Being a recruiter in any industry is challenging, but recruiting in the trucking industry is an especially difficult task. The jobs that you’re filling are tough, drivers are scarce, and the old ways of recruiting don’t work like they used to. All of this can make being a driver recruiter seem like too big of an uphill challenge, but it’s very possible to find success in this position.
If you’re a recruiter who’s overwhelmed, and looking for a new approach to driver recruiting, here are 3 tips to becoming a better driver recruiter.
1. Know the Answers
When speaking with driver candidates, be sure you’re an expert on your company and the particulars of the job. Know what the day-to-day will look like and give honest answers. Don’t sugarcoat things if you know that your company might not have the world’s best benefits or if the pay might not be at the top of the scale.
If a driver ends up asking you a technical question that you don’t know the answer to, never guess or say something you think might be right. Always tell them something along the lines of, “I’m not sure, but I can get back to you ASAP with an answer.” Drivers understand that not every recruiter will know all the details about a job as complicated as truck driving. especially if they relate to equipment or maintenance. Consulting your team then reaching back out to the driver with the answer that’s 100% correct is always the best policy.
As the first one to communicate with a driver candidate, you’re in a position to be the best advocate for your carrier. Be knowledgeable, truthful, and you’ll find that drivers who choose your company will stay longer.
2. Have a Plan
This may sound obvious, but you’d be surprised how many recruiting departments lack a cohesive plan for how to bring drivers into their organization. While each hiring plan will vary from carrier to carrier, all of them should have two things in common. They should be measurable and repeatable.
If you’re just getting started, map out all the actionable steps in the hiring process from start to finish. This should include posting jobs, interviewing candidates, doing background checks and everything else associated with the hiring process.
Next, decide on a timeframe for each of these steps. Should the interview process take at most two weeks, three weeks, or a month? Each carrier is different, so it’s up for you to decide.
Throughout the process, you should be measuring key performance Indicators, or KPIs related to your hiring performance. A few common ones in HR and recruiting are Cost Per Hire and Time to Hire. Measuring these KPIs is the only way that you can track your performance as a recruiter and get better.
3. Leverage Automation
If one of your biggest issues as a recruiter is that drivers are slipping through the cracks, or you don’t have the time to reach out to all the qualified drivers you can, then automation is the answer.
Automation tools like applicant tracking systems will help you eliminate time-consuming manual processes like reaching out to a large number of drivers at once, collecting VOEs and performing background checks. This will free up time so you can do what you do best; make connections with driver candidates. Do some research on automation partners that fit your budget and who are devoted to making the life of a driver recruiter easier.
Bonus Tip – Utilize a Recruiting Partner
Aside from finding a partner for automation, consider working with a company that can help you find the best matches for your open jobs. Drive My Way is a next generation recruiting marketplace that matches truck drivers with jobs based on their qualifications and personal preferences.
We’re making truck driver recruiting personal again by creating meaningful connections for employers to turn into lasting relationships; just like we did with Argos USA. 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.