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Essential Elements of a Digital Driver Recruitment Campaign

Word visual of all elements involved with digital recruitment. Words are sprawled out over work desk.Thanks to COVID-19 a large portion of the globe is working from home. Traditional driver recruitment methods, like job fairs, have been cancelled. However, the need for quality drivers has never been higher. Digital driver recruitment is your best option. Here are the essential elements of a digital driver recruitment campaign. Implement these into your digital campaigns for maximum results.

Interacting and Building a Presence on Social Media

Truckers are very active on all social media platforms, especially Facebook. Facebook’s group features enable drivers from across the country to connect with each other. Groups also enable recruiters to connect with drivers. Meet customers (in this case potential drivers) where they are. Be active in these groups and sell potential drivers on working for your company.

Social media is used by drivers to research potential employers. Drivers will look up your company on all social media platforms if they are considering working with you. This is an excellent opportunity to showcase how great your company is. Post photos of your company picnic, positive driver testimonials, and content from regular day-to-day interactions. These posts will make potential drivers want to work for you.

Make Your Content Driver Friendly With Mobile First Design

Every piece of content released by your company must be easily accessed on a mobile device. Drivers are not in front of a computer often. They do their web surfing from their smartphones or tablets.

Content that must be designed for mobile devices include: company website, landing pages, any ads your company runs, and all emails sent to drivers.

Pay-Per-Click Advertisements to Generate Awareness

For a fee, platforms like Google, Facebook, and Indeed will place your job advertisements right in front of the people you want to see them. Your company is only charged the fee every time a driver clicks on your ad.

Paid search ads have a click through rate of roughly 3.75% and display ads are around 0.77%. PPC advertising will not generate huge numbers of applicants. But, it is an excellent tool for generating awareness for your company.

Search Engine Optimization Generates Applicants

PPC advertising may have a low click through rate, Search engine optimization is the opposite. Ranking number one for a Google search result has an average click through rate of 31.7%. If your company ranks high for common trucker searches then you will generate a large number of site visits. Site visits turn into applicants.

Focus on the SEO Three and you will increase your ranking over time. The SEO Three consists of: content, technical, and links. Your company needs to create engaging content, have a technically sound site, and find ways to get other sites to link back to your site.

Website Design is Your Company’s First Impression

Drivers are going to research your company if they are considering applying for one of your available positions. They will visit your site. A poor quality site will give the first impression that your company is not professional. Professional quality sites will create a first impression that sells drivers on working for your company.

Landing pages are a critical part of your website. The page that drivers land on when they click on one of your ads or emails is the landing page. A well designed landing page will excite the driver and have a strong call to action. A call to action is going to be what gets drivers to apply.

Technical Strategies Provide Key Insights and Hyper-Focus

Digital driver recruitment campaigns need a technical strategy. Tools like Google Analytics will show you where your site traffic is coming from. Use this data to gain key insights that guide your digital recruitment strategy.

In addition to providing data driven insights, there are technical marketing strategies you need to be using. These strategies enable your campaigns to hyper focus on your desired niche market. Geofencing, for example, will allow you to only show your job advertisements to drivers in a specific area. Retargeting is another technical strategy that will show your ads to anyone who has visited your website.

Email Lists Connect Your Company to Interested Drivers

Starting building an email list of every driver that is ever shown any interest in your job postings. Include former drivers that you would like to rejoin your company. Platforms like MailChimp will help you organize your email list, design emails, and send them out to everyone.

Emails need to be eye catching and informative. Do not overwhelm the reader with too much text. Some great things to include in an email campaign are: pictures of happy employees, testimonials, company achievements, profiles on high performing drivers, and messages from upper management.

For the near future, in-person driver recruitment is not possible. However, drivers are in higher demand because of the pandemic. Take advantage of this unique opportunity to begin digital driver recruitment, and make sure to use the essential elements.

How to Lead Your Truck Company in a Volatile Market

"Turmoil" runs across a stock ticker. All stocks are down.

The first quarter of 2020 has been filled with ups and downs. January started with the DJIA reaching all time highs, followed by a crash. The Coronavirus has hurt carriers that focus on transporting goods shipped in from China, but it has helped carriers that supply grocery stores. Russia and Saudi Arabia embarked on an oil war which will lower fuel prices for carriers but potentially harm the industry in the long run. Throw in an upcoming presidential election and the future will be filled with ups and downs. Here is how to successfully lead your truck company in a volatile market.

