, with the average cost-per-hire in the trucking industry is between $5,000 to $10,000 according to recent industry reports. 

 

Key Components of a Strategic Recruitment Budget 

 

  1. Technology Investments

 

In 2025, technology will play an even more crucial role in driver recruitment. Your budget should account for: 

 

  • Applicant Tracking Systems (ATS): Your applicant tracking systems can streamline the application process and help manage candidate relationships more effectively. Be sure that your ATS includes a CDL compliant application.  
  • Technology enabled candidate matching platforms: These can significantly reduce time-to-hire by quickly identifying the most suitable candidates. 
  • Mobile-friendly application processes: With more job searches happening on mobile devices, ensuring your application process is mobile-optimized is crucial. 

 

When budgeting for these technologies, consider not just the upfront costs but also ongoing maintenance, updates, and training for your team. 

 

  1. Marketing and Advertising

 

The shift towards digital recruitment strategies is likely to continue. Your 2025 budget should reflect this: 

 

  • Analyze the results across all your recruitment marketing sources, scale back to the few that produce the greatest return on your investment, and increase the allocation for targeted campaigns across those sourcing channels 
  • Focus on improving how you advertise your employment value proposition to attract new drivers to the industry 
  • Maintain a balance with traditional methods that still yield results in certain demographics 

 

  1. Recruiter Training and Development

 

As recruitment processes evolve, so must your team. Budget for: 

 

  • Upskilling programs focused on new technologies 
  • Training to improve the candidate experience and engagement 
  • Courses on data analysis to make better use of recruitment metrics 

 

Investing in your recruitment team can lead to more efficient processes and better hiring decisions, potentially reducing long-term costs. 

 

  1. Retention Initiatives

 

Remember, an effective recruitment budget also includes retention efforts. Consider allocating funds for: 

 

  • Comprehensive onboarding programs 
  • Ongoing training and development opportunities 
  • Regular driver satisfaction surveys and feedback mechanisms 

 

Industry data shows that the cost of replacing a driver can be up to 30% of a driver’s annual earnings, making retention a crucial part of your overall recruitment strategy. 

 

ROI Metrics to Guide Your Budgeting 

 

When planning your budget, ensure that you have robust reporting capabilities that will allow you to focus on these key ROI metrics: 

 

  1. Cost per hire: Track this closely and aim to reduce it over time through more efficient processes. Focus on results, not activity; on quality, not quantity. Cost-per-lead is not a valuable measure. 
  2. Engagement and Funnel Conversion: Understand how, when, and why drivers are progressing through your recruitment funnel to improve your candidate experience and ability to convert interested drivers to hires. Examine your interest to hire ratio. 
  3. Time to hire: Faster hiring means trucks get on the road quicker, directly impacting your bottom line. 
  4. Quality of hire: Monitor performance metrics of new hires to ensure your recruitment efforts are bringing in the right talent. 
  5. Retention rates: Higher retention means lower long-term recruitment costs. Understanding voluntary turnover reasons and tenure time can provide you with valuable insights to improving driver retention.  

 

Forecasting and Flexibility 

 

Your 2025 budget should be data-driven but flexible. Use historical data and industry projections to forecast your needs but build in contingencies for market changes. Consider scenario planning for different economic conditions—what would your recruitment needs and strategies look like in a booming economy versus a recession? 

 

Leveraging Partnerships 

 

Consider allocating budget for strategic partnerships that can amplify your recruitment efforts: 

 

  • Recruitment partners with specific industry expertise 
  • Driving schools for a pipeline of new talent 
  • Industry associations for networking and shared resources 

 

These partnerships can provide access to a wider talent pool and potentially reduce your overall recruitment costs. 

 

Balancing Technology and Human Interaction 

 

While technology can dramatically improve efficiency, the human element remains crucial in driver recruitment. Your budget should reflect a balance: 

 

  • Invest in technology for initial screening and matching 
  • Allocate resources for personal outreach to top candidates 
  • Ensure your recruiters have time for meaningful conversations with potential hires. A recruiter’s time should be spent on the most valuable part of the process, conducting the assessment and selection, not on administrative tasks.  

 

Finding the right balance can lead to more effective recruitment and higher-quality hires. 

 

Legal and Compliance Considerations 

 

Don’t overlook the importance of compliance in your budgeting: 

 

  • Allocate funds for thorough background checks and drug testing 
  • Stay updated on changing regulations and budget for any necessary adjustments to your processes 

 

Failing to comply with regulations can lead to significant costs and reputational damage, making this an essential part of your budget. 

