10 Strategies for Recruiting the Best Commercial Drivers

By Liam Hoch in CDL Training
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Do you need help finding and retaining the best commercial drivers for your trucking business? In today’s competitive market, recruiting truck drivers and top talent is more critical than ever. In this blog post, we’ll explore 10 strategies to help you recruit and retain the best commercial drivers, ensuring your business stays ahead of the competition.

Key Takeaways

  • Utilize the latest technologies and online job boards to access a large pool of potential truck driver candidates quickly.
  • Foster a supportive company culture with competitive pay, incentives, flexible scheduling & continuous training for successful recruitment.
  • Attract and retain drivers through content marketing, apprenticeship programs, and addressing their needs for success in the industry.

Utilizing Technology for Driver Recruitment

Technology has revolutionized the way we recruit truck drivers, making the truck driver recruiting process faster, more efficient, and more accessible to a larger audience. With the right combination of online job boards, social media platforms, and applicant tracking systems, you can tap into a vast pool of potential truck driver candidates and streamline your hiring process. Implementing effective truck driver recruiting strategies is crucial for success in this competitive industry.

We will now delve into how these technological tools can significantly enhance your driver recruitment process.

Online Job Boards

Online job boards like Indeed, Monster, and Glassdoor are essential in finding qualified candidates in a competitive market. To stand out, optimize your job descriptions and consider featured job posts for greater visibility.

Emphasizing your company’s unique benefits can increase the chance of attracting ideal drivers for your business.

Social Media Platforms

Social media platforms like Facebook and LinkedIn can help engage with potential drivers, share company culture, and post job openings to attract applicants. By posting regularly and sharing inspiring stories, you can give potential candidates a peek into the day-to-day life of working for your company.

Building relationships through social media engagement can provide potential hires, including experienced drivers, a glimpse into your company’s culture.

Applicant Tracking Systems

Applicant tracking systems (ATS) can streamline your recruitment process, making the driver recruiter job more efficient. Customizing applications, linking them to job ads, and creating applicant profiles enhances the experience for both applicants and staff, which can contribute to driver retention.

Top-rated ATS for commercial driver recruitment include AvatarFleet, DriverReach, and Tenstreet.

Fostering a Supportive Company Culture

A supportive company culture is essential in attracting and retaining the best drivers in the trucking industry. By fostering clear communication, providing a platform for drivers to express their thoughts and ideas, and prioritizing safety, you can create a great company culture for your truck drivers.

We will now examine critical aspects of a supportive company culture, which include employee benefits, continuous training, and work-life balance.

Employee Benefits and Incentives

Offering competitive pay and benefits can help your trucking business attract and retain the best talent in the industry. Incentives such as sign-on, referral, and performance bonuses can make a real difference for your employees.

Fuel discounts, flexible scheduling, and safety bonuses can further motivate your drivers to stay with your company.

Ongoing Training and Mentorship

Ongoing training and mentorship programs for commercial drivers can provide invaluable guidance and support to help drivers stay up-to-date on their training and development. Programs like the Swift Transportation Mentor Program, the Schneider Driver Mentor Role, and the PAM Transport Driver Mentor Program can help motivate drivers to reach success and develop their skills within the company.

Work-Life Balance

Promoting work-life balance is crucial for keeping CDL drivers motivated and productive. Offering flexible schedules, vacation time, and resources for maintaining physical and mental health can help drivers feel supported and valued within your company.

Implementing home time policies and employee assistance programs can foster an environment that allows drivers to balance work and personal life, ensuring their career satisfaction and security.

Harnessing the Power of Referrals

Referrals can be a powerful tool in recruiting new drivers, as current employees are more likely to recommend candidates with similar values and work ethic. By incentivizing referrals and building a stronger team, you can expand your recruiting pool, reduce turnover, and maintain a strong team.

We will now delve into the detailed strategies to effectively utilize referrals.

Incentivizing Referrals

Offering bonuses or other rewards to employees who refer newly hired drivers can turn your drivers into valuable recruiters. Incentives such as a cash bonus or extra paid vacation time for successful referrals can motivate your current drivers to help you find the best new drivers for your company.

Creating a positive atmosphere where employees feel secure and valued involves reassuring your current drivers that you will not replace them unnecessarily.

Building a Stronger Team

Leveraging referrals to build a stronger team has several benefits: higher quality candidates, better cultural fit, cost and time savings, increased productivity, and improved retention.
Cultivating a supportive company culture and targeting Millennial and Gen Z drivers ensures your team comprises the best talent.

Targeting Millennial and Gen Z Drivers

Millennial and Gen Z prospective drivers bring unique skills to the trucking industry, such as tech-savviness and environmental awareness. Targeting these younger generations can position your company at the forefront and guarantee a continuous supply of qualified drivers.
Maintaining a robust digital presence and showcasing your company’s environmental and social responsibility commitment is essential to attracting these tech-savvy and socially conscious drivers.