Plan for Contingencies by Playing ‘Kill the Company”

Volatile markets crush companies by following record highs with crippling lows. Companies that are not prepared for the lows crumble.

Start making a contingency plan by analyzing your company’s weak points. ‘Kill the Company’ is a great exercise that highlights your company’s weak points. Gather the leaders of your company and tell them to pretend to be the company’s number one competition for the next three minutes. Their goal is to come up with a plan to put your company out of business.

Knowing your weaknesses will shine a light on the factors that could be catastrophic. Build a plan that will get your company through the worst of times.

Build up Your Capital Reserves During the High Points

Capital reserves are like a savings account for your company. Use the upswings in a volatile market as an opportunity to build up your company’s capital reserves. Building up capital reserves will enable you to fund contingency plans or pay for essential costs, like salaries, when the company stumbles in a market crash.

Be Aggressive With Payment Collections

Volatile markets are not the time to be relaxed with payment collections. Money will be tight for everyone. Companies that owe you money will try to hold on to their cash during the downswings and wait for the upswings to pay you.

The best way to improve cash collections is to communicate with your clients frequently and to make it as easy as possible for them to pay. Starting five days before the bill is due you need to be on the phone with clients reminding them to pay you. Call them on the due date and then every day after that until they pay. An online system is the easiest way to accept payment. Enable clients to pay you from their computer by using tools such as Quickbooks

Setup Alternative Sources of Income

It is good business practice to set up as many revenue streams as possible. Doing so will mitigate risks. Having multiple sources of income will help the company survive while its main revenue source is struggling.

One common way for a trucking company to earn extra revenue is to sublease a portion of its warehouse. Subleasing to another company will generate a monthly income that helps cover your fixed costs.

Do Not Layoff Drivers to Save Money

Companies will turn to layoffs in order to save money in a struggling market. However, this leads to the quality of service you offer to suffer.

Building up your capital reserves and establishing multiple revenue streams will provide your company the money it needs to keep its staff. Ideally, it would also provide the funds to hire the top drivers that other companies laid off.

Keeping your staff intact will ensure you continue to provide great service through tough times. This will earn the loyalty of your current clients and help you gain even more business from companies that are disgruntled by their current carrier.

Take Advantage of Competition Slowdown and Continue to Market

According to the Small Business Administration,

“Savvy marketers can boost sales and market share, even if the industry in which they compete is in a slump.”

The competition that is not prepared for a volatile market will be forced to slash their marketing budget. Using your capital reserves, your company can fund marketing campaigns that capture more of the market.

Include Employees in Implementing Policy Changes 

Volatile markets will force your company to implement policy changes. You must involve your employees in these changes. Doing so will generate a sense of team and ownership in the changes.

Trying to force policy changes on employees will create a sense of rebellion. Turbulent times require your team to come together and overcome adversity. Employees turning on the company will magnify every issue the company faces.

Volatile markets separate the great companies from the not so great companies. If you do not know how to lead your truck company in a volatile market, your company will struggle mightily. However, choose your next steps wisely and you will come out of these difficult times on top.

7 Strategies to Improve Driver Recruiting

This article based on Kelly Anderson’s webinar 10 Things to Improve Quality and Quantity of Drivers Recruited

Driver recruiting to fill your trucks

A carrier’s most valuable assets are their drivers. Companies that successfully recruit quality drivers in high quantities outperform the competition.

Companies that are not hiring quality drivers will struggle. Utilize these 7 strategies and your company will improve its driver recruiting.

1) Remove Tasks That Keep Recruiters From Recruiting

Driver recruitment is a demanding job. Recruiters that are assigned tasks outside of recruiting will not devote the necessary time needed to recruiting.

Time spent planning orientation, running digital marketing campaigns, qualifying applicants, etc. is time away from recruiting. In order to maximize efficiency, recruiters need to focus all of their energy in three areas:

  • Calling fresh, pre-qualified, leads
  • Referral programs
  • Rehire programs

Recruiters wearing too many hats will produce sub-par results. Remove distractions so recruiters will focus solely on recruiting

2) Hire a Trucking Digital Agency

Digital recruitment generates a constant stream of fresh leads for your recruiters to contact. However, it has to be done properly. Your recruiters do not know how to run effective digital campaigns.

