6 Tips Recruiting Your Next Truck Driver
Recruiting drivers can be very challenging for some people to find well-qualified drivers in a market with a high demand for drivers. The pool to get drivers from is very limited, and not enough new drivers to keep up with the current request for drivers as dictated by the industry. I have had firsthand experience in hustling to get drivers for my own trucking business that I was running for over 15 years. Over the years, our company has focused on growing our driver’s database that we can have quick access to get positions filled quickly for our customers. GetMeDrivers.com is a job board specifically designed to aid companies in the USA to employ drivers fast and effectively. For the recruiters who want to try lady luck, we have some tips that we use to find more drivers for our needs and will surely help you in your business. I am sure you have tried some of the methods before.
Promote employee referrals
Creating an environment or forum in your business where employees feel free to recommend their friends or drivers they know has multiple benefits.
- Give your current employees a sense of importance and belonging.
- Incentivize successful recruits. It does not have to be huge money. It is seen as a token of appreciation and will create a willingness for more people to take note of the business and also want to earn some extra cash.
- Employees want the business to succeed, and bringing good quality people to the company will help the business grow more reliable and faster.
This will remain our most favorite and seen most of our success when recruiting new drivers.
Use Modern Technology and Tools
We have such options of tools that employers and recruiters need to use to reach future candidates and then to conduct meaningful interviews.
- Use Digital targeting assets like Facebook, Instagram, Twitter, and much more to find recruits. With little effort, you can reach thousands of people very quickly.
- Create the Ad content that is specific to the needs of your business.
- KISS (Keep it Simple Stupid) create a clear value that is in line with your job description
- Don’t promise something that you can’t offer.
- Use mobile technology like video calling to perform an interview, especially when employing Over The Road (OTR Drivers). They might be on the opposite side of the country and will take several weeks to return, depending on their current position.
Write the Best Job description.
Writing an attention-grabbing and thorough job offer is crucial to engaging with qualified candidates. Job Description needs to create a clear outline of what your expectation is of the driver. We have seen it multiple times when there is a problem between the driver and the employer because of a misunderstanding caused in the Drivers JOB Description.
Here are a few tips to consider:
- Make titles as specific as possible. The more accurate your offer, the more effective you will be in piquing the interest of the most qualified and interested drivers.
- Open with a captivating summary. Provide an overview that gets drivers excited about the role and the company.
- Include the essentials. Include core responsibilities, hard and soft skills, day-to-day activities, and explain how the job fits the organization’s goals.
- Keep descriptions concise. Job descriptions between 700 and 2,000 characters receive up to 30% more applications, according to statics.
Take the time and develop a well thought out Driver JOB Description; it will save you a lot of sweat and tears down the line.
Ask the right interview questions.
Relationships are generally established at first sight when meeting a new person, how he dresses, brushes his or her hair, and presents himself. There is nothing wrong with this, and it human and I have employed somebody in 5 min’s from meeting the candidate for the first time, I must admit I have had some great success in this but at the same time had some epic failures. Take the time and learn more about the person, here are some excellent questions
- Tell me about yourself?
- Tell me about a time you had a challenge in your job and how you overcomes it.
- What are your strengths?
- What is your weakness?
- Tell me about your last three posts and why you left them?
- Why should we employ you?
These few questions can tell you a lot about the candidate’s thinking and ability to communicate and, more importantly, will he fit into the business culture.
Treat candidates like customers.
Whether you are conducting a phone call or a one-on-one interview, a new driver’s first impression of your company is essential. It’s necessary to make them feel excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.
- Be respectful of their time. Whether it’s a phone call, video conference, or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible.
- Be hospitable. When a candidate arrives for an in-person interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel as welcome and comfortable as possible.
- Make yourself available. Provide candidates with your contact information to reach out with questions and concerns throughout the process.
Consider previous candidates
Often when you hire for a position, there are a few talented drivers that end up not cutting due to timing or other external factors. When you’re recruiting for a similar driver, consider re-visiting the resumes of past applicants. These drivers are already familiar with your company and may have picked up new skills and experience since the last time you spoke.