 

Measuring Success and Adjusting Strategies 

 

Your recruitment budget should not be set in stone. Plan for regular reviews and adjustments based on performance: 

 

  • Identify key performance indicators (KPIs) aligned with your company’s goals 
  • Schedule quarterly budget reviews to assess performance against these KPIs 
  • Be prepared to reallocate funds based on what is working and what is not working  

 

This agile approach allows you to optimize your budget throughout the year, ensuring you’re getting the best return on your recruitment investment. 

 

The Strategic Imperative of Recruitment Budgeting 

 

As we look towards 2025, it’s clear that strategic driver recruitment budgeting is more than just a financial exercise—it’s a key differentiator in a highly competitive industry. By focusing on technology, balanced with the human element, and remaining flexible and data-driven, you can create a recruitment strategy that not only fills seats but builds a stable, satisfied driver workforce. 

 

The most successful companies in 2025 will be those that view driver recruitment not as a cost center, but as a strategic investment in their company’s future. By carefully allocating resources, leveraging technology, and continuously measuring and adjusting your approach, you can build a recruitment strategy that gives your company a significant competitive advantage. 

 

As you plan your 2025 recruitment budget, consider how each allocation can contribute to not just hiring drivers, but building a resilient, high-performing fleet. In doing so, you’re not just preparing for the challenges of 2025—you’re positioning your company for long-term success in an ever-evolving industry. 

 

Remember, in the world of trucking, your drivers are your most valuable asset. A well-planned, strategic approach to recruitment budgeting is one of the most important investments you can make in your company’s future. To win in this industry you always need to be recruiting, even when you are not hiring.  

 

Key Insights from our Latest Driver Happiness Report: What Every Trucking Company Should Know 

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 In the fast-paced world of the trucking industry, driver happiness can either be your company’s greatest asset or its biggest roadblock. At Drive My Way, we recognize the crucial role that driver satisfaction plays in keeping your business running smoothly. That’s why we put our expertise to work and conducted the 2023 CDL Truck Driver Job Happiness Report, reaching out to over 500 CDL drivers nationwide to gain a deeper understanding of what makes them happy in their careers and lives. 

 

Our recently released report is brimming with fascinating trends and key findings that every trucking company should have on their radar. By taking these insights to heart and proactively addressing them, you can boost driver retention, enhance your recruitment strategies, and keep your company moving forward in this competitive industry. So, buckle up and get ready to explore the world of driver happiness – your company’s success depends on it.  

 

Overall Driver Happiness Has Declined  

One of the most significant findings from our report is that overall driver happiness has dropped slightly since 2019. In 2023, only 51% of surveyed drivers reported being happy with their job, compared to 54% in 2019. This decline in happiness was more pronounced among younger and less experienced drivers, with those having less than eight years of experience reporting the biggest drop in satisfaction. 

 

This trend highlights the need for trucking companies to focus on driver satisfaction, particularly among newer and younger drivers.  

New Drivers Need More Support 

Our report also revealed that drivers with 1-2 years of experience reported significantly lower happiness levels than any other segment, with only 44% saying they were happy in their current role. Moreover, three out of four drivers in this group reported actively looking for other jobs. The primary reason for this dissatisfaction? A lack of information and support. 

 

Only 40% of drivers with 1-2 years of experience felt they had the information they needed to be successful in their roles. This finding underscores the importance of providing comprehensive training, ongoing support, and clear communication to new drivers, even after their initial orientation period. By investing in the success of new drivers, companies can improve retention and build a stronger, more loyal workforce. 

 

Happy Drivers Are More Likely to Stay and Refer Others 

Our report confirmed that driver happiness is closely linked to retention and referrals. Happy drivers are three times more likely to refer others to their employer than unhappy drivers, and they are also more likely to express a desire to stay with their company for the long term. 

 

However, our findings also revealed that even happy drivers are nearly twice as likely to look for a new job compared to 2019. This trend suggests that in today’s competitive job market, simply keeping drivers happy may not be enough to guarantee retention. Companies must go above and beyond to demonstrate their commitment to driver satisfaction and well-being, offering competitive compensation, benefits, and a positive work environment. 

 

Communication and Listening Are Key 

When asked about the one change their current employer could make to increase job happiness, drivers highlighted several factors, including better compensation, improved benefits, and more consistent work schedules. However, one factor stood out as particularly important for certain groups of drivers: better communication and listening from management. 

 

Our report found that female drivers and those with less than two years of experience were twice as likely to cite better communication and listening as the key to improving their job happiness. This finding emphasizes the need for trucking companies to prioritize open, transparent communication with their drivers, especially those who may be more vulnerable to dissatisfaction and turnover. 

