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text recruitment

Text messaging is here to stay as a powerful recruitment tool. With the digital transformation in hiring that is underway, text recruitment isn’t a miracle solution, but it is something you can incorporate into your driver recruitment strategy to improve your recruitment funnel. Text messages are fundamental in recruiting and it is one of the best ways to attract drivers from untapped demographics to your fleet.

1. Make It Personal

Text recruitment does not mean turning drivers into faceless numbers. As with any effective recruiting strategy, text messages work well when they are personal. Avoid bulk texting and build a relationship with the driver before doing so. An overused bulk text is a good way to end up on a blocked list. Each conversation should start with a message that addresses the driver by name. Crafting personal messages can be very time-consuming, so standardize messages where you can. Consider drafting templates that can be customized with driver names and positions, but make sure to keep confidential information out of text messages. Templates also convey consistency and professionalism regardless of who sends the message. 

As with any effective recruiting strategy, text messages work well when they are personal.

At each stage in your recruitment efforts, think of how the driver is experiencing the process. First impressions are very important, so allow drivers to opt-in as a sign of respect for their time and preferences. Unfortunately, text recruitment can be easily abused, so always give the driver the option to opt-out of messages. Then, make sure you have a solution in place to ensure that the driver won’t get texted again until they opt back in. At each stage, ask yourself, “How would the driver describe this experience to another driver or friend?”

2. Get the Timing Right

One of the reasons texting is so effective is that it can be done at any time. That means that drivers can take a moment when they’re waiting at the shipper or starting their break to read or send a quick text. That does mean that the responsibility is on companies to be available when drivers are ready to talk. Text recruitment is most successful when you’re quicker than competing companies. Recruiters must be very responsive and have a quick turnaround time to be effective. 

Another trick to getting a positive response? Keep the message short. It’s tempting to tell drivers everything they need in one message, but that’s not an effective strategy. Text recruitment is about efficiently building the top of your funnel so that you can engage with drivers more deeply going forward.

3. The Follow-Up

Once you’ve made the initial contact with driver candidates, follow-up at regular intervals. If you haven’t heard from drivers after a few days, reach out again with a second touch. Similarly, be ready to pick up the phone. Many drivers still like to hear from recruiters by phone, and a call is a great follow-up to your text recruitment strategy. That said, stay away from using a personal phone number. All communication should go through phones that are strictly for professional use. If you don’t hear from drivers after several points of contact, it’s appropriate to send a final text message to close the loop. Here are a few sample templates:

After Driver Expresses Interest: 

Hi [Driver Name], it’s [Your Name] from [Company]. We saw your interest in [Job Title]. We offer [Pay, Home Time, or Benefits] and are excited to get in touch. Text or call me at [Phone Number] or finish your application at [Website]. Thanks!
YES if interested  
NO if not
END opt out all msgs

Qualifying Candidates: 

Hi [Driver Name], we saw your application for [Job Title]. I’d like to talk a little more by phone or text message. When is a good time?
—[Your Name], Recruiter at [Company]

Closing the Loop: 

Hi [Driver Name], are you still interested in driving with [Company]? If so, I’d love to hear from you. You can also find open jobs at [Website].
—[Your Name], Recruiter at [Company]

4. Maintain a Unified Tracking System

In a strong text recruitment campaign, clear organization is essential. You will likely have multiple people managing the text campaign, and there will be countless drivers to keep track of. Use a digital tracking system to document your text messages and what stage of the recruitment pipeline each driver is in. A unified tracking system will also ensure that you don’t send duplicate messages to the same driver. You will know exactly what information has been shared with each driver. 

A unified tracking system should also track other forms of communication with each driver. Texting can be an effective recruitment tool, but it shouldn’t be the only or even necessarily the primary tool. Integrate texting with other forms of communication. A blended approach that includes calls, emails, and texts is an effective strategy.

5. Work Toward In-Person Communication

Text recruitment campaigns are an excellent way to expand your driver candidate pool, but don’t lose sight of the end goal. Ultimately, the goal is to increase interviews that lead to driver hires.

Texting is an efficient way to handle the logistics leading up to an interview, but it shouldn’t feel impersonal.

Each text message helps set a foundation for future conversations. Building meaningful relationships with potential driver candidates is at the core of an effective text recruitment strategy.

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

pet friendly trucking companyBeing a pet friendly trucking company is more than just a perk for some drivers. Offering a pet rider program strengthens company culture, retention, and recruiting. Ultimately, pet programs are about driver satisfaction and happiness and should be considered part of an overarching retention strategy. With strong marketing that displays a positive company culture, pet programs can also bolster driver recruitment efforts. 

