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Driver Recruitment and Retention: Attracting the Best Talent for Your Private Fleet

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Private fleets are in a strong position when it comes to attracting experienced drivers. Typically, they can offer better compensation, more predictable schedules, and upgraded equipment.  

 

However, with a competitive labor market and ongoing driver shortages, those advantages alone are no longer enough. Many successful fleet managers are rethinking their recruitment and retention strategies to appeal to today’s drivers and reduce costly turnover. 

 

The key to standing out is not just offering a job but offering a career that meets the driver’s financial needs, personal lifestyle, and long-term goals. That means delivering a competitive package built around pay, benefits, culture, and development. 

 

Compensation That Matches the Market 

Pay remains one of the top reasons drivers leave or stay. For private fleets, offering competitive compensation is the baseline for attracting the best talent.  

 

Many fleets are shifting to more flexible pay models that include hourly wages, overtime pay, performance bonuses, and clear pay progression. Drivers want transparency about how they are paid and consistency in how their work is rewarded. 

 

It is also important to review pay scales regularly and compare your own practices against the market. Fleets that fail to adjust wages as demand shifts may find themselves losing talent to better-paying carriers. 

 

Benefits That Go Beyond the Basics 

Drivers consider benefits a critical part of their overall compensation. Health insurance, retirement contributions, and paid time off are standard, but fleets can gain a competitive edge by expanding into additional wellness and lifestyle benefits.  

 

These might include mental health support, gym reimbursements, pet insurance, or access to financial planning services. Even small additions to a benefits package can signal to drivers that your company values their well-being, both on and off the road. 

 

A Culture Built on Respect and Communication 

Drivers who feel heard and respected are more likely to stay. That starts with company culture. Private fleets that foster a positive and supportive environment tend to experience higher retention. 

 

Clear and consistent communication is essential. Dispatchers and managers who treat drivers as partners, rather than simply assigning loads, help create a sense of belonging. Regular check-ins, driver feedback surveys, and team meetings can help identify small issues before they become bigger problems. 

 

Recognition is also a powerful tool. Whether it’s through safety milestone awards, anniversary celebrations, or simple thank-yous, showing appreciation goes a long way in keeping drivers engaged. 

 

Routes and Schedules That Support Work-Life Balance 

Predictable home time is one of the top reasons drivers choose a private fleet over other types of trucking jobs. Private fleet managers should prioritize route planning that balances operational efficiency with driver needs. Flexible scheduling options, such as four-day workweeks or regional-only routes, can appeal to both new and experienced drivers. 

 

Offering some level of input into route preferences or time-off scheduling can also improve job satisfaction and reduce burnout. 

 

Career Growth and Training Opportunities 

Many drivers are looking for more than a paycheck. They want a career path with room to grow, and an employer that demonstrates their commitment to the growth of their drivers. Fleets that offer advancement opportunities stand out in a crowded field. 

 

This could include structured training programs, internal promotions, or mentorship opportunities that help newer drivers develop their skills. Drivers who see a future with a company are far less likely to leave it. 

 

Private fleets should also consider offering upskilling opportunities such as tanker, hazmat, or doubles endorsements, which can increase driver value and satisfaction. Some fleets even offer tuition reimbursement for further training or business courses. 

 

Smarter Recruiting for Better Results 

Retention begins with recruitment. Hiring the right drivers from the start reduces turnover down the line. This means investing in more personalized and strategic recruiting practices. 

 

Fleets can improve hiring outcomes by being upfront about expectations, compensation, and scheduling during the recruitment process. Using digital platforms, mobile applications, and video testimonials from current drivers can help attract the right candidates more effectively. 

 

Some fleets are also refining their onboarding programs to give new drivers a smoother and more supportive transition into the company. A well-structured introduction that includes clear expectations, mentorship, and early engagement can set the tone for stronger driver satisfaction and long-term loyalty. 