Also, a digital ad agency unfamiliar with the trucking industry will not succeed. Hire a digital ad agency that specializes in truck company marketing and driver recruitment. Specialty agencies will speak your language, have your interests at heart, and will know how to navigate recruitment road bumps.

Digital campaigns are more effective than outdated methods. The first place drivers go to find a new job is the internet. Run a digital campaign and drivers will see your posting when they look for a new job.

Another benefit to digital campaigns is everything is tracked. Agencies will use tools like Google Analytics and Search Console to see how each marketing platform (social media, ppc, remarketing,etc.) is performing. Tracking data also allows them to use A/B testing. They experiment with different images/messaging and see what variations produce the best results. Data driven decisions will generate campaigns focused on the most effective platforms using the most effective messaging.

Skilled agencies will be able to promote your job postings specifically to people who you want to see it. You will not waste a single cent on ads being placed in front of uninterested people. Digital campaigns are hyper focused.

3) Assign Primary Recruiting Responsibilities 

Assign your recruiters to recruit specific kinds of drivers. One recruiter needs to focus on drivers, one on owner operators, one on CDL students, etc.

Recruiters will take pride/ownership in the type of driver they are assigned.  Also, assigning drivers will assure your company has different drivers with diverse skill sets.

Instead of having a team of drivers with the same qualifications, your company will have a collection of different endorsements, O/Os, and rookie drivers.

In addition to assigning recruiters specific drivers to recruit, make sure recruiters are assigned specific channels. Driver applicants that slip through the cracks because a recruiter forgot to reach out to them is frustrating and costs the company money.

4) Train Recruiters to be Salespeople

Truck driver recruiting is a sales job. Recruiters are selling the idea of working for your company to driver applicants. If your recruiters are not properly trained in sales then they will struggle to recruit.

Recruiters need to be trained to utilize conversation techniques that discover why a driver would want to change jobs. After figuring out the “why” the recruiter can use that to sell the driver that working for your company will fix that why.

5) Shorten the Recruiting Cycle

The longer it takes from “hello” to contingent offer, the least qualified drivers you hire. Enable your recruiters to offer drivers a contingent offer on the first call. It is unnecessary for and inefficient to have a recruiter get clearance from a manager before making contingent offers.

Another way to shorten the recruiting cycle is to use a landing page that drivers can apply on. Drivers should click on your ads and be able to apply for the position without having to search through any tabs.

6) Inspire Drivers to Refer Your Company 

Getting drivers to refer your company to other drivers is a great way to bring on new talent. However, it can be difficult to get drivers to actually refer your company to their peers.

Oftentimes recruiters will implement an impersonal referral program. Recruiters will send out an email blast, or in a large meeting, ask all of the drivers at once to refer the company to their friends.

Ask drivers personally and privately for help. Doing so will lead the driver feeling like you are asking them for help, not asking the whole company at once. People are committed to people, not the company.

One strategy that produces results is pulling your top drivers into your office, asking them for help, and then giving the driver their own business cards. The driver will hand out their cards to people they meet on the road.

Do not forget to compensate drivers that refer qualified drivers.

7) Actively Recruit Potential Rehires

When a driver leaves your company for another, that does not mean they should never work for you again.

At the time the driver resigns have a company vote if they should be welcomed back. 30 days after the driver resignation, start sending them recruitment content. It is common for a driver to start a new position only to realize their former employer was a better situation.

Make sure to send out messaging to former drivers on December 1st. December 1st is the end of the busy season and drivers are starting to think about where they are going to work the following year.

Finally, announce company changes to former employees. Former drivers may have left because your company was not paying them enough, but they enjoyed everything else about your company. Letting former drivers know about the pay increase may motivate them to return to your company.


Improving the quality and quantity of drivers recruited will improve your company’s bottom line. Despite the driver shortage, your company should not settle for a lack of quality drivers. Follow these 7 strategies and bring in more qualified drivers.

6 Tips For a Successful Digital Driver Recruitment Campaign

Digital recruitment campaign graphic

57% of the world’s population are active internet users. The internet has changed nearly every aspect of our lives. It makes sense that recruitment campaigns are becoming more web based. Companies are shifting from print media and career fairs to digital driver recruitment campaigns. Digital driver recruitment campaigns are more efficient than the old methods and they provide a higher ROI. That being said, here are 6 tips for a successful digital driver recruitment campaign.