Driver Happiness Improves Driver Retention

Fundamentally, pet and rider programs are about driver happiness which directly influences driver retention. According to our Drive My Way Driver Happiness and Retention Survey, drivers who are unhappy at their jobs are more than 60% more likely to have job searched in the past 3 months. Unhappy drivers also report being unwilling to recommend their company to other drivers and do not want to work at their company for a long time. In contrast, the majority of drivers who are happy rarely think about looking for a new job and would recommend their company to other drivers.

Company drivers indicate that company culture is the second most important factor that drivers are attracted to their company. Being a pet friendly trucking company is only one small piece of company culture, but for some drivers, it makes a big difference. Offering a pet program is a great way to boost driver happiness, continue building a positive company culture, and increase driver retention.

Pets Improve Driver Happiness

As any pet owner knows, pets make our lives better in countless ways. Studies have shown that pet owners are less likely to suffer from depression, have lower blood pressure in stressful situations, and lower cholesterol. For truck drivers, the benefits of a pet while on the road are even greater. Some truck drivers struggle to maintain their health. Having a pet that needs regular exercise encourages drivers to regularly get out of their truck, stretch, and walk around. In addition, pets can reduce depression among drivers who spend long periods of time away from home. They fill our need for human touch and give companionship during long stretches away from loved ones.

We spoke with Sydney Abernathy, Director of Recruiting at Super T Transport. She shared her perspective on the benefits of being a pet friendly trucking company.

“We have a pet policy to attract and retain drivers and the benefit is increased wellness in our drivers. A pet can promote wellness for a driver with increased activity, reduced stress and anxiety, and by filling a need for companionship  Driver wellness is one of the biggest challenges a driver faces on the road. If you consider a pet policy part of your driver wellness program it is easy to see the return of the policy on your bottom line.”

Establishing A Successful Pet Program

woman and dogOffering a pet program is a great way to boost driver happiness and retention, and there are several best practices that will make your program successful. First, consider the guidelines you will share with drivers. It’s reasonable and recommended to include some restrictions on the type of pet or size of the animal to reduce the likelihood of equipment damage. Weights limits that allow pets up to either 30lbs or 60lbs are common among top carriers. Similarly, some fleets encourage drivers to stick to either cats and dogs and allow petitions for other pet requests.

Top carriers including JB Hunt, Knight, and Crete are known for allowing pets on the road and are a great model for implementing a successful pet program.

Communicating With Drivers

Whether you are starting a new pet program from scratch or revising an existing program, communication is key to success. Give clear expectations about cab cleanliness and communicate these from the start. Additionally, set concrete repercussions for not meeting those standards. For additional protection, some companies ask for a deposit to cover any potential damages. If you implement a deposit requirement, make sure the cost of the deposit is not prohibitive. An exorbitant deposit amount breeds resentment because you are then only offering a pet program in name.

Once you have established the basic guidelines for a pet program, help drivers take care of their pets on the road. Ultimately, a healthy, happy pet is a better companion and is less likely to damage equipment. 

Here are a few simple tips:

  • Encourage drivers to take their pet for a vet check before going OTR. 
  • Let pets get familiar with the space before drivers are far from home.
  • Drivers should be aware of any dangerous chemicals or work sites and keep pets out of harm’s way.
  • Remind drivers to prepare food, water, a waste plan, and an exercise plan before they hit the road.
  • Offer resources for drivers to be successful and safe with a pet on the road.

Marketing Yourself as a Pet Friendly Trucking Company

bulldog in semi truck

Good marketing transforms pet programs into a recruitment tool in addition to a retention asset. Consider advertising yourself as a pet friendly trucking company in everything from general ads to specific job descriptions. Position your pet program as part of driver care and a positive company culture. Having a pet program is unlikely to attract drivers if the rest of the job is not competitive. That said, if you have a compelling job offer, being a pet friendly trucking company may give you the edge over your competitors.

Communication is crucial in recruitment conversations, so be open upfront about the structure of your program and any restrictions. Drivers will appreciate the clarity and the drivers who are a good fit for the position will stay engaged.

Being a pet friendly trucking company benefits company culture, retention, and recruiting. Pets increase driver happiness, and that decreases turnover. Pet programs are a great way to attract quality drivers while supporting the physical and mental well-being of your fleet.

driver happiness and retention survey

FREE SURVEY REPORT

Driver Lifestyle & Job Happiness Survey

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

Get the Results

hiring dump truck drivers

It’s tempting to use a universal recruitment strategy across all of your unfilled driving positions. Avoid the trap! That’s not the most effective strategy if your goal is to recruit for retention. While dump truck drivers may have a lot in common with other truckers, there are also key differences. Honing in on those unique needs and preferences will help set your recruiting strategy apart. When you are hiring dump truck drivers, there are a few specific job components that are essential to mention to candidates. 

