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Innovative Onboarding Techniques: How to Set Your Drivers Up for Success

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CDL driver onboarding

Onboarding is one of the most important parts of the recruiting process. It can convince a new driver to stay on the team for the next decade, or it can send them packing before their first shift begins.  

 

An effective onboarding process sets the tone for the entire driver experience, from the moment they’re hired to the long haul ahead. In a career like truck driving, the onboarding process is especially important to cover safety regulations, how to manage equipment, and the relationships between dispatch, management, and drivers.  

 

Wondering how to implement innovative onboarding techniques that engage truck drivers of all experience levels? Keep reading to find out what strategies to keep in mind to streamline your onboarding process and set your drivers up for success.  

 

Clear Communication is Key  

An effective onboarding process establishes clear communication channels from the start. Different drivers may prefer different methods of contact, so it helps to offer various channels such as phone calls, emails, text messages, and instant messaging apps. 

 

Some companies encourage communication by assigning a dedicated contact person to each driver. This personalized approach fosters trust and encourages open communication to address any questions or concerns drivers have throughout the process.  

 

Regular updates are essential to keep drivers informed about any changes or updates relevant to their role, and to ensure new hires feel quickly integrated into company culture. Frequent touchpoints also demonstrate transparency and help drivers stay engaged and prepared. 

 

It’s important to remember that communication goes both ways. This is why implementing feedback mechanisms, such as engagement surveys, suggestion boxes, or one-one-one meetings, shows drivers that their opinions are valued and can lead to improvements in communication and onboarding processes. 

 

Invest in Technology  

Integrating modern technology solutions is one of the best methods to streamline the onboarding process and make it easier for both drivers and employers. Reducing the time a driver spends completing the hiring and onboarding processes can have immediate payoffs by improving employee satisfaction and decreasing driver turnover.  

 

Manual paperwork is time-consuming and error-prone, and often results in drivers needing to rewrite the same information over and over. By implementing electronic document management systems, essential information can be gathered more efficiently and easily stored and retrieved.  

 

Applicant tracking systems also help to organize the onboarding process by centralizing important data and ensuring that each driver completes the required steps efficiently and effectively. These systems automate tasks such as collecting applicant information to repopulate other forms, saving drivers time and effort.  

 

Along with diminishing the time drivers spend filling out redundant data, applicant tracking systems can assist with scheduling interviews and conducting background checks, helping to streamline the hiring process and ensure compliance with hiring regulations.  

 

Another way technology can improve the onboarding process is by creating mobile-friendly options to submit and sign important documents, access digital training materials, and communicate with HR or mentors.  

 

A digital onboarding portal can provide new hires with centralized access to interactive training modules, orientation videos, company policies, and onboarding checklists in a structured and user-friendly platform. The flexibility of remote onboarding and training will also attract busy drivers that value completing essential onboarding tasks at their own pace and schedule. 

 

Consider Mentor Programs  

A proven strategy to increase driver retention rates and foster a culture of support and continuous learning is through offering mentor or buddy programs. These work by pairing new hires with seasoned drivers to provide insights and career advice, even beyond the onboarding process.  

 

Mentors can share practical tips, best safety practices, and real-world insights that may not be covered in formal training programs, while helping new drivers quickly integrate into the company’s culture.  

 

The various processes and paperwork required throughout onboarding can often feel repetitive and impersonal, but mentor programs demonstrate that a company is invested in their employees and their success. Feeling welcomed and connected to a company from the start can increase driver retention and engagement while creating a work environment of communication and support.  

 

Create a Cohesive Onboarding Checklist  

A disorganized recruiting and onboarding process doesn’t just waste time and money, it can also result in dissatisfied drivers that will increase your turnover rates. 

 

By having a structured checklist for the onboarding process, employers ensure that no important steps are missed and that every driver has a smooth introduction to the company. A checklist also helps employers avoid delays in processing and allows HR to track the progress of every new driver.  

 

Since onboarding can be a complex process with multiple steps, a checklist breaks down each step into manageable tasks, providing clear guidance to both the employer and the new hire on what needs to be done and in what order. Additionally, a checklist helps to standardize the onboarding process across all new hires, ensuring consistency and fairness. This can be especially important for larger companies with multiple locations or hiring managers. 