1) Create Relevant and Engaging Content

Prior to publishing any recruitment content you need to decide who your ideal candidates are. Are you hiring for diversity? Are you in need of a driver with specific endorsements? Do you want to hire team drivers? Use these answers to guide what type of content you create. For example, if you are wanting to hire team drivers you must use images of team drivers in your ads.

2) Be Active in Trucking Social Media Groups

There are hundreds of groups on Facebook and Linkedin dedicated to connecting drivers with recruiters. Being active and establishing a presence within these groups is an excellent way to find new drivers. However, it is important to note that there is a lot of competition in these groups. Drivers are bombarded with job opportunities from recruiters. Standing out from all the other job postings in these groups can be a challenge. It is important to be active in these groups but do not put all of your eggs in this basket.

3) Build Your Reputation as a Company That Prioritizes Drivers

Drivers talk with each other constantly about the companies they work for. Your company will be discussed online between drivers. If your company prioritizes its drivers, word will spread. On the flip side, drivers will know if your company does not prioritize its drivers. By building a reputation as a company that prioritizes drivers, applicants will keep an eye out for your job postings. Build a reputation as a company that prioritizes its drivers by incorporating trust into the hiring process and using effective retention strategies.

4) Use Tools That Screen Out Unqualified Applicants

Implementing a digital recruitment campaign allows you to use digital tools that streamline the process. Programs like Zapier or ZipRecruiter filters make it so that you never have to see any applicants that do not meet your requirements. Recruiters do not need to waste their time with unqualified driver applicants when digital recruitment campaigns are used.

5) Geo-Target Drivers in Your Hiring Region

Geo-targeting  enables you to send ads to drivers in specific regions. Do not waste your time sorting through applicants from outside your hiring region. Digital recruitment campaigns will only be seen by potential drivers within your hiring region. Another advantage to geo-targeting is that you can send ads to areas that you know drivers will be. You can target truck stops, driver conventions, CDL schools, etc.

6) Design a Landing Page That Encourages Drivers to Apply

A well designed landing page is essential for any digital recruitment campaign. Even well crafted and placed ads will not generate applicants if the ad is not linked to a landing page. Drivers do not want to click on an ad that takes them to the homepage of your company’s website. An ad should link to a landing page that sells the driver on working for your company and allows the driver to apply on the page. According to Kelly Anderson, shortening the recruiting cycle will lead to more quality drivers applying for your positions.

Digital driver recruitment campaigns can be a daunting task. If you do not know what you are doing then you will see poor results and feel as if you wasted time and money. However, follow these tips to start seeing positive results. Digital driver recruitment campaigns will become your go to recruitment strategy.

Building a High Performance Team of Drivers

Successful companies recognize that the difference between success and failure is teamwork. The strongest teams will consistently outperform expectations and overcome adversity. Weak teams will trip over the smallest of hurdles and cost the company money. Recruiters are responsible for putting together a high performing team of drivers. Keep reading to learn how to build a high performance team.

Don’t Hire Good Drivers, Hire Great Drivers

High performance team celebrates together.The 2019 ATA Driver Shortage Report predicts that the shortage could reach 160,000 drivers by 2028. However, the Bureau of Labor Statistics claims that there is no shortage, but instead high turnover creates a perceived shortage. Either way, both studies pressure recruiters to hire any qualified driver that applies. That is not what you should do to build a high performance team. Yes qualifications are important, but they are only part of hiring the right driver for your company. Ideal candidates will show a commitment to their career. Hire applicants that stay with companies for long
periods of time. Avoid applicants that have a history of changing companies like they change clothes. Drivers that have a track record of switching companies frequently will not hesitate to leave your team for a higher paying job elsewhere. Hire drivers that fit well within your company’s culture. Ask the applicant how they deal with their current co-workers/managers. Avoid drivers that speak poorly on their current colleagues, they will do the same to your team. One negative team member can ruin the entire team’s morale. Recruiters that take the time to hire drivers that are qualified, committed, culture fits, and have a positive attitude will have the right pieces in place to form a high performance team.