1. Home Time

Home time is always a top concern for drivers. Dump truck drivers are no exception. Not only that, but some dump truck drivers may have sacrificed higher pay for increased home time. With that in mind, make sure that drivers get the details they need. There are two key questions to answer. The first is, “How often can drivers expect to be home?” The second is, “Is the schedule consistent?” Drivers may have additional questions, but these two questions should be addressed upfront. 

How To Talk About It

Chances are, dump truck drivers are looking for regional or local jobs for a reason. If drivers share that they have a family or other specific motivations for staying close to home, incorporate that into the conversation. Talking to a driver with a family with young kids? Highlight time for attending their little league game or birthday parties. When possible, make it personal.

2. Compensation

Compensation is central to every hiring conversation. At a minimum, drivers want to know how much they can expect in pay and how that pay is determined. For dump truck drivers, clarify whether their pay is hourly, load-based, or determined based on other criteria. If you offer opportunities for drivers to increase their salaries based on performance or longevity, make sure to mention it. Similarly, include bonuses and incentive programs as part of the total compensation. That said, all the bonuses in the world won’t make up for low pay. To attract drivers, the total compensation should be at or above the industry average for your region.

How To Talk About It

Talk about the highlights, and make sure to present this as a total compensation package, not just salary when hiring dump truck drivers. There’s no solution for a lousy salary, but you can create a more holistic picture of your job offering if the pay doesn’t tell the whole story. After you’ve spoken, give drivers plenty of opportunities for questions.

3. Route & Level of Touch

Since dump truck drivers can be residential or commercial, it’s important to clarify the expected route when hiring dump truck drivers. This should also be in the job description, so this information won’t be new for drivers. That said, it’s always helpful to make sure that drivers are crystal clear on the position expectations.  This is not an easy job, and drivers should be prepared. Drivers also need to know the type of work environment they will be in. For example, if drivers will be working on a construction site, drivers should know that before they start. 

Drivers should be crystal clear on position expectations. That includes work environment, route, and level of touch among other job elements.

Similarly, make sure to include the level of touch in all hiring conversations. Driving a dump truck can be a very physical job, and that needs to be communicated to drivers. That said, don’t assume that a high level of touch is necessarily a bad thing for all drivers. 

How To Talk About It

Emphasize whether the job is typically the same routes or if drivers are frequently going new places. Some drivers prefer consistency while others find it monotonous. When talking about the level of touch, try not to make too many assumptions. Keep a positive tone and state the level of touch as a fact. Anticipating concerns could create problems where there otherwise would not have been any. By focusing on clarity upfront, you’ll find a driver who is a good fit for your job.

4. Schedule

As with home time, schedule is often very important for dump truck drivers. For some drivers, a better and more consistent schedule could be their reason for job searching. In the recruitment or hiring conversation be prepared to share specific details. For example, are there typical start and times? Do drivers have consistent days off? Will drivers work weekends or holidays? Are there other key scheduling details that might not be obvious to drivers? Include those details early in your conversation.

How To Talk About It

Workplace happiness is often about meeting expectations. With that in mind, try to set clear expectations about the schedule from the start. It might be counterintuitive, but that is especially important for any details that drivers might not like. When talking with a candidate, give as much detail as possible without over-promising. Then, drivers know what you are looking for, but they won’t have the overinflated expectations that can lead to high turnover.

5. Equipment

Operating a dump truck often requires manual labor from the driver. Unsurprisingly, that makes good equipment a top priority. Many drivers know what they’re getting into, and they are invested in having the right equipment to get the job done safely and efficiently. When you talk with drivers, make sure to communicate if you use roll off trucks, hooklift trucks, or something else. If you have specific expectations around skills drivers need to have, let them know. Similarly, if you are willing to train drivers on the job, share that too. 

How to Talk About It

Because equipment is so important in this role, make sure the details are shared in the job description as well as in recruitment conversations. Drivers will want to know the make, model, and year, so be prepared with details. They may also have questions about the number of miles on the vehicle or its current condition. Use this time to highlight safety practices and how your company cares for drivers through equipment.

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

hazmat driverRecruiting drivers to fill your fleet is often a never-ending task. Recruiting a Hazmat driver can help focus your efforts, but it also narrows the candidate pool. Before you launch your next recruitment campaign, make sure you know exactly which drivers you’re trying to reach. Then, implement some fresh recruiting tactics along with your tried and true strategies to attract drivers and retain them as valuable additions to your fleet.

1. Know What Makes Hazmat Drivers Different

When recruiting a Hazmat driver, it’s important to identify characteristics that differentiate these drivers from other drivers. This is part of building a driver persona. One obvious distinction of Hazmat drivers? These drivers were willing to put in the extra effort for their endorsement. There are many reasons why a driver might have decided that the endorsement was worth the time and money, and not all drivers will have the same reason. However, as an employer, you can confidently say that these drivers were willing to work hard for a goal and that they accomplished that goal. When you have a clear understanding of the driver personas you are recruiting, use your value proposition to tailor a recruitment message to their priorities. 