 

Adapting to Driver Preferences in Recruitment 

In addition to insights on driver happiness, our report also shed light on how drivers prefer to learn about new job opportunities and communicate with recruiters. The top three sources for job information were general job boards (46%), online searches (42%), and word-of-mouth referrals from other drivers (33%). 

 

When it comes to communicating with recruiters, drivers expressed a preference for communication via email (32%), followed by phone (32%), face-to-face interactions (19%), and SMS (16%). These preferences varied somewhat based on factors such as age, gender, and years of experience, highlighting the importance of tailoring recruitment strategies to different driver segments. 

 

By understanding and adapting to these communication preferences, trucking companies can more effectively reach and engage potential hires, ultimately improving their recruitment efforts and attracting top talent to their organization. 

 

  

The 2023 CDL Truck Driver Job Happiness Report is your roadmap to navigating the complex world of driver satisfaction. By diving into these valuable insights and taking action to address the factors that contribute to driver happiness, you can create a work environment that not only supports your drivers but also fuels your company’s success. Imagine a future where your drivers are more content, your retention rates are sky-high, and your recruitment efforts are the envy of the industry. You can read the full report here: Full Report

 

At Drive My Way, we’re not just along for the ride – we’re here to help you steer your company towards a brighter future. By keeping our finger on the pulse of CDL drivers’ evolving needs and preferences, we work hand in hand with trucking companies like yours to build a stronger, more resilient industry that benefits everyone involved.  

How to Differentiate as a Smaller Carrier

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Small businesses are the backbone of America and that goes for small freight carriers too. The trucking industry has become highly competitive, but that doesn’t mean there isn’t room for a small freight carrier to stand out against the big, corporate companies. In fact, smaller carriers have some unique capabilities that actually make them more attractive to handle certain shipping needs over a larger carrier.   

There are thousands of freight carriers throughout the U.S. As of April 2023, the American Trucking Associations (ATA) estimated that there are at least 750,000 active motor carriers that own or lease at least one tractor in the U.S. and 72.6% of the nation’s freight by weight is moved by trucks. With those statistics in mind, there is a lot of business available for both large and small carriers alike, depending on the shipping need.  

Unlike large carriers, small freight carriers offer some unique benefits making them a versatile option for companies looking to diversify their logistics options. Large carriers often boast the most equipment and biggest crew, but this also means their routes are often very tight and they prefer to pick up a new load as soon as one is dropped off. This lack of flexibility may not work for every company, which is where a small freight carrier can become a huge asset.  

To best differentiate yourself as a small freight carrier, it is important to realize that smaller carriers can fulfill key needs including being able to travel to smaller, more niche areas that larger carriers do not service. Small freight carriers can also add more flexibility to dense markets, as well as add support to a shipper’s base, increasing capacity and shortening lead time.  

Small freight carriers can set themselves up for success by ensuring that they have a solid team in place and creating a brand that companies want to hire for their shipping needs. Some ways to do this include:  

Recruiting and Retaining Top Talent: Running a successful freight carrier and standing out against the competition always involves having a solid team of drivers who exceed expectations. These days, carriers must not only hone their recruiting techniques to continually bring in new and experienced talent, but they must have programs and incentives in place to retain drivers and build a solid team.  

Fostering Good Relationships: To stand out against all the many carriers in the industry, you have to create a face for your brand and foster good relationships with your clients and employees alike. Successful brands have a strong social media presence, create mentoring programs for drivers, and stay in constant communication to ensure all client and employee needs are met.  

Refining Marketing and Hiring Practices: Ultimately, the best way to build your brand and differentiate your company from others in the industry is to refine your marketing and hiring practices. By showing consistency in all company messaging, you can build trust, give your company a recognizable face, and foster relationships with clients and employees that will last for years to come.  

At Drive My Way, we are dedicated to keeping carriers of all shapes and sizes informed about the best recruitment, marketing, and employment trends in the trucking industry.  

The Benefits of Hiring International Drivers

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What would you do to have access to hundreds of drivers, each with over 10 years of experience? 

 

That’s the question Chad Hendricks, President of Experienced Associates and host of the Recruit and Retain podcast, often asks recruiters before sharing with them the benefits of hiring international drivers. 

Programs such as Experienced Associates, which is based in Green Bay, WI, but partners with drivers in South Africa, offers an opportunity for American companies to create a diversified talent pipeline while providing international drivers a path towards U.S. citizenship. Keep reading to find out why international truck drivers could be the solution to your recruiting and retention problems.  

