Introduction
Recruiting drivers is a relatively straightforward process, especially with the rise of technology that provides solutions to streamline recruitment and manage a pipeline of drivers effectively. However, the skill levels required in recruiting can vary significantly, ranging from beginner to expert.
A beginner may simply look at the basic credentials of the driver, making sure they fit the required criteria. If the credentials check the boxes, they’re likely to hire the driver without further scrutiny. An expert, on the other hand, will ensure that there’s a proper fit between the driver and the carrier. They will want to know much about the carrier so that the job fit works for more than just a short time.
While a beginner might chase commission and try to force a driver to fit the role—even if they’re not confident about getting another driver—an expert understands that a perfectly good driver might not be suitable for a perfectly good carrier. This insight helps them make more informed and strategic hiring decisions.”
Recruitment Methods
Running Ads and Engaging Recruiters
You can run ads on various job boards or even in Google Ads to receive a decent response. Engaging experienced recruiters, either salaried or commissioned, can further expedite the process. Training recruiters, particularly those working on commission, is vital to minimize churn and maximize retention.
Understanding the Recruiter’s Role
Engaging recruiters requires the motor carrier to discern if the recruiter possesses the knowledge, skill set, and experience necessary to determine the true character and responsibility level of the driver. Assessing whether the driver is argumentative, responsible, and a good representative of the motor carrier is crucial. A recruiter must ensure that the driver has not only the skills to drive the truck but also the personality and people skills to be a long-term, effective member of the company.
The Best Software and Compatibility Check
Even with the best software, recruiting involves assessing compatibility. Some carriers may accept drivers with a checkered background or jail time, while others have specific requirements for years of experience or types of transmission. The goal is to match the driver’s skill set with the job requirements as detailed by federal regulations and the carrier’s own criteria. Templates and specific questions help ensure the candidate is a good fit.
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Assessing Performance and Building Relationships
The next step in the recruitment process is evaluating job performance history and understanding the driver’s work pattern. Establishing an empathetic or personal connection with the driver is key, as the driver is a critical part of the team. Knowing the driver’s personal situation and needs helps ensure they are a suitable match for the company’s demands.
Case Studies: Sheila and Robert
- Sheila’s Story: Sheila, a great driver and a good fit, was caring for her sick mother and couldn’t commit to over-the-road driving. During the interview, both parties realized it wasn’t her time to go back on the road. Sheila may reapply when her situation stabilizes.
- Robert’s Story: Robert, expecting a newborn in three months, seemed an unlikely candidate. However, after understanding his family’s support and the actual schedule that would allow him 14 days on and 4 days off, it became clear he was a perfect fit. Robert’s case showcases that understanding the complete situation leads to successful hiring.
Conclusion: The Right Situation for Both Parties
Finding the right driver is not just about finding a good person; it must also be the right situation for both parties. Understanding each individual’s unique circumstances ensures that the hiring process aligns with both the company’s needs and the driver’s abilities and constraints. Personal interviews and empathetic connections can reveal these details, leading to successful long-term employment. An example like Sheila shows the need for adaptability, while Robert’s story emphasizes the importance of in-depth conversation and mutual understanding. Both highlight the complexity and importance of the recruitment process in the motor carrier industry.
Utilizing Modern Software
If you’re just beginning the process of recruiting drivers, one solution you might consider is DQvault. Keeping files in order can be a complex task, but more information on managing them can be found at this link.
There are various types of software available to assist with recruitment. Some offer extensive features, including advertising assistance and comprehensive lists of drivers—everything you need to run a motor carrier. Others are more budget-friendly but still capable of fulfilling your basic needs.
Why Good Record-Keeping is Vital
Good record-keeping is essential, and the minimum requirement for any driver applicant tracking software is that it maintains accurate records. We recommend DQ Vault, not just because we developed it, but also because it’s easy to use, very affordable, and it meets the minimum requirements. You can learn more about it here.
Other software options, such as 10th Street and Driver’s Reach, are excellent, mature products that perform well. A quick Google search will reveal several different driver application softwares, all capable of getting the job done. Therefore, it’s essential to conduct a software assessment to find what fits best with your needs.
The Risk of Inadequate Record-Keeping
Relying solely on administrative staff to keep up with paperwork without software assistance can be risky. Records are often improperly stored, leading to serious consequences. Here’s an illustrative anecdote:
One of the individuals I worked with needed to engage a driver but failed to maintain a complete driver’s qualification file. When the driver stole the truck, the insurance company rejected the claim due to the disorganized paperwork. Such a scenario highlights that you cannot run the risk of severe penalties from the Department of Transportation or insurance companies—it’s simply too great a risk.
Conclusion: A Comprehensive Approach to Recruiting
Whether you choose to use sophisticated software or manage records by hand, ensuring that the recruiting process includes high-quality records is non-negotiable. Assessing your needs and selecting the right tools is essential to avoid potential pitfalls and create a successful recruitment strategy. With solutions like DQ Vault and others, you can streamline this essential process, ensuring that all necessary details are in order and reducing the risks associated with inadequate documentation.
The Importance of Onboarding and Retraining
Running a motor carrier operation shares similarities with managing a restaurant. Consider a skilled server transitioning from one establishment to another. Despite their experience, they must familiarize themselves with the new menu, management style, operational hours, contact information, and other nuances unique to that particular restaurant. Similarly, in the transportation industry, even the most talented driver must understand the specifics of their new role. Though driving skills might be universal, wouldn’t the transition be smoother if the driver were well-informed about the company’s operations and expectations?
Orientation and Welcoming New Drivers
Many motor carriers hire drivers and swiftly place them on the road. While numerous drivers adapt quickly, given their previous experience, a more comprehensive approach can yield better results. Welcoming drivers is key. For example, one motor carrier we collaborate with sends every new driver a welcome package, including practical items like soap, towels, and snacks. More than a thoughtful gesture, it’s a statement: “We care about you.” Such small investments can send powerful messages, building a connection between the driver and the company.