When you have a clear understanding of the driver personas you are recruiting, use your value proposition to write an appealing job description.

In addition to their endorsement, Hazmat drivers typically have several years of prior driving experience. This can be a tremendous asset when you hire because you can be more confident in their skills. It also means you can rely on behavioral interviewing and past experiences to select the best driver. That said, for many drivers, with more experience comes the expectation of higher pay. Drivers who have some experience typically expect respect and a quality position from their employer. To get quality drivers, jobs should be advertised at or above industry average pay for that type of position. Experienced drivers are also looking for comprehensive benefits and career growth opportunities. At the end of the day, a good job offer helps attract top drivers. 

2. Refresh Your Recruiting Techniques

Identifying your Hazmat driver personas is an important first step, but getting those drivers in the door is often much more challenging. Driver referrals are a good place to start. Hazmat drivers on your team are likely to know other candidates who are qualified and would be a good fit for your job. By relying on the networks that drivers naturally develop, employers can incentivize referrals for candidates who come with a good peer recommendation. 

truck driver

To help encourage drivers who are undecided about a job change, make sure your job is compelling. Good benefits, regular home time, newer equipment, and competitive pay are essential.

Recruit from a wide demographic base in your recruitment efforts. This allows you to tap into untapped markets and strengthen your fleet. Especially for endorsement-based positions like Hazmat, quality is more important than quantity. Work to establish a sustainable long term strategy for keeping turnover low and driver satisfaction high.

3. Implement a Retention as Recruitment Strategy

Once drivers are successfully onboarding, retention is one of the most time-saving and cost-efficient ways to keep your fleet full. While retention is not the same as recruitment, these aspects work in parallel to keep your trucks full. Financially, most drivers reported in the Drive My Way Driver Happiness Survey that they would rather earn incrementally higher pay and a smaller sign-on bonus than have a larger sign-on bonus but lower pay. Incentives like a performance bonus or small pay increase may feel costly, but over time, they may be comparable or less expensive than regularly recruiting and training new drivers.

Retention is not the same as recruitment, but they work in parallel to keep your trucks full and your drivers happy.

Ultimately, driver satisfaction is key to a successful “retention as recruitment” strategy. Driver satisfaction starts with a clear, appealing job and position description. That includes competitive pay, reliable home time, full benefits, and clear route expectations at a minimum. Once these essentials are met, focus on building a strong company culture. Each of these aspects of hiring plays a key role in successfully recruiting your next Hazmat driver. 

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

CDL Class B Driver

When it comes to recruiting a CDL Class B driver, knowing what and how to communicate regarding job details is key. As an employer, you have the natural advantage of being able to hire CDL A or CDL B licensed drivers for your position. That said, there are still some distinct differences when you are recruiting a Class B driver. 

Drivers with a CDL B chose different training and may have different expectations than CDL A drivers. If you’re having trouble recruiting a Class B driver, consider soliciting feedback on why drivers are declining your job or working with us to boost your recruiting efforts. Here are a few key components to include in your job description and how to tailor your recruiting to a Class B driver. 

1. Nature of the Job

Class B drivers know they will typically be driving a straight truck, box truck, large passenger bus, or dump truck. That said, there is a tremendous amount of variation within those jobs. A good job description is specific about the type of job available. In recruiting conversations, be clear, and state exactly what you are looking for. 

It’s better to be candid from the start than to have high turnover because of unmet expectations.

Another way to communicate job details is with a more personal approach. Consider sharing a “Day in the Life” of a typical driver at your company. When possible, connect serious candidates with current drivers at your company for a first-hand perspective. It shows prospective drivers that you value the perspective of your drivers and that the company has nothing to hide. If you are concerned about failing to bring candidates in if you are too open, bear in mind that turnover and empty trucks come at a high cost. It’s better to be candid and hire the drivers who will stay.

2. Home Time and Job Flexibility

Many CDL B drivers expect to stay closer to home. Geography can be a big factor in why drivers chose a CDL B over an A. With that in mind, make clarity in your home time policy a company priority. Prospective drivers should know exactly what they can count on. An unambiguous home time policy and succinct communication of that policy eliminates any accusations of favoritism and helps drivers plan ahead. 