 

 

 

 

For more advice on boosting your recruiting efforts, be sure to check out the rest of our Employer Blog posts and follow us on social media.  

How to be Proactive During the Driver Shortage

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How to be Proactive During the Driver Shortage

In today’s highly competitive market, transportation companies often face an uphill battle when it comes to recruiting and retaining qualified drivers.  

 

The ongoing driver shortage has been especially impactful on traditional recruiting methods, amid a post-pandemic oversupply of carriers and record high turnover rates.  

 

With the American Trucking Associations (ATA) projecting a driver shortage of over 82,000 for 2024, it’s important for carriers to be proactive and embrace modern recruiting solutions in order to stay ahead of the curve and remain competitive in this evolving industry.  

 

What’s Causing the Shortage? 

In a constantly expanding economy, some might wonder how there is still a truck driver shortage, especially amid a serious freight recession.  

 

While there currently are more carriers than available freight, industry experts worry about the shifting demographics of the trucking workforce as less younger people enter the field and more drivers age out and retire.  

 

The trucking industry has also historically struggled to attract female drivers and other members of underrepresented communities due to a lack of accommodation, safety measures, and support. This disparity continues to limit industry growth and development, despite increasing representation in leadership roles.  

 

At the same time, many drivers have left the field entirely, reporting low pay, insufficient benefits, and a challenging work/life balance. In fact, the transportation industry has lost 6% of its workers since the pandemic, and experts are expecting a shortage of 160,000 drivers by 2030.  

 

Prioritize Retention  

The best strategy to safeguard against the ongoing shortage is to retain the drivers you already have by demonstrating your commitment to their needs. By offering competitive pay and comprehensive benefits, you can create a positive work environment that attracts top talent and decreases turnover rates.  

 

Many drivers leave positions due to feeling underappreciated and unmotivated, which can make your carrier stand out by providing performance-based incentives and opportunities for bonuses such as referral programs, anniversary gifts, or driver-of-the-quarter awards.  

 

It is also important to enhance onboarding processes and prove to your drivers that you’ll be supporting them from the initial interview to their first day behind the wheel and beyond. Implementing frequent touchpoints throughout the hiring process improves communication and allows drivers to become more quickly integrated with existing company culture.  

 

Route optimization software and digital freight matching platforms can also improve the driver experience and even save your company money in the long run. By leveraging modern technology you can reduce down time between loads, create more efficient runs, and make your job offering more attractive.  

 

Diversify Your Selection Pool  

Another proactive strategy is to broaden the scope of your candidate selection pool. By reaching a larger and more diverse audience of differing ages, backgrounds, and experience levels, your company can ensure a steady influx of skilled drivers despite the challenges posed by the ongoing shortage.  

 

Meet drivers where they’re at by posting to a variety of online job boards and social media platforms. Innovative recruiting technology, including AI-driven applicant tracking systems and intelligent driver match technology, such as Drive My Way can make it easier to reach wide audiences and achieve better alignment between drivers and carriers.  

 

It is also beneficial to promote inclusivity by providing opportunities that support members of underrepresented communities in trucking, including women and people of color. These groups can be an untapped resource when looking for new drivers, so consider partnering with important organizations such as Women in Trucking or create a culture of support and acceptance through mentorship programs and training.  

 

Invest in the Future 

Sometimes, the best advice to overcome current setbacks is to set your sights on the future.  

 

By providing educational opportunities for your drivers, such as subsidies that cover the cost of obtaining a commercial driver’s license or other essential training, carriers can attract more candidates that might otherwise have been deemed unqualified.  

 

Partnerships with driving schools are another way to establish a direct pipeline of trained and qualified candidates while demonstrating your commitment to driver education. Hiring recent CDL graduates can also help build a strong foundation of drivers that will benefit your fleet as more seasoned drivers begin to retire.  

 

If your company isn’t currently hiring but you’re worried about experiencing future effects of the shortage, a driver waitlist could be the right solution. With this strategy, you can make offers to qualified drivers, but extend their start date out by as much as three months. Driver waitlists can help recruiting departments run more smoothly while ensuring a steady pipeline of potential hires for when positions become available.  