Unite the Team by Focusing on Goals

Gather the team together and brainstorm a list of goals that you want to achieve together. Involving the drivers in this process will develop a sense of ownership. The drivers will want to reach the goals instead of feeling like they are being forced to reach the goals. Drivers that want to reach their goals will be inspired and motivated. Opposed to drivers that feel forced will perform reluctantly. A team that comes up with the goals together will work as a team to achieve the goals.

Offer Advancement Opportunities

Drivers may not perform at a high level if they believe they are in a dead-end job. Most drivers want to advance in their career and improve their craft. Sites like CDL Training Spot are dedicated to teaching drivers strategies that make them better drivers. If the drivers you hire can see a career path ahead of them, they will be more motivated team members. Obtaining more endorsements or moving up to management will motivate some drivers. Others may find it appealing to move laterally into a position where they do something different. Keep an eye on your team and provide the resources they need to make the career moves they desire.

Individual Motivation Strategies

A one-size-fits-all approach to motivation does not work. Some drivers want to be checked in on constantly and reminded of the goals. Others want more autonomy in their work and relent the idea of having their hand held by the boss. In times of stress, certain team members respond strongly to a kick in the pants while others will crumble from the pressure. Think of the best sports coaches throughout history, they do not treat every player on the team the same way. Effective team leaders are aware of how different team members respond to different motivators. As you lead your team of drivers, do your best to inspire each of them in a way they will respond positively to.

A high performance team of drivers is the best asset a trucking company can have. Creating an environment that truckers want to be apart of and motivated to thrive in will pay large dividends. High performance teams will improve your company’s retention rate and help avoid having to deal with idle trucks. A recruiter that hires great drivers, unites through goals, offers advancements, and motivates individuals will succeed at building a high performance driving team.

How to Use the Driver Shortage as an Advantage

The driver shortage is the largest issue facing the transportation industry today. According to the ATA in 2018 the trucking industry was short 60,800 drivers. If the current trends hold, the shortage may rise to over 160,000 by 2028. From a bird’s eye view, the driver shortage is a major issue that needs to be addressed. However on a local level, carriers can use the shortage as a tool to beat out competition. Implementing top notch recruiting strategies will enable your company to hire quality drivers instead of your competition.

Getting Ahead of the Competition

The best way to illustrate how a company can benefit from the driver shortage is through a hypothetical situation. In this hypothetical situation let’s say that there is a city with 3 trucking companies and 20 qualified drivers.

Each company has 10 trucks to fill, but obviously there are not enough drivers for each company to fill their trucks. Companies 1 & 3 have been around for decades and decide to use the same recruiting strategies that have always worked for them. They post help wanted ads around town, attend job fairs, and implement a referral program. These efforts produce some results and Companies 1 & 3 are able to successfully hire 5 drivers each. Company 2 on the other hand, is a relatively new company and they decide that old recruiting strategies were not effective enough. Company 2 decides to implement digital based recruiting strategies, offer a higher pay for drivers, and reorganizes the company structure to maximize efficiency. These changes in the recruiting process are highly effective and Company 2 successfully recruits the remaining 10 drivers.

Now that Company 2 has enough qualified drivers to fill all of their trucks, they are avoiding all the necessary costs that come along with idle trucks. Also, Company 2 is doubling the revenue that Companies 1 & 3 are earning. While Companies 1 & 3 are struggling, Company 2 is thriving which leads to them earning more business from local brokers. Eventually, if the trend continues, Company 2 will be able to buy out Companies 1 & 3.

Company 2 adapted to the times and used strategies that their competition were not using. The combination of effective recruiting and the driver shortage lead to Company 2 doubling in size and eliminating its hypothetical competition.

Becoming Company 2

It is safe to say that everyone wants to be Company 2 in the above hypothetical. That is a lot easier said than done. In order to be Company 2 you need to be better at recruiting and retention than your competition. Digital marketing recruitment strategies, such as geofencing, are far more effective than traditional recruiting strategies. If your company is not maximizing digital strategies then you need to bring in an agency that is highly skilled in this area. Dedicate one team to using digital strategies that fill your applicant pool and a separate team that focuses on recruiting.

The driver shortage is the number one threat facing the transportation industry as a whole. However, that is not the case on the local level. A company that recruits better than its competition will benefit from the shortage. That company will employ the majority of qualified drivers and outperform competing companies. Implementing digital strategies and reorganizing the recruiting structure will set your company up to use the Driver Shortage to your advantage.