 

“The True OTR Driver That We’re All Looking For” 

In today’s market, it can be difficult to overcome high turnover rates, insurance company requirements, and the growing trend of drivers preferring local jobs. For Hendricks, international drivers bridge these gaps while benefiting everyone involved.  

 

“What we mean by experienced drivers is that these kinds of drivers have diesel in the blood,” says Hendricks. “They’ve been in this industry for a long time. They know what it means to work hard in transportation and that they could be on the road for weeks at a time. The true OTR driver that we’re all looking for.”  

 

Every international driver partnering with Experienced Associates must have at least a decade of trucking experience, a U.S. CDL, and conversational fluency at reading, writing, and speaking English. They also sign on for a minimum of three years of employment, although the position can be terminated at any time by the employer. The incentive of receiving a Visa through sponsorship assures that these drivers are committed, hard working, and vested in seeing the contract completed. 

 

Guaranteed Results 

Initially launched as a pilot program in collaboration with Schneider National, the immediate success of the partnership led to the development of Experienced Associates in 2018.  Co-founder Rob Peacock’s past experience as CEO of a company that assisted non-U.S. citizens with receiving educational training in the U.S. while driving for American companies proved key to Experienced Associate’s commitment to find quality drivers who are a right fit for U.S. carriers.  

 

Based in Johannesburg, South Africa, Peacock is able to administer an extensive vetting process for every driver recruited, which includes criminal background checks, hair follicle drug testing, and English language screening. Peacock’s team even handles compiling driver portfolios, which are presented to U.S. recruiters to make the final selection.  

 

Another component key to the success of programs like these is the varied experience of the drivers.  Being able to select from a large pool of candidates with a wide range of skills ensures that there is always a driver for the job, whether it requires experience hauling flatbed loads, hazardous materials, team driving, or more.  

 

“This is the first time I’ve felt that I could actually guarantee results,” says Hendricks. “I could guarantee experienced drivers, guarantee profitability and return on investment. These drivers weren’t quitting and causing hire turnover, and the hiring process became like a pipeline. It was predictable, and all the costs were known. To me, it felt like a dream come true.” 

 

Although some recruiters in the U.S. might be hesitant to offer positions to international drivers, companies like Experienced Associates design these programs with that in mind. Instead of disrupting the recruiting process, these opportunities fill gaps that could otherwise affect the economy, driver and freight shortages.  

 

Investing in innovation is more necessary than ever in today’s highly competitive market, and hiring experienced, international drivers is a surefire way to meet your recruiting and retention goals while fueling growth in your company.  

 

If you’re looking for more information on Experienced Associates or the work being done by Chad Hendricks and Rob Peacock, be sure to check out Hendricks’ Recruit and Retain podcast episode where the two discuss the benefits of hiring international drivers.  

 

Here at Drive My Way, we love to learn about innovative recruiting strategies and how to stay ahead of the curve. If you have recruiting advice, or you’re looking to learn more about our mission, check out our social media today!  

 

Truck Driver Recruiting: Then vs. Now

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The trucking industry has been essential to the US economy for nearly a century, which means that drivers, recruiters, and industry experts have seen many trends come and go over the years. This is why with advancements in technology, new legislation, and a vacillating economy, it’s more important than ever to stay up to date on modern recruiting tips and tactics.  

 

When exploring current industry trends, it’s helpful to understand past practices to gain a better perspective on the future direction of driver recruiting. Here at Drive My Way, we’ve researched how the trucking industry and recruiting strategies have changed over time. Keep reading to find out more about the past, present, and future of recruiting and retaining quality drivers.  

 

The ‘Golden Age of Trucking’ 

Although commercial drivers have been responsible for transporting the majority of US freight since the early 1920s, there have been many changes over the years that have affected the challenges and benefits of working in this industry. These changes have in turn affected recruiters’ ability to attract and retain top talent.  

 

The industry saw a very rapid rise from initial developments in the early twentieth century to wide scale support from national organizations and the US government throughout the 1960s and 70s. Truckers making the journey from New York to LA became commonplace in these decades, especially following the development of organizations like the Federated Trucking Association of America and the American Highway Freight Association. At the same time, new truck stops began to appear across the country, making life easier for OTR drivers.  

 

The 1970s are sometimes referred to as the ‘Golden Age of Trucking’ due to drivers’ successful participation in unions and strikes protesting the rising fuel costs during the energy crises of 1973 and 1979. This decade saw a major increase in truck driver salaries, which led to an influx of new and younger drivers. The unionization of truck drivers resulted in Department of Transportation (DOT) regulations that improved the work life and safety of commercial drivers. And the popularity of  movies like Smokey and the Bandit didn’t hurt truck drivers’ reputation either!  

