At Driveteks, we have been working hand and hand with recruiters nationwide for 5 years now. This has given us an insight into what separates the bad from the good, and the good from the great. Follow this guide to learn how to be a successful driver recruiter.
5 Tips to be a Successful Driver Recruiter
1) Get on the Phone ASAP
The most important step in successful recruitment relies on technology that has existed since 1876, phoning. There is a direct correlation between the rate at which recruiters are able to contact driver applicants via phone and recruitment success.
A study on phoning found two major conclusions: The odds of contacting a lead are 100 times higher if called in 5 minutes versus 30 minutes. The odds of qualifying a lead are 21 times higher if called in 5 minutes versus 30 minutes.
Drivers are applying to multiple companies at a time. This means that as soon as that driver hits “submit” on your application, you are in a race with everyone else.
Recruiters that develop a routine of calling driver applicants as soon as they apply will experience more success than the recruiter that is slow to call.
2) Stay in Contact
Once a successful recruiter makes contact with a driver applicant, they maintain that contact with the driver.
Recruiters that struggle with getting drivers through orientation often have a contact issue. Drivers are less likely to back out on a job offer, even if presented with a better option, if they have a relationship with the recruiter.
Whether you are contacting the driver applicant to inform them of a position update or checking in to see how the hiring process is going, there is always a reason to be in touch with applicants.
3) Interview for Culture, not Qualifications
Interviewing truck drivers needs to be less about the driver’s qualifications and more about the driver as a person. Successful recruiters learn everything they need to know about the driver’s qualifications from their application/resume.
In the interview, the successful recruiter focuses on if the applicant is a strong team fit. Focusing on the driver as a person, and hiring strong culture fits, will lead to a stronger retention rate.
Ask questions like these to get to know the applicant as a person:
- What type of culture do you thrive in? (Does the response reflect your organizational culture?)
- What’s your ideal workplace?
- Why do you want to work here?
- Tell me about a time when you worked with/for an organization where you felt you were not a strong culture fit. Why was it a bad fit?
4) Build and Maintain Strong Relationships
Recruiters that are successful are aware that their job is more than simply hiring truck drivers. Recruiters are key contributors to their company’s retention rate.
By building and maintaining a strong relationship with drivers you hire, you are encouraging the drivers you hire to continue working for your company. Drivers are more likely to stay with a company where they feel like they are a part of a community.
In addition to improving retention, maintaining relationships will help you hire more drivers. Drivers that left your company for “greener pastures” often realize the grass is not always greener. When this happens, the driver will often return to work for your company if they have a strong relationship with the recruiter.
Also, drivers that like you, the recruiter, will refer their friends to you. The truck driving community is tight-knit, drivers often tell their friends about how great it is to work for their company.
5) Influence your company to build its Employer Brand
Quality drivers are well aware of the best and worst employers. Your company’s employer brand is the way that drivers perceive what it is like to work for you.
Even skilled truck driver recruiters will struggle to recruit drivers for a company that has a weak employer brand. Drivers will not want to work for you if they hear from their friends that your company does not value their drivers.
As the recruiter, you may not be able to build an employer brand by yourself. However, you do have a strong say within the company. You need to be advocating for your company to boost their employer brand.
The quickest way to improve employer brand is by offering higher driver pay and by responding to feedback from current/former drivers.
Where Successful Recruiters Find Truck Drivers
None of the tips above are helpful if you do not know where to find drivers. Finding drivers to recruit is the core of what you do as a recruiter.
In the past, one of the best places to find potential drivers was in-person recruitment events. However, those are no longer a possibility.
A career as a truck driver recruiter is not an easy career. However, becoming a successful recruiter is fulfilling and rewarding. Follow these tips and you can learn how to become a successful driver recruiter.