The trucking and logistics industry, for a long time, has been the driving force of the US economy. When the industry booms, the demand for drivers and trucks climb swiftly. However, with the current state of high turnover rates and fluctuations in the industry, driver recruitment has become strenuous.
In the last two years, without prediction, we have seen drastic changes in the trucking industry. The doors of some of the largest, most prominent companies have been closed and others forced to downsize their fleet due to the decrease in the freight movement market. Now more than ever, managing resources, hiring drivers and securing the creme of the crop in the industry is every company’s goal. As trucking comes with its own basket of restrictions and regulations such as age limit, drug testing requirements, and hours regulations, the industry is rapidly changing, structuring and aligning your recruitment process to suit your needs has never been more profitable. Despite the hiring uncertainty and challenges, technology adoption and the evolution of recruiting best practices can help your company excel in recruiting the best drivers.
Modernize and restructure recruitment process – Most companies have moved away from the traditional in office recruitment process of in-office application drop of to less time-consuming methods. Online application has quickly become the new avenue for most large companies, with platforms that are mobile friendly and make processing and screening easier. A seamless mobile-friendly application is almost a must in 2019.
Content creation and the use of social media in the recruitment process – Both hard-to-impress veterans and newbies are cautious about where to launch their careers and needs convincing to sign on with your company. Social media has become one of the fastest ways for companies to get their products and services out to the public and as such has become a large part or marketing and recruitment. With free platforms, trucking companies can create profiles and attract potential drivers with no cost to their businesses. Facebook is now the #1 platform in social marketing. It allows you to select your audience and put your products and services in front of them through the use of analytics. Understanding each platform and designing content specifically for each while remaining relevant (putting out content regularly), will surely be a plus to your company. This will build your company’s ‘audience’ and grow your company’s ‘reach,’ ultimately bringing more potential drivers to your door.
Utilizing multiple methods of contact/communication – Using several methods of communication has proven effective in response rate from potential drivers. It may not always be feasible for a truck driver to take a phone call, so sending a text message or email might give a reminder when he is free to complete that application or send in those documents. Text messaging is also a less intrusive way of communicating with the ability to send bulk messages to thousands of people while saving time and ultimately resources. Make several ways of reaching out to your company available
Selecting a driver that’s suitable for your company – Keep in min your company’s brand. and the trucking service you’re trying to provide. This will influence the type of driver you’ll most likely attract. E.g. If you’re only providing OTR services, with lengthy time on the road, your pool will be less family-oriented individuals. Now you will need to structure your benefits and offers to attract your target group.
Using third party recruitment agencies – in most cases, this can prove more profitable for your business. Finding a third party recruitment company, let them know what you want and have them invest the time into bringing the right drivers home can be not only more cost-effective but time-saving. Recruitment agencies give you guarantees on providing drivers in a given time span and replacements, which saves you from having to set up a recruitment department that will provide no guarantees. Focus on what you’re good and let a specialized team focus on bringing drivers to your door.
How to work within your budget – create a plan and work with it. Be smart about your avenues you will invest money and use as many free resources as possible. Ensure if you’re going to be paying for leads, you assess the quality of leads over the quantity. No use receiving thousands of leads if only a few are viable. Ensure that you take into consideration things like driver turnover which is inevitably high at this point. And lastly, budget based on your revenue. Ensure expenses and costs are in line with revenue and profit goal; know how much you want to spend and stick to it.
Driver Vetting and requirements – A qualified driver is not just one with a drivers’ license. Ensure relevant reports are run and driving records are reviewed and drivers meet the minimum FMSCA and your company’s insurance requirements. Looking at a driver’s previous accident and violation records or how long he usually stays at a job can give you an insight into the driver’s work ethic and help you to ask the right questions. This can save you time and money by not having to replace that driver a month down the road.
Have a practical skills interview – Have the applicant demonstrate basic skills during a second interview. You want to know that the driver can back up, accelerate smoothly through the gears, knows how to hook up airlines, can hook/un-hook a trailer (or doubles/triples along with converter dolly if needed) without issue. Ensure the day to day nature of the job is thoroughly explained and tips are given on how to overcome daily obstacles. This will help drivers to be prepared and decide if the position is right for them.
Onboarding – Be prepared, ensure all logistics are communicated to potential drivers with prior notice. Stick to the plan and stay on schedule, time is money for drivers, and no one wants their time wasted. Complete or share paperwork online if applicable to reduce time during orientation or have all documentation and driver package ready.
Compensation – Structure your benefits and compensation based on the driver type you’re trying to attract and retain. Older more experienced drivers will be attracted to benefits like health, dental, vision and 401k since they’re more focused on health, future and family. While younger drivers are more money-oriented. Figuring out what you’re trying to maintain will guide you in structuring your compensation plan.
On the job evaluations – This is necessary for tacking drivers’ progress and areas of opportunity to determine if additional training is required or promotions and incentives are due for outstanding performance. Ensure the evaluation process is short and precise and is done on across the board scale.
Driver retention strategies– You hire your own problems! Driver retention begins with recruiting. You want to develop a satisfied workforce of drivers who view their employer as a committed partner rather than the highest bidder at the moment. Losing and replacing a driver creates an ebb and flow effect. Create an environment where your drivers feel like they’re much more than a number listed on their ID card. Listen to your drivers, act on what they say and the problems they have and produce results that is both beneficial to you and your drivers.
Weed and feed; do periodic score carding replace underperforming drivers with quality ones. Poor service will cripple any business. Also, have driver appreciation events. Let them know that they’re a valued part of your company and that their efforts to keep your business going is not overlooked.