 

 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

 

What to Know About Take Your Truck Home Programs

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Truck Parking

Semi trucks parked together

For CDL drivers, “Take Your Truck Home Programs” can make a significant difference in their work-life balance. However, whether or not this is possible depends on various factors such as local laws, regulations, and whether the truck is carrying a loaded trailer. While some companies allow their drivers to take their trucks home, others require them to leave the vehicle at a terminal or drop yard. It’s important to note that the type of driver also plays a role. Generally, owner-operators have the ability to take their trucks home since they own them. Take Your Truck Home Programs can add a level of convenience and comfort to a driver’s routine, allowing them to spend more time with their family and better manage their personal lives.

 

By prioritizing the happiness of your truck drivers, you are investing in the overall success of your company. When drivers have a healthy work-life balance, they are less likely to experience burnout and more likely to work safely and efficiently. This, in turn, can lead to better physical and mental health, reducing the likelihood of accidents or injuries on the job. Additionally, when drivers feel valued and supported, they are more likely to form a stronger bond with your company, leading to increased loyalty and job satisfaction. Ultimately, Take Your Truck Home Programs are not just a convenience for drivers, but a strategic investment in the success of your business.

 

If they are taking the truck home, it’s important that the driver finds a safe and secure place to park it. Most companies prefer their drivers to park their trucks on their own property, or in a fenced-in yard that’s close by for easy access. Parking in public places like Walmart is not recommended as it could lead to vandalism.  Some drivers will prefer to detach the trailer and bring only the tractor home, commonly known as bobtailing. Also to note that leasing a truck shouldn’t prevent drivers from enjoying the benefits of taking their vehicles home.

 

While some companies may permit their drivers to take their trucks home, it’s not always a straightforward decision. The feasibility of this option depends on various factors, including legal regulations, whether the truck is carrying a loaded trailer, and the driver’s available space. Additionally, safety concerns in certain areas may make it unwise to park a truck at home. Ultimately, there is no one-size-fits-all answer, but companies should consider the benefits of providing a Take Your Truck Home Program to improve their drivers’ work-life balance and overall job satisfaction.

 

 

 

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7 Things CDL Truck Drivers Want

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CDL Drivers

Let’s face it, recruiters have their work cut out for them. With so many trucking companies and fleets to choose from, it’s a challenge to stand out and attract the attention of job prospects. At Drive My Way, we understand the importance of getting it right. Here are seven factors that many drivers consider when deciding where to work.

1. Pay

Well, well, well, no surprises here. Type and amount of pay is the number one reason why CDL truck drivers consider a job. And many drivers say this as their top priority. Truckers have a keen eye for a bad deal, so if your company is offering them less than the industry average, they’ll be understandably skeptical. Apart from salary, drivers also look for opportunities for raises, bonuses, and overtime rates. And if they’re driving specialty or unusual hauls which are more dangerous, they’ll expect those to pay better. So, if your company isn’t paying drivers competitively, they’ll have no qualms about hopping over to one that does.

2. Health Insurance

When it comes to choosing a CDL job, drivers don’t just consider the paycheck. A comprehensive benefits package, especially health insurance, is highly valued. Healthcare costs have risen dramatically in recent years, and drivers want coverage that meets their specific health needs. For those with families, ensuring that everyone is covered, especially for specific health concerns, is a top priority. Offering a range of insurance options with balanced factors like deductibles, co-pays, and co-insurance costs can help drivers find the best fit for their needs..

3. Retirement Plans

Retirement plans are a crucial consideration for CDL truck drivers when deciding where to work. With the average age of truck drivers being 49, many are only two decades away from retirement. Even younger drivers are proactive and start planning for their retirement sooner rather than later. In fact, retirement plans are a top factor for drivers when applying for a new CDL job.

However, many employers fail to enroll their staff in a default retirement plan, leaving drivers and other staff overwhelmed with making those decisions. To make the process easier for drivers, have an automatic opt-in policy with the option to opt-out or choose a different plan. Drivers understand the importance of saving for retirement, and showing them that you care about their future will make your company stand out in their minds.