How to Avoid Idle Trucks

Idle trucks kill trucking companies. Opportunity costs and actual costs occur from empty trucks. An idle truck misses out on the opportunity to earn $650 in revenue every day it is not on the road. Not only that, but it costs about $170 a day in fixed cost for a truck to sit and rust. Your company loses $820 per truck for every day the truck is not on the road. Considering that on average it takes 20 days for a company to hire a new driver, a sitting truck will cost your company $16,400. Being able to keep all your trucks on the road is critical to your company’s success.

Keep Your Driver Pool Full

According to the ATA’s Truck Driver Shortage Analysis 2019, driver churn was 89% for large for-hire carriers and 73% for small for-hire carriers. Your drivers are going to leave your company. Some sooner than others. You must be constantly using digital marketing strategies that find qualified drivers online and encourage them to apply for your company. As your current drivers leave for other positions, the recruiters will be able to pull from this pool and hire them quicker. Drivers from the driver pool are able to be hired faster because your company will have already done the due diligence of screening the applicants to see who is qualified for your positions. Recruiters need to be either filling up the applicant pool or hiring from the applicant pool at all times.

Slip Seating

This is a controversial method. If you look at any trucking forum that discusses slip seating you will see that the majority of truckers are not fans of this practice. However, Duff Swain, founder of the Trincon Group, argues that slip seating is necessary for maximizing the value of your trucks. Duff says that today’s trucks are designed to be operated 24/7, only requiring idle time of two to four hours every 25,000 miles for an oil change. Operating your trucks 24/7 will produce the maximum value instead of idle trucks costing your company thousands of dollars. Drivers will
Fleet of red truckssay that they do not like slip seating because often times when they receive the truck from another driver, the inside will be dirty and smell gross. Issues like this can be easily avoided. To avoid messy trucks your company must hire drivers that take pride in their work. Also, you must establish a system where before the drivers are allowed to end their shift, they must have their truck checked out by a third party. Hold the drivers accountable. Finally, if your company implements a slip seating system properly then your drivers will have the opportunity for more home time. Schedule the drivers based on their preferences to fill the trucks you have. Share with your drivers that slip seating is going to allow them to spend more time with their loved ones and they will be more likely to cooperate.

Cut the Dead Weight

Any truck that your company is unable to fill must be sold. Keeping trucks in your fleet that have been idle for over a month are costing your company tens of thousands of dollars. Using the numbers above, a truck that is idle for one month (30 days) will cost your company $24,600. Add to that the cost of hiring a driver ($8,000 on average), a truck idle for one month costs your company $32,600 before it starts earning revenue again. If the truck earns $650 a day in revenue, then it will take 51 days before your company regains the opportunity costs, hiring costs and rust costs from the idle truck. Your company needs to sell any truck it owns that will not be filled for months. Selling the truck will increase your cash flow and cut your costs.

Avoid idle trucks as much as possible. Owning a truck that does not have someone to drive it costs your company thousands of dollars. Idle trucks kill trucking companies. In order to keep your trucks on the road and have zero idle trucks in your fleet your company must keep your applicant pool full, slip seat, and sell any idle trucks that can not be filled.

How to Set Up Your Company for Recruitment Success

Today, drivers are more accessible than ever. 24/7 drivers can be reached on the internet. So why is it that companies across the nation are struggling to recruit talent? The problem may be that companies are not setting up their recruitment team for success. In order to effectively find qualified drivers online your company needs to utilize digital marketing specialists. Either hire specialists in-house or work with an agency. Recruiters have enough to worry about, expecting them to also become expert digital marketers is putting too much on their plate. The more time recruiters spend online trying to implement digital marketing strategies, the less time they can spend recruiting.

Recruiters Need to Recruit!