3. Schedule, Hours, and Route

Hiring a Class B driver often means hiring a driver for city routes. The faster-paced environment isn’t for everyone, but a lot of drivers will thrive in a busier atmosphere. The best way to find out if a driver is a good fit is to ask about their past experience. Use behavioral interviewing and ask what they have done in similar situations in the past. How they talk about their past experience is one of the best barometers to gauge how they will handle the same kind of situation in the future.

truck driver checking his routeA Class B driver joining your company will want to know the details of their route. Tell drivers whether they frequently drive the same route or if they go to a lot of new places. Include any customer service expectations or delivery components. For some drivers, customer interaction will be a huge perk! If drivers like to meet new people and engage with others throughout the day, deliveries will make the job more interesting.

Family time is also a big part of the schedule. Many CDL B drivers expect to be home regularly. Share the schedule and let them decide if the hours are a good fit for their lifestyle.

4. Pay

When you are recruiting, keep in mind that a Class B driver may have different priorities than drivers who went straight to a CDL A. Many Class B drivers chose a CDL B license because it’s more affordable and much faster to earn. It’s true, local jobs tend to earn less than regional or OTR jobs, but the upfront cost for a Class B driver is also much lower. With that in mind, it’s safe to conclude that pay is very important to CDL B drivers. Be upfront about what compensation you can offer. Then, explore ways to incentivize strong driver performance with bonuses or other perks.

5. Company Culture

A Class B driver typically won’t be out on the roads solo for long periods of time like an OTR driver. This makes company culture even more important.

Identify your values as a company and think about how you can create a good work environment for yourself and others.

Because drivers and other employees interact regularly throughout the week, building a company culture of respect and camaraderie could not be more essential. Identify your values as a company and think about what type of setting you prefer to work in. Then, strive to create a team environment that reflects your values and keeps employees happy and engaged.

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 Focus Your Driver Recruitment Efforts

Trucking recruiters are remarkably busy people. There is always a lot to do, many competing priorities, and a million moving pieces to keep track of in the hiring process. Add into that mix, a global pandemic that’s causing chaos throughout the U.S. economy, and you’ve got a recipe for trouble maintaining focus on what’s important. So, what can help a busy driver recruiter add focus to their recruitment efforts? Here are 5 tips to get you started.

1. Know What Driver Recruitment Efforts Are Working

It’s always a good idea to take time and review your recruiting strategy. How are things going? How is your budget looking? What is your ROI on your efforts? These are all important to know and track. And tracking and measuring your results are the only way to determine if your efforts are working. When you get a good picture of what’s working well and what’s not, it makes it easy to decide which tasks to continue and which ones to stop.

2. Plan for Future Needs

It’s easy to get caught only focusing your efforts on your immediate hiring needs, but a great hiring strategy helps you plan for now and plan for the future. Ensure your current driver recruitment plans will dovetail into your future driver needs as well.

Are you planning to add new regional locations? Are you researching getting into new industries? Those plans on the horizon indicate needing more drivers to support it. Plan accordingly! One of the best ways to do this is to look at your carrier’s long-term strategy overall, and it will help you know where you’re headed. Once you have a clear vision of where you’re headed, you can plan your driver needs for now and for the future.

3. Use What the Survey Says

You probably already have something in place to poll your drivers to help you gauge your driver community’s overall workplace satisfaction, and that certainly is an important thing to know. But are you conducting any pre-recruitment surveys of your drivers, Especially drivers who have turned you down? This is a fantastic way to understand and help you focus on where your efforts might have fallen short or cease those tactics that didn’t help you find or land the truckers for your open positions. There are several survey options available, many of them free. A quick online search should help you find one that meets your budget and specific needs.

4. Narrow Down Your Sources

We already talked about measuring your efforts. Here’s a tip to take action after you look at your metrics. Take a look at the sources you’re using for driver recruitment and determine which ones are working best. Select the ones that are providing high quality candidates vs simply a high quantity of candidates. Then narrow down the list of sources and focus on the ones that are working best. Using less sources should enable you to improve your recruiting efficiency with less budget.

5. Let Drive My Way Help

Here at Drive My Way, we’re here to help you with your recruiting plans and execution. We have a variety of options available to help you find the drivers that will best fit your company and trucking needs. And don’t just take our word for it. We can show you how we’ve helped carriers like yours succeed.

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

 

3 Tips for Hiring a Local Truck Driver

A local truck driver is not the same as the type of person who prefers Regional or OTR routes. Even though both are part of the trucking industry, these are often completely different groups of people. For example, many local drivers highly value home time and family time while OTR drivers are drawn to the call of the open road. Knowing this, align your marketing and recruitment efforts with the priorities of a typical local truck driver in your fleet. If you’re hiring local drivers, here are three tips to help you fill your fleet with quality drivers.

1. Talk About What Local Drivers Care About

Home Time

One of the biggest reasons that some CDL drivers prefer local jobs is for the home time. Driver home time should be clearly stated in your job description, but don’t stop with a general statement.

family time for local truck driver

That’s not enough detail to recruit the quality drivers that you want to hire. Instead, be specific. Drivers want to know when they will be home. Whenever possible, give exact times as well as days of the week. Are they working a day shift or a night shift? Will they be home every weekend? Will they work occasional weekends? Including all of this information in the job description ensures that you’re not wasting time. 