4. Type of Run/Range

Trucker jobs come in various shapes and sizes. One of the most significant factors that differentiate them is the type of run and range that they offer. Not all drivers are interested in coast-to-coast travel. Certain drivers might prefer over-the-road (OTR) work. However, since OTR drivers spend less time at home and live out of their truck, they expect better compensation. Other drivers might like local or regional runs. It’s essential to understand your driver candidate’s preferences regarding the types of runs and ranges they’re interested in covering.

5. Type of Schedule and Paid Time-Off

When it comes to finding the right CDL trucking job, home time is a top priority many drivers. After all, the average driver works a grueling 70 hours a week and can go up to 8 days without taking a break. This tough schedule is especially challenging for drivers with families and children. While truckers understand that the job requires some sacrifices, they hope that these sacrifices aren’t unbearable. If a job’s schedule and PTO package don’t meet their needs, they won’t hesitate to explore other options..

6. Training and Development

Truck drivers may have some experience behind the wheel, but they value actual training and development opportunities. Providing company training and orientation can make drivers feel comfortable and foster a sense of belonging with the company. Research shows that employees who feel trained and groomed by the company are more loyal to that company. Professional development opportunities are becoming increasingly important to drivers. Making training and development a core part of HR operations can help recruiters make a strong case for drivers to work and remain with the company for many years.

7. Type of Haul

When it comes to choosing a CDL job, drivers frequently consider the type of haul as an important factor. Don’t underestimate the value of taking into account driver preferences and specializations in hauls, as this can lead to under-utilization of their skills. Keep in mind that certain hauls require special CDL endorsements or permits, so make sure your drivers are equipped with these. If they already have the necessary certifications, placement becomes all the more straightforward. It can be a challenge to determine which hauls should be assigned to which drivers, but asking about their skills and interests can make the process easier.

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7 Reasons Drivers Decline Your Jobs

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5 Ways to Increase Retention of New Truck Drivers

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truck driver retentionTruck driver retention is a well-documented problem in the trucking industry. Carriers are finding it harder and harder to retain qualified drivers after they’ve joined their fleet. The problem is even worse in the first few months, as that’s when drivers are the most likely to leave. Here are 5 ways that carriers can increase the retention of drivers during the first year.  

1. Perform Exit and Stay Interviews

stay interviewIf you’re experiencing a high turnover of new drivers, the most important thing to do is figure out why. And the best people to ask? The drivers who are leaving. 

If you’re not already, consider conducting exit interviews. An exit interview is a conversation with a driver who is planning on leaving your carrier. The exit interview is usually done on the driver’s last day or week but can also happen shortly after they leave the company.  

Exit interviews are used to understand the reasons that drivers are choosing to work elsewhere. These reasons may be related to compensation, benefits, home time, schedule, equipment, route, type of haul, company culture, leadership, or anything else.  

After you’ve conducted a few exit interviews, you can begin to look for patterns and then make an action plan for how to address the situation. But conducting exit interviews is not always possible. A driver may choose not to participate, or they may have ghosted your carrier altogether so you’re not able to arrange one.  

That’s why it’s important to conduct stay interviews as well. These are interviews you do with drivers who have been with your carrier for a long time, usually at least a year. These interviews are very similar to exit interviews, but instead of asking “Why are you leaving?”, you’ll be asking drivers what it is about your carrier that makes them want to stay. 

Exit and stay interviews are just two ways to collect driver feedback, which is arguably the most important thing that a carrier needs if it’s serious about increasing their truck driver retention.

2. Have a Rewards/Incentive Program

Everybody wants to feel appreciated at their job, and everybody likes to have tangible goals that they can work towards and achieve. This is the guiding principle behind having awards and incentive programs in the workplace.  

For new drivers, having a robust awards/incentive program can be a great way to make them feel like a welcomed and important player in your organization, and not just another number. 

There are a few different types of rewards and incentive programs that you can implement if you haven’t done so yet. Visit our blogs on the topic for more information.  