 

The truck driver shortage has already had a large impact on both carriers and drivers alike, making hiring more difficult while placing a larger demand on all drivers remaining in their positions. However, these strategies can alleviate some of the burden currently felt in all corners of the transportation industry.  

 

For more information on industry trends and how to stay ahead of the curve when recruiting and retaining quality drivers, head to our Employer Blog or connect with us on social media.  

 

Looking to Diversify Your Candidate Selection Pool? Here’s How

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Diversify Your Truck Driver Candidate Pool

In today’s highly competitive market, there’s no “one size fits all” approach to recruiting and retaining qualified truck drivers.  

 

Recruiters must be willing to explore a variety of strategies and sources to find top talent and build strong, reliable teams. By increasing the scope of your recruiting efforts and demonstrating your commitment to the needs of all your drivers, you not only enhance the diversity of your candidate selection pool, but also foster a culture of inclusivity and understanding within your company.  

 

Keep reading to find out why diversifying your candidate selection pool contributes to a more dynamic and innovative workforce, and how expanding your recruiting efforts could position your company for long-term success in the ever-evolving landscape of the transportation industry. 

 

Why does this matter? 

You might wonder why you should expand your candidate selection pool if you’ve seen continued success from your long-time sourcing strategies.  

 

Even if you have a steady stream of applicants and a team of quality drivers, it’s still important to focus on future growth and prepare for potential changes in the industry. By expanding your candidate selection pool, you not only mitigate risks associated with unforeseen challenges, but also ensure adaptability and resilience in the face of evolving demands and opportunities. 

 

Sourcing your candidates from a diverse array of backgrounds, experience levels, and skill-sets also improves the overall function of your company. Diversity is not just a buzzword, it is something that helps companies better reflect the communities they serve while driving innovation and improved decision-making.  

 

Diverse teams offer a wider variety of perspectives and experiences, which leads to more effective problem-solving and creative solutions. In a field like trucking, where split-second decisions can have a large impact, diverse perspectives also enhance safety and efficiency.  

 

Broaden your reach  

The best approach to diversify your candidate selection pool is to source your drivers from a variety of channels. It’s important not to rely on a single method, especially as technologies change and the industry continues to grow.  

 

In today’s industry, social media should play a large role in your recruiting efforts, alongside traditional methods such as flyers, recruiting fairs, and team referral benefits. Meet drivers where they’re at by posting to a variety of online job boards and social media platforms, ensuring maximum visibility and engagement. By leveraging the power of social media, you can reach a broader audience of potential candidates, including passive job seekers who may not actively be searching through traditional channels.  

 

Utilize innovative technology to assist with your recruiting efforts, such as AI-driven applicant tracking systems or intelligent driver match technology. Driver-centric platforms, such as Drive My Way’s personalized recruiting software that matches truck drivers and owner operators with carriers looking to hire, can revolutionize your recruitment process by streamlining candidate selection and ensuring better alignment between drivers and carriers.  

 

Embrace diversity  

Another key step in expanding your candidate selection pool is by attracting a diverse group of applicants. By embracing diversity and highlighting it as a strength at your company, a wider variety of drivers will be encouraged to apply and refer others as well.  

 

Promote inclusivity by providing opportunities that benefit and support members of underrepresented communities in trucking, including women and people of color. Consider offering options such as mentor programs, which have been proven to positively impact drivers and build stronger communities within carriers.  

 

A diverse group of applicants can also include factors such as differing age groups and experience levels. A wide range of age of applicants is important for safeguarding against future uncertainty, especially as many trucking carriers face the challenges of an aging workforce. By valuing the contributions of drivers across different stages of their careers, you foster a culture of mentorship and continuous learning while strengthening your company’s resilience and adaptability in the face of evolving industry demands. 

 

Network and collaborate  

Look to other members of the trucking industry to continue growing your company and discover new methods of recruitment. Industry associations, such as the American Trucking Association or The National Association of Small Trucking Companies, are useful for making industry connections that can help your company find new ways to build relationships with potential candidates.  