 

The Roots of Today’s Driver Shortage 

The 1980s, however, saw the trucking workforce to become de-unionized, which resulted in wages being cut nearly in half. These effects are still being felt today, as low salaries and insufficient benefits are often the number one cause for driver turnover. In the decades since, recruiters have had to work harder to come up with creative strategies to find and recruit top talent and incentivize them to stay.  

 

For a long time, recruiters looked mostly to truck driving schools as their sourcing pool for candidates. This often led to companies sponsoring these schools to create a direct pipeline. In recent years, digital recruiting strategies and changing driver preferences have created a unique array of channels for recruiters to utilize. 

 

“The evolution of driver recruiting over the last decade has not been subtle,” said Lance Pshigoda, VP of Sales at Drive My Way. “Organizations who have not embraced technological advancements that address time-to-hire analytics, driver processing speed, and industry specific onboarding platforms are struggling not just to remain competitive, but to survive.”  

 

Recruiting Today 

Nowadays, social media is the fastest growing channel for recruiters. Professional social networks like LinkedIn, digital job board sites like ZipRecruiter and Indeed, and casual networks like Facebook have changed how recruiters reach out to and build relationships with potential drivers. Utilizing social media is especially important to reach younger drivers, as the average age of a professional truck driver in 2023 is over 40 years old, which represents 72% of the professional truck driver population, according to Zippia.  

 

“Driver retention is as important, if not more important, than hiring in today’s environment given the investment costs associated with sourcing applicants.  Targeting a younger generation of the driver population cannot be accomplished by simply upping signing bonuses and offering new equipment to drive,” said Pshigoda.  

 

“Today’s emerging driver population wants to know they have a career trajectory, and an organization that is invested in their individual success.  That they are partners in the company’s success rather than employees easily disposed. A clear, expedited hiring and retention plan outlined for both the driver and the organization employing them ensures longevity and the successful venture of the partnership.” 

 

Recruiters trying to encourage diversity in the drivers they hire and retain are also implementing strategies like referrals, internships, and driver mentor programs. These advancements support drivers who are underrepresented in industry settings, such as women and people of color. Diversifying your recruiting pool and supporting new hires with modern strategies are important steps to stay ahead of the curve in a competitive market.  

 

Over the years, there have been many changes to the trucking industry that have affected how recruiters find and retain top talent. In today’s world, it’s essential to stay up to date on modern strategies and leave room in your recruiting budget to try innovative solutions. Looking at past trends can be helpful in understanding what drivers are looking for now and how they search for jobs in today’s market. 

 

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting, or reach out to us on social media!  

How to Recruit Truck Drivers in 2023

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Recruiting and retaining quality truck drivers is one of the biggest priorities for companies across the country in 2023. As one of the largest occupations in the United States, companies are always looking for new ways to hire. The question is, how do you recruit truck drivers, while simultaneously increasing your retention rate? The answer is to get creative and stand out from your competitors.  

What Are Truck Drivers Looking for in Their Next Job?  

With so many options available, truck drivers are making careful considerations before they accept a job offer. Trucking is one of the toughest jobs out there and drivers want to make sure the company they work for aligns with their career goals and personal needs. Some of the most common benefits that drivers look for include:  

  • Fair Pay 
  • Consistent / predictable home time 
  • Health Insurance 
  • Retirement Options 
  • Versatile Schedule & Paid Time Off 
  • Ongoing Training & Development  

When deciding how to recruit truck drivers to your team, you will want to ensure that you offer a comprehensive benefits package that is appealing to drivers in all stages of life, including those who are single, married, have children, etc. Offering competitive pay, bonuses, and regular raises is also key in attracting and retaining drivers. Ultimately, each driver you hire is going to have unique needs, so working with each person to understand what he/she wants during the recruitment and hiring process is also important.  

Who Are Your Potential Candidates?  

When companies consult with us about how to recruit truck drivers, we always want to make sure we help them identify the type of candidates they are looking for to fill their open positions.  

  • How much experience would you prefer they have? 
  • What are the routes you need filled?  
  • What can a driver expect in terms of pay, perks, and benefits? 
  • Do their values and work ethic match the company’s mission?  
  • Do you need drivers interested in team jobs?  

It is also important to remember that the demographics for truck drivers have evolved in recent years and your top candidates may not be the same as they were ten, or even five, years ago. The United States Census Bureau states that, “Among younger truckers under age 35, more of them are women, Hispanic and more educated than their older counterparts age 55 and older. They are more likely to be high school graduates and have some college education.” With that said, old recruiting tactics may no longer apply in trying to connect with a younger demographic or with women entering the trucking industry.   