3 Truck Driver Incentive Program Ideas 

How to Have a Great Truck Driver Award Program

3. Improve Fleet Amenities

semi truck amenitiesUpgrading the amenities for your fleet of trucks can be a costly venture for organizations. However, carriers should consider that the increased truck driver retention that comes from offering amenities might be worth the initial investment, especially if you have a lot of OTR/Regional drivers.  

Fleet amenities are anything that makes your drivers’ lives easier and more comfortable on the road. This can include anything from better seating to premium radio subscriptions and appliances.  

If you already have amenities in your trucks, consider taking a poll of your current drivers to see what other amenities they’d most like to see next. In addition to giving them more comfort, you’ll be showing that your carrier is actively listening to their feedback.

4. Give Drivers the Whole Picture Before They Start

Turnover isn’t always a product of a driver simply getting a better pay package somewhere else. Sometimes, drivers leave because they feel they’ve been misled about what the position was before they came onboard.  

The vast majority of driver recruiters aren’t actively looking to mislead drivers. The problem comes when a driver recruiter is either misinformed themselves or doesn’t have the whole picture of the job they’re recruiting for.  

If you’re ever in doubt about a question a driver asks you, just tell them you can’t answer that right now and get back to them ASAP with the correct answer. That’s a much better alternative than having them come onboard and leave within the first three months because they feel they’ve been misled.  

5. Recruit the Right Drivers

Not every driver is a fit for every carrier, and that’s ok. Recruiting isn’t about finding any driver for the position. It’s about finding the right driver for the position.  

During the interview process, make sure you’re not just asking questions about qualifications and experience. Ask questions around what the driver is looking for in their next position and let them know what your carrier is looking for, so you can find out if the position is the right fit for both sides.  

If you’re interested in learning more about what kinds of questions you should be asking during interviews, you can view our blog on the topic.  

Also, consider partnering with a recruiting partner like Drive My Way. Instead of focusing on quantity and how many “leads” you’re getting, we put an emphasis on matching your carrier only with the drivers who have expressed interest in your position. This way, you’re not wasting your time sifting through hundreds of unqualified and disinterested driver candidates that will only add to your turnover numbers. 

Comprehensive CDL Recruitment Solutions

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

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3 Reasons Truck Drivers Leave CDL Trucking Jobs

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why truck drivers leave

Carriers across the country are dealing with high turnover for CDL drivers. While the problem isn’t as severe as some news outlets would have you believe, truck drivers are leaving jobs (or the industry altogether) at a higher-than-average rate.  

Carriers are spending effort, time, and money to attract drivers who may only stay with their carrier for a few months. For many of these carriers, the most frustrating part is not knowing why these drivers are leaving positions so quickly. Here are 3 of the biggest reasons that truck drivers are leaving CDL jobs.  

1. Pay and Benefits

It’s no surprise that pay and benefits are the biggest reason that truck drivers leave one position for another. Carriers are finding that they need to go above and beyond from a compensation and benefits perspective, as offering the industry average simply isn’t cutting it anymore. 

In addition to offering higher pay and better benefits, many carriers have also tried adding a large sign-on bonus to the offer to attract truck drivers. However, many of these carriers have found that offering a large sign-on bonus might attract truck drivers up front, but lead to low driver retention down the line. 

This is due to the mentality of some truckers staying long enough to collect the bonus, then transitioning to the next company offering the same large check. 

The best thing that carriers who are serious about driver retention can do is offer compensation above industry averages for their geographic area, and couple that with a generous benefits package that includes medical, dental, vision, and even life insurance. These long-term benefits are what make many drivers stay at a carrier for a long time.  

2. Empty Promises

Carriers who over-promise and under-deliver are finding that that model for attracting drivers is no longer solid. Truck drivers have more options than ever before when it comes to which carrier they can drive for, so being honest and transparent are the best things carriers can do during the interview and hiring process if they want to recruit top talent.  