 

Consider collaborating with trucking schools to identify and nurture talent early on. These partnerships might take longer to pay off, but they can result in a steady stream of qualified candidates who already know your company values, expectations, and culture.  

 

Focus on retention  

Increasing driver retention rates by prioritizing the experience of every driver is not only vital for recruiters aiming to attract top talent and improve overall driver satisfaction, but also for expanding the scope of your candidate selection pools.  

 

Investing in programs and infrastructure that demonstrate a commitment to drivers’ needs, mental health, and physical well-being is key to achieving this goal. Consider implementing options such as a regular driver engagement survey, which shows dedication to drivers’ feedback and perspectives, thus fostering a culture of inclusion and empowerment within your company.  

 

Offering other opportunities to support drivers, such as training for veterans transitioning into the industry or resources to prioritize and protect your drivers’ mental health, can position your carrier as a forward thinking and driver-centric organization where any truck driver would want to work.  

 

 

 

For more information on evolving trends in the trucking industry and how to stay ahead of the curve when recruiting and retaining quality drivers, be sure to follow us on social media and stay up to date on our Employer Blog posts.  

3 Tips to Focus on What’s Really Important as a Truck Driver Recruiter

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Truck driver recruiters have so many responsibilities, sometimes the job can feel overwhelming. Dealing with many moving parts and competing priorities, such as monitoring DOT and company standards, staying up to date with current marketing trends, and knowing where to look and how to screen for quality candidates, it’s important to focus your recruiting efforts and know what’s worth your time.  

 

Over the years, truck driver recruiting strategies have also changed greatly. It can be difficult to know what new technology or approach could save you hours of work and increase your reach to a larger pool of candidates, or what could just add more stress to your plate. Wondering how to focus your recruitment efforts and find efficient strategies that still yield effective, quality results? Keep reading for Drive My Way’s 3 key tips to make the most of your time as a driver recruiter.  

 

Know What’s Working, and Change What Isn’t  

One of the most important questions a recruiter should ask themselves often is what is the Return on Investment (ROI) of your efforts? This is the easiest way to tell on paper if a strategy is working, and it’s essential for analyzing expenses and creating a budget. Having measurable results is important for deciding which efforts you should continue, and which are wasting time and money.  

 

Looking at your metrics can help you narrow down your sources and determine which are the smartest investments for your carrier. It’s important to know which sources yield the highest quality candidates, instead of just the highest quantity.  The amount of candidates making it through the phases of the hiring process, driver turnover rate, and driving safety records are important success markers that reflect the quality of your candidate pool.  

 

Have an Evolving Strategy in Place 

Creating a concrete recruitment strategy to rely on is one of the best ways to alleviate stress in the day-to-day job tasks of a truck recruiter. How do you find candidates? What’s your pre-screening process? How do you measure how far along candidates are in the hiring process?  

 

Knowing the answers to these questions can also help you tell what parts of your job you need to focus your attention on, and which are running smoothly. If you’re facing trouble with something like driver application abandonment, prioritizing finding a solution will save you time down the road, and likely help out in other areas of the recruitment process.  

 

Touchpoints are also an important part of a good recruiting strategy, and will keep you feeling organized with your time and efforts. Touchpoints are any point of contact with potential candidates, and they help improve recruitment and retention by creating a personalized, effective experience for both sides. Having a strategy in place for when and how you make contact will save you time and make a difference in the quality of your recruiting efforts.  

 

Leave Room for Growth  

Finally, it’s important to look to the future. Creating goals and planning for future growth is a great way to ensure that you remain focused on what matters while building upon current success. Leave room for innovative ideas when creating your budget, while maintaining the strategies that are proven to work best.  

 

Planning for future needs also helps you when you run into unexpected problems. Strategies like creating a driver waitlist or considering hiring international drivers could help you manage peak hiring periods. Are you planning to add new regional locations? Are you expanding into new segments? If you have plans for growth on the horizon, you’ll need more drivers. Plan accordingly! One of the best ways to do this is to look at your carrier’s long-term strategy overall, so you can plan for where you’re headed.  

 

 

 

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