Millennials 

A key demographic that is emerging with truck drivers is Millennials. This age group ranges from 27-42 and were born in, or after, 1981. This age group is less than the median age of truck drivers, which sits at 46, but offers potential for companies looking to recruit new talent. Truck drivers in this age range are looking for positions that will fit well with their lifestyle including benefits packages, flexible schedules, opportunities for advancement, positive work culture, and community. Recruiting a younger demographic requires creativity and willingness to foster an online presence on social media.  

Women 

“The percentage of professional drivers who are female has increased to 13.7 percent in 2022, an increase of more than three percent since 2019,” according to the Women in Trucking Association (WIT). With this substantial increase, companies must be more cognizant of the female demographic and what it will take to recruit female drivers to their teams. WIT offers a couple strategies to help recruit and retain drivers including broadening the talent search to include underrepresented demographics, including the female demographic, as well as offering opportunities and benefits that would resonate with female drivers.  

By recognizing the unique capabilities of different demographics, you can diversify your candidate pool and recruit talent from across the board.  

A Few Things to Avoid During Recruitment  

According to the U.S. Bureau of Labor Statistics, “between 1995 and 2017, the annual turnover rate at large TL carriers averaged 94.0 percent and that at small TL carriers averaged 79.2 percent.” This alarming statistic shows that recruiting new employees is more than just onboarding; it is an ongoing relationship that must be fostered to be mutually beneficial for company and employee.  

Recruiters can follow all the best tips out there when it comes to finding top truck drivers to join their teams, but certain mistakes can end up costing even the most experienced recruiters a new hire at present, or later down the road, if an employee feels unhappy with his/her position. During the recruitment and onboarding process it is vital to remember: 

  • Communication is Key: From the first interaction to successfully onboarding a new driver, communication is the foundation of a successful relationship. People feel valued when they feel that employers are keeping them updated on where they are at in the hiring process and have a support system once they accept an offer. Even after onboarding, touching base with your recruits and asking for their feedback, goes a long way in establishing loyalty and increasing retention.  
  • Hire More Than the Stereotypical Truck Driver: As discussed earlier, the demographics for new drivers entering the market are very different than they used to be, so it’s important to keep an open mind when it comes to reviewing resumes and interviewing candidates. Don’t rely on referrals alone, consider the benefits of hiring younger drivers, female drivers, and even new drivers, especially for team jobs.  
  • Make It Personal: Drivers want to feel that they have a connection to your company, so offering personalized feedback is a nice touch during the recruitment process. Company-wide, it is also important to create a culture that makes each employee feel valued and that there is a community atmosphere.  

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting. We look forward to helping you recruit and hire for your team! 

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

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Recruiting truck drivers can be tricky. With the ongoing driver and freight shortages, coupled with evolving hiring practices industry wide, it is important to have clear standards and policies that follow realistic and measurable recruiting goals.  

 

Every company has different hiring practices depending on fleet size and capability, so setting realistic recruiting goals is an important step for your company to find top talent who are the right fit for the job. Keep reading to find out Drive My Way’s 5 tips to set realistic recruiting goals that will take you from hiring to onboarding in no time.  

 

Understand and Define the Need 

How many drivers do you need? Do you know which drivers are necessary for each market? These are important questions to ask yourself when setting foundational goals in recruiting. If you set goals regarding how many drivers you need and the necessary qualifications, you will be able to assess if your sourcing strategy will provide enough candidates that fit the criteria needed for your company. This is why it is essential to know where potential candidates are looking for jobs or industry updates.  

 

It’s also important to understand why the opening exists to be able to create hiring goals. If a driver is retiring, how far in advance should you be looking for a replacement? If you’re anticipating growth within your company, how should this reflect in your hiring practices? Defining your company’s demand is an important step to creating specific and attainable recruiting goals.  

 

Set Goals on a Timeline 

Setting goals is a key part of working ahead of time and being prepared. The hiring process can take a lot longer than you anticipate. Background checks and drug clearing house processing alone can add days or weeks. Allotting extra time and being flexible when creating will help you remain on track and still be able to measure your success.  

 

Even with goals set, you should still start ahead. Strike up connections with potential candidates, even if the time isn’t right yet. You’ll thank yourself later for being proactive now, by networking with drivers who could be a fit down the road.  