Employers who are transparent in nature with pay, benefits, job role, home time, etc. often reap the benefits. They may see more sustainable driver retention than those who exaggerate in a job description to get drivers in the door.  

In addition, if the truck drivers trust the organization, they won’t be shy to share this approval with their network. This can lead to an increase in driver referrals and a positive company culture that drivers will flock to.

3. Bad Dispatchers

As the saying goes, employees don’t leave the company. Employees leave the people at the company. If a truck driver finds themselves working with a dispatcher they truly dislike, it won’t be long before they start looking for a different opportunity. 

Why do drivers care so much about their dispatchers? The dispatcher is the primary representative for the company, and sometimes, a trucker’s only contact. Companies that spend time carefully matching dispatchers and drivers may see increased driver retention. Instead of randomly assigning drivers to dispatchers, factor in personality types, leadership styles, etc., and you will oftentimes see better relationships form and higher driver retention rates as a result.  

Another tip is to not wait for issues to arise, but instead be proactive and squash them before they happen. Carriers can do this by regularly collecting feedback from drivers about their dispatchers. You may find that multiple drivers have the same complaint about a certain dispatcher, which can help you to address the issue before drivers start leaving. 

Overall, the key to avoiding drivers from leaving your carrier is to remember that this is a driver’s market.  Focus on putting truckers first and remain transparent with job requirements. Offer competitive pay and benefits to continuously stand out against the competition. 

Comprehensive CDL Recruitment Solutions

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

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3 Tips to Attract, Hire, and Retain Truck Drivers

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

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

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

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

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

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

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

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

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

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

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

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

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

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

3. Offer Referral Bonuses and Performance Incentives

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

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

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

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

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

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5 Ways to Celebrate Truck Driver Work Anniversaries

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work anniversaryAs truck driver retention continues to be an issue across the industry, companies should take every opportunity to show their drivers that they’re appreciated for the work they do day in and day out. One of the best ways to show your carrier’s appreciation is to take time to celebrate a driver’s work anniversary.  

A lot of work anniversary ideas on the internet rely on things you can do in an office setting. Since this doesn’t apply to truck drivers, here are 5 things your team can do to celebrate truck driver work anniversaries. 

1. Cash Bonuses

There’s no substitute for cash. Rewarding drivers who’ve stayed on with your carrier with a monetary bonus is a tried-and-true way to show your carrier’s appreciation and increase the likelihood of them staying on to celebrate another work anniversary next year. 

2. Gift Card

Aside from cash, gift cards are another great option. You could go with something universal that would work for almost anyone, like an Amazon or Target gift card, or you could go for something a little more personalized.  

If you happen to know that a driver is a huge fan of the outdoors, get them a Cabella’s or REI gift card instead. This signals to the driver that your carrier knows who they are as a person, and not just a number. 

3. Gifts

Gift cards and cash are great, but to certain drivers, there’s a chance they’ll come across as a little impersonal. Instead, think about a gift that would make your driver’s life easier on the road. A nice pair of UV blocking sunglasses, a high-end insulated tumbler, or a subscription to a streaming service like Spotify or Audible are all great gifts.  

Another option for gift giving is to go with something personalized. A custom piece of company swag with the driver’s name on it can signal a sense of belonging as part of the team.  

4. Time off

It’s hard to overstate the value of an unexpected day off. Rewarding loyal drivers with a surprise extra day of vacation or PTO can be the best way to celebrate, especially if you know the driver has a family/children they can enjoy their time off with.

5. Award

When you’re celebrating a driver who’s been with your carrier for 5, 10, 15 or more years, consider getting them a trophy or plaque to commemorate the milestone. These types of gifts can be used for any driver, but to keep their status, it’s a good idea to only give them out to drivers who have been with your company for a long time.  

There’s no rule that says that you have to do a plaque or basic trophy either. As with other gifts, take the driver’s personality into the equation. For example, if you’re celebrating a driver who’s a big UFC or wrestling fan, consider getting them a custom championship belt instead.

