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Fundamental Steps of the Driver Recruitment Process

With a limited pool of truck drivers, carriers know the hiring process is rarely a simple one. Hiring just 1 driver often involves a minimum of several weeks’ time, multiple follow-ups, extensive paperwork, background checks, Drug & Alcohol Clearinghouse registration, and consistent communication between the driver and recruiter.

If you’re looking to improve your hiring in 2020, this is the perfect time to re-adjust your process. Here are the fundamental (but often forgotten steps) when it comes to recruiting more drivers for your fleet.

  • Manage your online presence. According to Glassdoor, job seekers will read an average of 6 reviews before forming an opinion about a company. Before they even apply, drivers are most likely looking at your reviews on Indeed, Glassdoor, Facebook and more. Encourage current drivers to leave reviews to help improve your online reputation. Make sure you’re proactive and reply to any unanswered reviews on those profiles.
  • Clean up your applicant tracking system (ATS). Make sure you have your ATS set up properly to help your team succeed. If certain recruiters have specifics divisions, be sure to set up routing to track that within your ATS. If you are finding yourself unsure of where the driver left off, make detailed notes within the platform to stay organized. Cleaning up your ATS will ensure you can run reports and more easily track what applicants you have in each stage of recruiting.
  • Don’t be afraid to pick up the phone. Most drivers apply to multiple positions when looking for a new driving position. Time is of the essence when working those incoming apps. Make sure to call candidates soon after their app comes in to let them know the next steps. If your team’s at capacity, consider a drip campaign that automatically emails or texts candidates. Automation will help your candidates know what to expect and give them answers on your hiring process. This can also leave a positive first impression before speaking to the candidate directly.
  • Work partial apps and short forms. It’s easy to only go after full applications, but this is a common missed opportunity. If a driver has taken the time to start filling out a partial application, make sure to follow up with the candidate. Your recruiters can always fill out the application with them over the phone or send them reminder emails to complete it. Sometimes candidates need some extra convincing to apply, but by working the lead, you’ll be making the most of your applicant database.
  • Communicate during orientation and onboarding. There’s nothing more disappointing than having no-shows at orientation. Make sure to stay in touch with drivers prior to orientation to see if they have questions or concerns. It also helps to send them information on what to expect and confirm their mode of transportation. Similarly, once the drivers have arrived, make sure to check in with them over the course of the first 90-180 days. By ensuring their satisfaction with the new job, you’ll reduce turnover and the hard work you’ve done in getting them on the team will pay off.

Interested in learning more about the driver recruitment process? Check out these 5 mistakes to avoid when hiring drivers.

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