 

Establish Clearly Defined Minimum Qualifications  

Save yourself time and money by setting recruiting standards specific to your company. Well defined hiring criteria will ensure that every candidate meets the basic requirements, so you can spend more time with these candidates to eventually find the perfect match. It’s also important to be up front about your minimum qualifications. For example, if your company requires hair-follicle drug testing and you mention this on the job posting, candidates may self-select out and save you both in the long term. 

 

You also can’t have unrealistic expectations for applicants. You might prefer drivers to fill out an extensive application, but in today’s competitive market, drivers tend to not fully complete applications until all their questions have been answered. Be sure to make job listings mobile-friendly, and don’t be afraid to reach out to candidates with partially completed applications or you could lose top talent by setting unattainable goals.  

 

Provide Goals with Incentives for Recruiters 

Providing recruiters with incentives is a smart move to encourage high hiring rates and team morale while achieving your recruitment goals. When doing this, it is also important to make sure to have goals measuring quality metrics and not just hiring volume.  

 

As potential candidates progress through the phases of the hiring process (sourcing, screening, interview and selection, background check, offer and acceptance, orientation and training), it is important to measure your conversion rates through each of these phases to ensure efficient and effective practices. Providing incentives for recruiters successfully bringing candidates through this process will help you achieve your goals while keeping your team invested in the company.  

 

Set Goals From Recruiting to Orientation  

You have to look at the total candidate experience. As a recruiter, the job isn’t finished until the driver has officially started, and retention is a key measurement of recruiter success. To improve retention rates, hold the recruiter accountable for not just hiring the driver, but also for retaining them. By setting goals and providing incentives along each stage of the hiring process, your recruiters will ensure that they will create an open channel of communication with the candidate that should exist even after they’ve been hired. 

 

Metrics like volume of candidates attending an orientation, the speed of the process, and the amount of support they receive along the way are important markers to monitor and adjust when creating recruitment strategies.  

  

Setting goals for driver recruitment can help you achieve the results your company is looking for, but it’s important to keep one more thing in mind. Every step of the recruitment process should be measurable and able to be evaluated at any time. This means that recruiters should do a good job at marking where candidates are in the process, and management should organize and remain up to date on qualitative and quantitative results.  

 

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

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.  

How Truckers Against Trafficking is Making a Difference

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Truckers Against Trafficking

What is Truckers Against Trafficking?

Founded in 2009, Truckers Against Trafficking (TAT) has quickly become a powerful force in the fight against human trafficking. Collaborating with trucking industry associations, motor carriers, government transportation agencies, law enforcement agencies such as the FBI, and even truck stops and travel plazas, TAT has trained over 730,351 drivers and personnel to identify and report instances of human trafficking. Their efforts have resulted in over 2,250 calls to the national trafficking hotline by truck drivers alone, leading to the identification of 612 human trafficking cases and the rescue of 1,133 victims.

Truckers Against Trafficking knows that trucking and busing professionals play a critical role in the fight against human trafficking. As the guardians of our nation’s highways, you possess a unique vantage point to root out traffickers who exploit our transportation infrastructure for their own selfish purposes. By partnering with TAT, you become an invaluable asset in the fight against this atrocity.

Truckers Against Trafficking has spread its wings and taught members of state trucking associations to be vigilant in identifying and reporting cases of human trafficking. Today, all 50 state associations have received training—up from just eight a few years ago. This powerful network of truckers, bus lines, and major airlines provides a watchful eye, ensuring that human traffickers have nowhere to hide. In addition, some bus lines and airlines now offer travel vouchers to survivors of human trafficking to ensure their safe return home. This growing network of eyes and ears makes our roads safer for everyone.

Truckers Against Trafficking has formed partnerships with numerous companies in the transportation industry to raise awareness about the signs of human trafficking. Bridgestone, for example, is a proud partner of TAT and has integrated anti-trafficking training into regular driver safety meetings. The salesforce has also been educated on what to look out for when on the road. By working together, these companies and TAT are making a tangible difference in the fight against this heinous crime.

There is a Hotline For Reporting Human Trafficking

Before the establishment of Truckers Against Trafficking (TAT), truckers only reported sporadic tips about human trafficking. However, with TAT’s efforts, there has been a significant increase in calls to the National Human Trafficking Hotline at (888) 373-7888, with the option to also text 233733. In 2017, TAT reported that nearly half of the cases generated by truckers’ calls involved minors. TAT’s collaboration with the trucking industry and law enforcement agencies has made a tangible difference in the fight against human trafficking.