Recruiters are intended to contact quality drivers, get them through orientation, and keep them in the company. Recruiters are not intended to be expert digital marketers. To maximize recruiter efficiency they need to be in a system where a pool of drivers is provided to them. Then the recruiters can focus on phoning. Kelly Anderson talks about distracted recruiters in his webinar, Latest Techniques for Finding & Recruiting Truck Drivers. Here he mentions that it is far too easy for recruiters to get distracted by finding drivers online and they forget to be on the phones. This leads to poor results. If a recruiter is not on the phone trying to bring drivers into the door then they need to be focused on orientation, building trust with drivers, and retention. Articles by CDL Training Spot, and Tenstreet discuss what it takes to be a successful driver recruiter. Neither article mentions anything about learning digital marketing strategies that find qualified drivers online. Every work related task that the recruiter does needs to be directly related to speaking with potential drivers, getting drivers through orientation, and retaining top talent. Anything else the recruiter does is not optimizing their time.

Recruiters are NOT Digital Marketers

Recruiters should not have anything to do with implementing a driver focused digital marketing strategy. Digital marketing and driver recruiting are two fields that require an immense amount of time and attention to detail. An effective digital campaign will involve technical strategies such as social media interaction, geofencing, mobile-first designTeam of digital marketers, and building a recruitment landing page. Randall Reilly wrote an article on the Top Four Digital Trends for Recruiting Truck Drivers. According to the article the top trends are: mobile, social, video, and hot topics. Do you want your recruiters spending their days making videos and writing blog posts or contacting potential drivers? Trying to recruit and market will lead to recruiters not doing either one particularly well. You do not want your recruiters to be a ‘Jack of All Trades, Master of None’. Set up an environment where recruiters can be master recruiters and another team can be master digital marketers.

Trucking companies need to setup an ecosystem where either an agency or an in-house team focus solely on digital marketing strategies that find qualified drivers. Then that pool of drivers is brought to the recruiters who begin smiling and dialing. Finally, the recruiters need to devote some time to orientation and retention. Creating this process will enable your recruiters to be as successful as possible and keep your trucks on the road.

You Need a Well Designed Recruitment Landing Page

One of the key messages that DriveTeks tries to convey to all of our clients is the importance of your company’s web presence. Last week I watched Latest Techniques for Finding & Recruiting Truck Drivers,a webinar by Kelly Anderson and Matt Lee, and in it they discussed how important it is to have a well designed recruitment landing page. The landing page is a tool that can be used to boost your recruitment efforts along with your company’s web presence. A landing page is the section of a website accessed by clicking a link on another web page. During your recruitment campaigns, the link you provide on your job posts will take applicants to your recruitment landing page. Implementing a well designed landing page will create a great first impression with applicants, provide the necessary information, and increase the number of applicants.

Nail Your First Impressions

The first thing drivers will do if interested in your job posting is click on the link to your website and research your company. That recruitment landing page is the first interaction your company has with potential drivers. Studies show that your landing page has 50 milliseconds to make a good first impression. Driver applicants are going to click on your link, visit your landing page, and before reading a single word, make a judgement about your company based on the design of the page. A well designed landing page will look good on a computer screen and a mobile device. If applicants are having a poor experience on your landing page then your recruiters are fighting an uphill battle to get them to work for the company. Drivers that are impressed by your landing page will become excited about the possibility of working for your company and will be happy to work with your recruiters. In some cases, a powerful landing page can inspire driver applicants to contact you about open positions! The best way to ensure your company has a well designed landing page is by working with a design agency (preferably one that specializes in design for truck driver recruiting).

Provide Applicants With Information That Sells The Company

Few things are more annoying to a potential applicant than when they look for information beyond the job posting and they are unable to find any. The recruitment landing page is the ideal place to provide all of the position specific information an applicant may need. Provide details such as pay, benefits, routes, etc., but also include information that will sell the applicant on the position. Include photos that show off where the driver will be based out of, the truck they may be driving, and employees that are happy to be at work. Positive testimonials from current/former employees are another great source of information that will sell applicants on working for your company. Place yourself in the drivers shoes, would you rather apply for a company that a) has a malfunctioning website b) shares basic facts about the position c) shares the basics along with high quality photos, a video, and strong testimonials? Recruit like a marketer and implement a landing page that shares exciting information with driver applicants.

Watch as the Number of Applicants Climb

Drivers will research a company and position before they apply. If the drivers have a strong first impression and have consumed the information that sells the company then they are more likely to apply. The recruitment landing page will get the driver excited about the company and a carefully placed ‘call to action’ will encourage them to apply. DriveTeks built a new website, including a recruitment landing page, for Nagle Trucks and this is what they had to say,

“Using DriveTeks changed the way we utilize our website as a business and recruitment tool. Our website went from a site to store information to a tool for our business development and recruitment process. We went from having 1-3 candidates a week to 25-30 candidates a week.”