If you plan on going this route, make sure to supplement it with another gift, like cash or a gift card. Awards are nice and all, but drivers will also want something they can get some use out of as well.  

The key to celebrating your drivers’ work anniversaries is to not go at it with a one size fit all approach. Just like you wouldn’t give the same gift to everyone on your Christmas shopping list, you shouldn’t do the same with the drivers in your fleet.

Comprehensive CDL Recruitment Solutions

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Truck Driver Recruiting: 5 Ways to Recruit Drivers

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truck driver recruiting

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

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

1. Time to Hire

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

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

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

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

2. Cost Per Hire

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

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

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

3. Channel Effectiveness

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

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

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

4. First Year Performance

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

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

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

5. Job Satisfaction

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

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

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

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

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

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

Comprehensive CDL Recruitment Solutions

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

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Why Exit Interviews are a Must for Trucking Companies

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exit interviewAt this point, the trucking shortage has become the normal state of things. It’s widely understood that the demand for truck drivers is much higher than the supply of drivers looking for jobs. Because of this, trucking companies are doing whatever they can to keep current drivers happy and bring new ones onboard. This includes pay increases, newer trucks and equipment, increased home time, and more. 

As great as these advances have been, drivers are still leaving jobs at a high rate. This can be frustrating for carriers, especially when they don’t know why drivers are leaving their company. It’s also why exit interviews can be a very useful tool when recruiting and retaining drivers.  

What is an Exit Interview?

An exit interview is an interview with an employee who is planning on leaving your company. The exit interview is usually done on the employee’s last day or last week but can also happen shortly after the driver leaves the company. 

Why Exit Interviews are Important

Exit interviews are used to understand the reasons that drivers are leaving your company. These reasons may be related to compensation, benefits, home time, schedule, equipment, route, type of haul, company culture, or leadership.  

Exit interviews are also one of the best ways to uncover problems that are going unnoticed in your company. While many times, a driver is simply leaving for better pay, it could be for reasons related to how your company runs or even a problem with a specific co-worker.  

For instance, your drivers could be having issues with a certain dispatcher or supervisor that management or HR isn’t aware of. It’s possible for things to get so bad that drivers start looking for other opportunities because of it. For a company that conducts exit interviews, this problem could be solved after an exit interview with the first driver who left. For a company who doesn’t, they may lose 4 or 5 drivers before they get wind of the real reason they’re leaving.  

How to Conduct an Exit Interview

There are a few different ways companies can conduct exit interviews, some do it on site while the driver is still with their company. Others can be done at a public place shortly after they’ve left, but this is less common.  

As for who should conduct an exit interview, it’s a good idea for it to be someone in HR or another neutral party. Drivers may be more honest with them as opposed to interviewing with someone they directly reported to or higher management. 

Be sure to affirm with the driver that anything they say will remain anonymous. While some drivers may not care whether it is or not, some might, so it’s a good practice to let them know that before the interview starts.  

Also, make sure to keep track of what drivers say in exit interviews. This way, you can start to look for trends across departments and your company as a whole.  

It’s also possible for a driver to say no to doing an exit interview in the first place. But, unless they’re leaving on very bad terms, most times they’ll agree.  

What Next?

After the exit interview is arguably the most important part of the process. Now, you must act on what you’ve learned. Look through your findings to pin down possible trends in why drivers are leaving, especially if you’ve recently had a mass exodus. 

While it’s not always possible to immediately fix every issue mentioned in these interviews, it’s important to do what you can quickly to avoid losing any other drivers. Plan to meet with key decision makers in your company to present what you’ve learned and plan from there. 

While it’s never good news to hear that you’ve has lost a driver, conducting exit interviews is a vital part of the process. It gives your company the valuable information you need so that you won’t have to do as many in the future.  

10 Questions to Ask Drivers During an Exit Interview

Exit interviews can be a very useful tool when recruiting and retaining drivers. Download this free template to learn what questions you should be asking during your next one.

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How To Attract Drivers as a Pet Friendly Trucking Company

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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

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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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