Available Resources for Education/Training about Human Trafficking

Truckers Against Trafficking offers free training materials such as a training DVD, wallet cards, and window decals to educate and train individuals and organizations on how to identify and report human trafficking. Show the training DVD to your staff and provide them with wallet cards to spread awareness. You can also give the wallet cards and training DVD to carriers when they come to your office. Once you have trained your staff, you can register as an officially trained organization/department with Truckers Against Trafficking and become an invaluable asset in the fight against human trafficking. Contact truckers@gmail.com to receive your free training materials today. 

Other Ways to Help

Stay vigilant for any suspicious activity and report any potential instances of trafficking. Keep an eye out for young girls or boys loitering around truck stops or entering and exiting trucks. Be attentive to the conversation on the CB radio, and be on the lookout for code words such as “lot lizard” or “Commercial Company,” or any cryptic descriptions of a child, rates, or sex acts. It’s crucial to report any indicators of trafficking, no matter how seemingly insignificant they may appear, to the tip lines. Educate yourself about the issue by ordering Renting Lacy: A Story of America’s Prostituted Children, a gripping account that exposes the dark underworld of the trafficking industry through the stories of those who live there. Available in paperback, e-book, and audio book formats, so you can listen on the road.

Of course, there’s still more work to do. Companies in every industry can join the fight. Police departments don’t have the resources or manpower to end human trafficking on their own. And they shouldn’t have to. We all use our nation’s roadways. Whether we’re individuals, small businesses or large corporations, we have a responsibility to educate ourselves about this national epidemic—and do our part to help end it!

Sources:

“How Truckers Can Stop Human Trafficking”, American Trucker, Nov.1, 2017.

“More States Signing on to Enlist Truckers Against Human Trafficking”, Trucking Truth, June 24, 2019.

Advantages of Truck Driving Jobs for Veterans

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truck driving jobs for veterans

The Benefits of Truck Driving Jobs for Military Veterans

Trucking jobs offer a host of advantages, particularly for military veterans seeking flexibility with their hours. After serving their country, many veteran truck drivers can relish weekends, nights, or days off to spend quality time with their loved ones. What’s more, some drivers can take their family or pets along for the ride, which is especially thrilling for kids.

Apart from spending time with family, trucking jobs for military veterans enable drivers to explore some of the most stunning parts of the country, including snow-capped mountains, major cities, and the iconic Iowa 80 mega truck stop.

CDL jobs are an excellent choice for veterans as they typically offer good salaries, sign-on bonuses, job security, and various other benefits. Moreover, they provide ample opportunities for career advancement. Among the many job options available to veterans after their military service, CDL jobs are one of the best for both them and their families.

In addition to the undeniable benefits of a career in truck driving for veterans, there is another crucial aspect to consider. The transportation of goods across the country is an essential aspect of our economy. Without truck drivers, this would not be possible. Much like our nation depends on the military for security and protection, we also depend on truck drivers to keep our economy thriving. It is gratifying to know that you play a crucial role in the functioning of this entire country.

Why Veterans Should Consider a Truck Driving Career

Military veterans have a natural edge when it comes to truck driving careers. The skills learned in the military, across various branches and roles, can be effortlessly applied to truck driving. With a successful military career, you most likely already have the traits that make for a great commercial truck driver. Don’t be surprised to realize how much potential you have in this line of work.

Work Environment

Truck driving careers offer a unique blend of independence and camaraderie. Drivers enjoy the freedom to choose their own hours and income while also being supported by their carrier and a tight-knit community of fellow drivers. With the potential for high earnings, a career in truck driving is an attractive option for veterans seeking a fulfilling and flexible career path.

Skills and Requirements

Truck driving demands a thorough understanding and adherence to rigid government safety regulations and company policies, which include mandatory rest periods and defensive driving practices. Adhering to these guidelines is essential for truck drivers to enjoy a long, prosperous career. Most veterans already possess the fundamental skills that trucking companies seek during intensive training and field experience, such as situational awareness, dependability, leadership, management, and teamwork. Furthermore, disciplined and committed military veterans won’t have any trouble acquiring specific driving skills through CDL training and driver orientation.

Waive the skills test!

Veterans with significant military driving experience may be eligible for a skills test waiver, and those with a CDL from their time in the military can start their driving career with a higher pay rate.

Job Security

Veterans seeking job security, a steady income, and retirement options should consider a truck driving career. Your talents are in high demand. It’s an excellent career transition option for retired veterans with the added benefit of company benefits.

The trucking industry needs skilled and dedicated drivers. Fortunately, military veterans possess the qualities and capabilities that make them ideal candidates for a successful career in truck driving. With the added benefits and support available to veterans, this path offers a promising and fulfilling option for those seeking a new direction.

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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