A well designed website and recruitment landing page drastically increased the number of applicants Nagle was receiving.

In today’s recruiting landscape, digital strategies are becoming more and more important. The recruitment landing page is one of the most critical elements to any recruiting campaign. A well designed recruitment landing page will create positive first impressions, share information that sells the position/company, and increases the number of applicants your job postings receive.

The Three Pillars to Driver Retention

Effective driver retention is key to operating a successful transportation company. The average cost to hire a truck driver is just under $8,000. Being able to keep drivers on staff and not leaving at the first opportunity will save your company thousands of dollars. There are plenty of articles that discuss different strategies to retain drivers, but driver retention truly boils down to three areas. I refer to these areas as the Three Pillars to Driver Retention. Think of a structure built on three pillars, it will stand strong in any circumstance. Knock down one of the pillars and the structure will still stand, however it will not be as strong. The same idea applies to driver retention. To be as effective as possible your company needs to excel at all three pillars, but if you can offer two of the three then your retention efforts will suffice. Only performing one pillar will result in a complete collapse. The Three Pillars to Driver Retention are: pay/ incentive programs, respect, and proper management.

Pay Your Drivers!!!!

According to the Occupational Outlook Handbook the median pay in 2018 for truck drivers was $43,680, or $21.00 per hour. $43,680 needs to be the minimum you are offering your drivers. If you think that you are saving the company money by lowering the drivers’ CPM, think again. Drivers are not afraid to leave your company for another that is hiring with higher pay. Every driver that leaves your company is another eight grand your company needs to spend to replace them.

If your company is small then it may not be able to afford to pay truckers top dollar. One way you can work around this is by offering high performance bonuses. Offer money to drivers who average a certain MPH, or who routinely arrive on time to drop off locations. All that matters with the performance bonuses is that the action needed to receive the bonus can be easily tracked by the company and the driver. Clear incentive programs will ensure the drivers are engaged and motivated to perform. The better your drivers perform, the more cash your company will bring in. This will allow you to afford paying the drivers the bonuses offered. It is critical that you never short change a driver on a bonus they have earned. Doing so will eliminate any trust built between the driver and company. Also, that driver will go on to tell all of their driver friends that your company does not value its drivers.

Treat Drivers Like Family, Not Employees

On the road, drivers are constantly dealing with unpleasant situations. Cars get annoyed any time a truck is in front of them. Unloading the truck can be a long process that the driver does not get paid for (if they are paid based on miles driven). Drivers will spend weeks away from their loved ones at a time. The last thing the driver wants to deal with is an ungrateful company. Your company needs to go out of its way to make the driver feel wanted.

“Employees who feel valued are more likely to be engaged in their work and feel satisfied and motivated.” – Christy Matta, M.A

Show the drivers you appreciate them by hosting driver appreciation celebrations, inform them about available opportunities within the company, take the time to ask how their family is doing. Imagine your child (substitute any family member if you do not have kids) works as a driver, how would you want them to be treated? The answer to that question is how you need to treat your drivers.

Employ Excellent Fleet Managers

The trucker – fleet manager relationship is a valuable one. A fleet manager that is bad at their job will raise frustration levels among all of the drivers. Experiencing delays due to the fleet manager’s mistakes will frustrate the drivers because it is costing them money. In addition to being skilled in the logistics of running a fleet, the fleet manager needs to be able to manage people. Like most people, drivers do not enjoy being bossed around and feeling like their concerns are not being listened to. A fleet manager should avoid telling the drivers what to do, but instead take the time to explain why the rules are in place and get the driver to follow the rules on their own accord. Also, the fleet manager needs to take the time to listen to the drivers. Drivers will often bring up valid issues or ideas that they experience while out on the road. Listening to the drivers will also make them feel like they are a part of the team.

Drivers are well aware that there is a shortage. If they do not like something about the current company they drive for it is not difficult to find a new employer. Failing to utilize at least two of the three pillars will cause your drivers to leave you for a company that does. To retain your drivers you must offer competitive pay and benefits, treat your drivers with the utmost respect, and employ skilled fleet managers.