Digital Presence

A strong digital presence, including an updated website and active social media accounts, can help attract younger drivers who are more likely to search for jobs online. To create an engaging website, optimize it for mobile devices, incorporate modern design, and consistently update it with relevant content.

Leveraging social media accounts by crafting captivating content, promptly responding to comments and messages, and employing targeted advertising can further draw in younger drivers.

Environment and Social Responsibility

Highlighting your company’s commitment to sustainability and social responsibility can appeal to younger generations who value these issues. By implementing policies and practices that promote environmental sustainability, social responsibility, and ethical behavior, you can create a workplace culture that attracts Millennial and Gen Z drivers.

Moreover, tracking meaningful metrics such as energy and water consumption, waste reduction, and employee satisfaction can help measure the success of your environmental and social responsibility initiatives.

Expanding Your Recruiting Pool with Apprenticeship Programs

Apprenticeship programs can be an excellent way to expand your recruiting pool. They provide:

  • On-the-job training that meets industry standards
  • Competitive wages
  • Benefits
  • The opportunity to gain nationally recognized credentials

By offering apprenticeship programs, you can create better and safer truck drivers, ensuring a steady supply of qualified drivers for your company.

Streamlining the Hiring Process

Streamlining the hiring process is crucial to ensure a smooth and efficient experience for your company and potential drivers. Creating mobile-friendly applications and providing prompt communication with applicants can prevent likely drivers from turning to other companies and help maintain a robust team of qualified drivers.

Making the driver recruiting process easier and more efficient will help you recruit CDL drivers, hire drivers, and attract and retain the best drivers.

Mobile-Friendly Applications

Ensuring applications are mobile-friendly is essential for commercial drivers, as they often use phones and need practicality in the application process. Adhering to best practices for creating mobile-friendly applications and leveraging trucker-specific apps ensures the applications are user-friendly and cater to the needs of commercial drivers.

Companies should focus on ensuring their applications are easy to use and navigate on mobile devices.

Timely Communication

Communicating promptly with applicants is crucial to keep them engaged and informed about the status of their applications. This includes:

  • Promptly responding to inquiries.
  • Keeping applicants updated on the status of their application.
  • Providing feedback on their performance.

Timely communication builds trust and creates a positive impression of your company, motivating applicants to join your team.

Engaging in Content Marketing

Content marketing is an effective way to attract potential drivers and showcase your company’s expertise. Crafting blog posts with pertinent keywords and premium content allows you to engage with your target audience and garner trust.

Engaging content not only helps attract new drivers but also contributes to retaining your current ones.

Prioritizing Driver Retention

Driver retention, or retaining truck drivers, is crucial to maintaining a solid team in the trucking industry. Focusing on offering competitive pay, fostering a supportive company culture, and addressing drivers’ needs can mitigate turnover and assure a continuous supply of qualified drivers.

Prioritizing driver retention is not only beneficial for your company but also for the drivers, as they feel valued and appreciated.

Addressing the Driver Shortage

The ongoing driver shortage presents an opportunity for your company to recruit new talent and fill the gaps in the industry. Implementing potent recruiting strategies, broadening your recruiting pool, and emphasizing driver retention can assure a continuous supply of qualified drivers, thus contributing to your business’s success and growth.

In Conclusion

Recruiting and retaining the best commercial drivers is essential for the success of your trucking business. By utilizing technology, fostering a supportive company culture, harnessing the power of referrals, targeting younger drivers, expanding your recruiting pool with apprenticeship programs, streamlining the hiring process, analyzing competitor strategies, engaging in content marketing, prioritizing driver retention, and addressing the driver shortage, you can stay ahead in the competitive trucking industry. Now is the time to take action and implement these strategies to ensure a bright future for your company and its drivers.

Frequently Asked Questions

How do I recruit local truck drivers?

Recruit local truck drivers by targeting specific demographics, leveraging social media, and simplifying the hiring process. Connect with former candidates, ask for referrals, and conduct exit interviews to gain insight into driver preferences. Show appreciation for your drivers to motivate them in their roles.

Is there still high demand for commercial drivers?

The demand for truck drivers remains high, with a shortage of 80,000 drivers in the US this year and a projected shortfall of 160,000 by 2030. The trucking industry offers attractive pay and job security, making it an appealing career option to those looking to hit the open road.

How can technology help in recruiting truck drivers?

Technology can significantly help recruit truck drivers by providing access to a larger talent pool and enabling an efficient hiring process.

What are the benefits of offering apprenticeship programs for driver recruitment?

Offering apprenticeship programs can create a steady supply of better and safer truck drivers while providing essential on-the-job training that meets industry standards.

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