Pay

Every driver wants to know about pay. To recruit the best drivers, companies should offer drivers compensation that is at or above the average for your location and type of haul. If you find yourself deciding between a hiring bonus and higher pay, know that most drivers prefer higher pay. CDL drivers are typically well aware that driving local routes earns less pay than driving OTR, but they want to know what they can expect. 

Share pay information clearly in your job description and in early conversations with prospective drivers. If your company pays hourly, include the average hours that drivers typically work weekly. If they receive overtime pay after 40 hours, share the rate. Similarly, if your company pays CPM, share the average miles drivers work per week. Then, drivers can decide whether the job is a good mutual fit.

2. Don’t Leave Out the Details

Schedule

Local drivers expect to be home every day. In addition to sharing the hours or miles that drivers can expect on the job, share specific schedule information in the job description.

Drivers want to know the specifics. Will they have weekends off? What time does the shift start? How long is the typical workday?

For example, what time do shifts typically start, and how long is the average workday? If you are looking for a local truck driver to be on a night route, make sure that’s clear. Also, communicate when drivers will have days off. Drivers want to know whether they will have weekends off, consecutive days midweek, or another combination of days off. When it comes to time off, consistency is key. Local drivers want to know when they can make plans for family gatherings, sports games, and other life events.

Route and Customer Service

local truck driver in Seattle, WAThere can be a lot of variation in route for a local truck driver. As a result, including more specific information can be a helpful recruiting tool. Will drivers be primarily on highways or surface roads? Will there be frequent stops on a typical route?

Another important element of the route is the level of customer service. Share with drivers whether your runs are dedicated and be clear in your expectations for customer engagement. If there is a customer service component, consider offering specific training to your drivers. 

Level of Touch

Regardless of the level of touch required for your local truck driver position, include details in your job description. Loading and unloading aren’t necessarily a dealbreaker for drivers but be upfront about it. As drivers are pushing to be healthier on the job, some local drivers will appreciate the opportunities for additional movement and exercise

3. Articulate Your Value

Value Proposition

Your company value proposition is what sets you apart from other similar companies. In short, why should drivers choose your job and company? It is critical that you are able to identify and articulate this value.

Why should drivers choose your company over one of your competitors? That’s your value proposition.

It’s what will help you attract drivers and prevent losing drivers to competitors. Your value proposition can include anything from a competitive pay rate to weekends off or a great company culture if these things set you apart. 

Company Culture & Other Benefits

When you are creating your value proposition, consider what a local truck driver in your fleet values. Many local drivers are very family-oriented, so offering immediate medical insurance might be particularly valuable.

Also, because local drivers see their supervisors and colleagues more regularly, a good work environment and company culture can be particularly strong assets. Once you’ve identified your strengths, be sure to include them in job postings and hiring conversations!

recruit and hire local truck drivers

Recruit and Hire Local Truck Drivers

We partner with driver recruiters and hiring managers nationwide to help them recruit and hire local truck drivers for open CDL positions.

DEMO THE PLATFORM

How to Use Recruitment Automation to Hire Drivers Faster
Hiring the best drivers is the goal for any truck driver recruiter. Finding them quickly and efficiently is also particularly important. So leveraging tools to improve this overall process needs to be a priority. For any Human Resources or Talent Acquisition department looking to improve their speed to hire new truck drivers, here are some tips for using recruitment automation to hire drivers faster.

1. Finding and Engaging Drivers

hiring

Your recruiting team only has so many hours in the day to dedicate to work, and sometimes those hours get allocated to tasks not directly related to hiring drivers. Using recruitment automation technology to find drivers is like having employees who can literally work 24/7.

Corporate Website and Career Page

Your company website is the front door that greets potential hires. It’s your virtual first impression for candidates and customers. Can a driver quickly find the information they need and answers to their questions? If not, it’s something you should consider updating to reduce the back-and-forth communication. In addition, keeping your career page updated with open positions and integrating application forms with your recruiting software will save you time in the long run.

Automated Job Distribution

When you post a new CDL driver job on your website, do you then manually share this opening across other channels? Save hours of your time by automating your job distribution efforts by partnering with channels that will automatically get your job in front of the right drivers.

Engaging and Nurturing Drivers

Once a driver applies to your job, what happens next? Is the driver contacted immediately or does it take your team a bit to reach out? Automate this process by introducing nurturing campaigns that instantly contact interested drivers with next steps, all while not sacrificing the personal touch. Consider platforms that have omni-channel capabilities including chatting, emailing, and texting.

