Do you have a lot of no shows in orientation?
As a recruiter in the trucking industry, it is frustrating to encounter the problem of "ghosting" by truck drivers during orientation. This phenomenon refers to the situation where a truck driver accepts a job offer and then fails to show up for orientation or their first dispatched load.
Ghosting has negative consequences for both the carrier and the driver. From a carrier's perspective, the cost of orientation is significant and when a driver abandons the company during this process, it creates a financial burden and affects the carrier's ability to meet its commitments to its customers. On the other hand, a driver who ghosts a carrier may damage their reputation in the industry and miss out on earning opportunities.
To combat the issue of ghosting, it is essential for carriers to implement a comprehensive pre-employment screening process. This can include background checks, verification of references, and drug tests. As a recruiter, providing drivers with clear and detailed information about the orientation process and requirements up front can help them make informed decisions about accepting a job offer.
My final thoughts on this topic, ghosting during orientation is a challenge in the trucking industry that affects both carriers and drivers. By implementing effective screening processes and providing clear information to drivers, the industry can work towards reducing the impact of ghosting and ensuring successful partnerships.
What do you do different then other carriers to prevent ghosting? I would love to hear feedback.
CSO AWM Associates, LLC
1 年Why not start with an exit interview to see why drivers left? Recruiting's job is to fill abandoned and growth slots. In this economy most likely abandoned slots. Ignoring the 500-pound gorilla at the exit interview makes recruiting a moot point if you can't do damage control as drivers leave quicker than you can say "Jack Sprat sat on a tack", then recruiting will never achieve its goals of keeping trucks filled. I'd look at the retention period for new drivers. Less than 180 days? Chances are you hit an iceberg and are going down regardless of how well you thought the ship was built. ??
Integrity, Analytical, Transparent, Communicative, Honest, General Management, S.O.P. driven, Right choices for the situation at hand, Decision Maker and Business Architect
1 年That's the problem with working society now ENTITLEMENT GHOSTING SPOILD NON ACCOUNTIBLE NOT RESPONSIBLE NO SELF VALUE WE DO NOT OWE YOU ANYTHING GET OFF YOUR ASS AND EARN IT THE PROPER WAY. YOU DONT MAKE THE RULES, YOU FOLLOW THEM LIKE LAWS.
Integrity, Analytical, Transparent, Communicative, Honest, General Management, S.O.P. driven, Right choices for the situation at hand, Decision Maker and Business Architect
1 年Simple they don't drive till they are processed. Change our hiring steps and process to mandate this portion of the hiring. They sign to attend, no show, no job until attended.
Product @ HeyGen | AI video creation
1 年Great write up, Joe R.! As I talk to recruiting leaders, the ghosting issues has definitely come up quite a bit recently. Here're some advice I've gotten from other great minds in the industry to combat ghosting. ?? Keep frequent communication This is perhaps the bread and butter here. Especially approach the orientation day. Matt Beach ?????? talks about this a lot. Keep in mind that other carriers are constantly reaching out to your prospect. So to stay top of mind for the candidate, high communication is key. ?? Set expectation and engage drivers One of the most interesting technique I saw was from Sadie Church. She implemented a form that confirms with drivers regarding their pay and benefits to ensure the drivers are engaged with her recruiting process, rather than blending in with 10 other carriers that they are talking to. ?? Make drivers feel wanted Lance Christensen told me by simply giving drivers gift cards and other small gifts as you approach orientation can make a huge difference on ghosting rate. You don't need to necessarily roll out the red carpet, but little things like this does go a long way.
Independent Contractor
1 年I stay in communication with them and keep them focused on why they chose our company. Communication, maintain focus, zero ghosting.