2. Tracking Applicants and Interviewing

Once you have a steady flow of driver applicants for your open positions, what’s the next step?

Applicant Tracking System

Pushing your interested drivers to your Applicant Tracking System (ATS) is another place to invest to improve the speed of your hiring process. You can also continue to nurture drivers once they are added to your ATS by setting up and monitoring campaigns that allow you automate periodic interaction.

Quick Guide to Behavioral InterviewingInterviewing

Once you’re ready to start interviewing drivers, automating the process around scheduling interviews and following up with candidates is key to save you time. Verifying a candidate meets all of your technical requirements on paper before interviewing and then training your team on behavioral interviewing techniques is key to success.

3. Verifying Employment and Background Screening

Screening is vital to making safe hires in the transportation industry, and using the right tools to automate your screening process is key to scalability.

Employment Verification

FMCSA requires every candidate to go through a comprehensive screening process before they’re fully hired. This includes the need for a verification of employment (VOE). If you’re still doing VOEs on paper forms and faxing documents to verify a driver’s work history, this entire process can be automated. Let technology help increase your efficiency.

CDL Employment Verification

Background Screening

In addition to verifying employment history, a full background screen is necessary to ensure quality hires. The following other information is typically collected in a background check:

  • Criminal records check
  • Drug and alcohol test
  • License check
  • Motor vehicle records check
  • Physical health exam
  • Sex offender status

4. Hiring and Onboarding

Using recruitment automation to find driver candidates is something that will help you find candidates more quickly. But what about after you find qualified candidates? Where can you continue to automate processes with your employees?

The onboarding process can benefit from adding automation. Using electronic forms instead of requiring candidates to come to the office for paperwork can prove to be mutually beneficial.

Past the recruiting process, look for ways to streamline processes with automation such as payroll and HRIS systems. You will recognize financial and time gains in the future this way.

If your team is looking for a better way to recruit drivers, give us a call. Here at Drive My Way we’re ready to help you put together a plan that best fits your needs, and help you recruit drivers that are the best fit for your open positions. Get in touch, we have a solution for you!

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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4 Ways to Expand Your Recruiting and Attract Minority Truckers

Taking score of your overall recruitment efforts is important. Who are you reaching? What candidates are you obtaining? When you ask those questions, you need to measure the overall demographics of who you’re attracting to your open jobs vs. your goals. Setting out to expand your recruiting reach and get the attention of new prospects should be a measurable goal. When you seek to increase your reach to diversify your pool of drivers, you sometimes need to include new tactics. Here are 4 ways to expand your recruiting and attract minority truckers.

1. Create a Culture of Diversity

Your hiring plan should reflect the applicants you’re seeking. Therefore, it’s important to have a hiring plan that helps you broaden your reach and mix of candidates. Creating a culture of diversity is something that can help you attract a broad range of minority truckers’ applications.

Does the workplace reflect a welcoming atmosphere for everyone? Is your environment welcoming to everyone?

Setting up a culture of inclusivity in your workplace can be a great advantage in bringing in more minority truckers.

2. Use Marketing to Your Advantage

minority truck driverDoes your marketing work for attracting minority truckers? That can mean everything from featuring women and people of color in your images on your website, to showcasing that your benefits package is inclusive across all applicants. Marketing to minority truckers is advantageous and can just take a little bit of adjustments to your current plans.

Take stock of the images and the language you’re putting out in your communications. Is it inclusive to all? If the answer is no, it’s time to adjust!

Don’t forget to include your benefits packages and other HR policies to be inclusive of these objectives. After that, you might find that you’re getting the maximum pool of candidates that you’re trying to reach.

3. Implement Referral Programs

Use your current driver pool to expand your recruiting efforts. This should be an effort to have all your drivers refer a candidate, but it is an opportunity to be overt to your current minority drivers to refer qualified friends and family to your open positions.

If you don’t ask your current drivers to send driver opportunities your way, they will never find you. Research shows that “word of mouth” plays a huge factor for drivers looking for trucking jobs. When looking for minority truckers, referrals can be great.

4. Align with Minority Truckers’ Organizations

There are several trucking organizations geared towards women, or minority truckers. Find ways to get in touch and align your efforts in conjunction with those organizations. Can you find opportunities to sponsor an event or activity? Or simply promote their organization’s badges or messages on your website? Regardless, there are plenty of ways to get engaged.

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

digital advertising for truck drivers

Digital advertising is a core part of your company brand. Equally important is the way that your employees and customers talk about your company. The way you represent yourself online is like the store window to your company. Most people will decide whether to engage with your company based on what they see in that small preview and other people’s reviews. Optimize your digital advertising and hit your annual goals with these 5 digital advertising trends for the trucking industry!

1. Build your Trustworthy Reputation

One of your biggest assets is your company reputation. No amount of marketing or advertising can change driver or customer perception if they are not happy working for or with you. At the end of the day, people trust people. That’s why negative driver or customer reviews are so lethal. Don’t believe us? A recent Nielson report shared that 92% of consumer trust reviews from friends and family more than advertising. Even more importantly, a BrightLocal study found that 88% of people trust online reviews as much as personal recommendations. 88%! Strive to build a reputation so strong that your employees and customers can’t help but share their good experience.   

92% of consumer trust reviews from friends and family more than advertising, and 88% of people trust online reviews as much as personal recommendations. 

It’s important to support your reputation with nuanced content. Digital advertising campaigns are tactful and positive in their tone. Your content should ultimately be uplifting. That does not mean you should avoid crucial conversations. Doing so may be perceived as sacrificing authenticity. Instead, acknowledge hardship, and commit in words and actions to prioritizing the wellbeing of your employees and customers. If you are able to demonstrate that you care when times are tough, you will build a strong reputation that will serve you for years to come. 

2. Consistency is Critical

Once you’ve identified a target area for improvement or strategic growth, it is tempting to immediately dedicate resources to developing that channel. Before you launch into your next campaign, clearly identify how that campaign fits into your larger strategic goals. Then, articulate each step you need to take to get there. Consider how you can meet your goals while maintaining a consistent representation of your company and your brand through the process. 

If you are like many trucking companies, you may not be allocating a large budget to marketing or recruitment. We understand. Especially in years like 2020 that feel economically unstable, digital advertising is not likely to be at the top of your financial priority list.

When budgets are tight, be strategic and realistic, but don’t stop advertising. Get creative and take advantage of free marketing channels. Continuing to market your brand will keep your name fresh and top of mind for drivers and potential customers.

3. Go Where the Drivers Are

It may sound obvious, but the best digital advertising in the world won’t help you if you don’t get in front of the right eyes. It’s important that, as the employer, you deeply understand your target market and advertise where they are. Luckily, you don’t have to guess where to find truck drivers. The 2019 Overdrive Connectivity Report found that 39% of drivers rely on word of mouth to find a driving job. An additional 29% start with internet searches. The same year, the Trucker’s News Connectivity Report found that 56% of drivers used internet searches and 26% count on word of mouth. Social media is one of the natural intersections of internet searches and live feedback from drivers. Drive My Way’s Driver Happiness and Retention Survey found that 71% of drivers reported using Facebook. Youtube and Instagram were the next most popular platforms. 

You don’t have to guess where to find truck drivers. Internet searches and Word of Mouth are consistently top channels. Focus social media efforts on Facebook, Youtube, and Instagram.

In both studies, word of mouth and internet searches were clearly the top two resources for job searching. Word of mouth relies heavily on building a positive brand reputation and keeping your company top of mind with consistent marketing. On the other hand, social media, content marketing, and partnership-based brand outreach are great places to start for drivers who utilize internet searches. 

4. Make it Mobile

Quite simply, if you’re not prioritizing mobile digital advertising, you are missing a big opportunity. Recent data from our Drive My Way Driver Happiness and Retention Survey demonstrates that more and more drivers are relying on their phones for communication and their technological interactions. Knowing this, plan on your digital advertising being viewed on anything from a desktop computer to a tablet to a smartphone. The good news is, there are numerous ways to get tech-savvy without reinventing your advertising campaigns or your budget. 

The best way to start improving your mobile interface is to invest time in understanding digital channels. Evaluate the channels you are currently using, and create a vision for how users will optimally interact with those channels on desktop and mobile. Many digital advertising channels, including social media, search engine ads, and even your company website, may allow companies to preview ads in a variety of formats before publishing. Carefully review both mobile and desktop views for content and format to ensure that drivers get the best possible experience regardless of their viewing device.

5. Don’t Neglect the Essentials

As you look forward to digital marketing optimization, don’t miss this key trend! Get back to basics. The same fundamentals that you started with are the foundation of a strong digital advertising strategy. Have a clean, concise website. Make sure the content is up to date, clearly presented, and search engine optimized. Once you have communicated all of the essential information, complete a secondary test. Ask yourself, “Is there any other information or design elements that could be removed while still communicating clearly?” If yes, take it out! Clarity is key.

After your website is ready, strategically choose where else you want to have a digital presence, and conduct a similar review of those sites. 

  • Are you active on social media? 
  • Do you host or participate in a podcast? 
  • Is content marketing your main distribution channel? 

Carefully audit each distribution channel and decide whether it is still benefiting your company. Don’t keep a channel active unless you are willing to maintain it, AND it is still delivering value. Focus your time, attention, and budget on the channels that are performing best.

driver happiness and retention survey

FREE SURVEY REPORT

Driver Lifestyle & Job Happiness Survey

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

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