DRIVER RECRUITING | Trucking Recruiting Is About More Than “I saw your ad. What do you pay?”

Trucking Recruiting Is About More Than “I saw your ad. What do you pay?”

For Trucking CEOs , Their Leadership Teams: Forward This Article to Your Recruiter(s): This Is A Call to Action! Read This!

Are you interested in knowing and having your recruiters learn that driver recruiting requires a process that when followed strictly will increase your hiring results by 20% to 30% or more with very qualified drivers and will support their staying much longer.

For most recruiters, ad’s & social media leads come in and they go through the same ineffective routine that results in 98 out of 100 prospects that are “disqualified”, without  making much effort to try to qualify. 

Do you, as a leader want to encourage recruiting advanced training to discover, and practice better interviewing skills, and a process that makes your success become the standard by which all other carrier recruiters should be measured against?

How is that for a unique concept? Become the best by using “Next Practices”.

Would you like your prospective drivers to say “WOW, you have provided me with a perspective of your company and you are the only company that has ever helped me decide that your company is a fit for ME also?”

These are not just words but provide actual results. Call me and find out how we do it.

Almost all recruiters give the same razzle-dazzle promises and ultimately disappointments arising from the initial conversation.

Drivers frequently say, “I don’t really know how to pick a company next to drive for”. After interview after interview they go on to the next carrier they call and the next and so forth.        

Do something extraordinary and change the driver recruiting game. What an opportunity to get drivers to yes and become committed by using a methodology designed around the driver, not the recruiter and the company.

Three strategies that will help you hire more and keep more.

First, unlock the secrets of high-quality hiring by learning a seven-step process that is easy, straightforward, uncomplicated and not practiced by other recruiters. Drivers are first and the interview should be about them, not the company. That comes next.

Second – Learn how to sell without selling. Most recruiter hate to sell and the key to selling is providing thought provoking, candid interaction that allows the driver to consider factors more than the usual pay, hours, home time, etc.

Third – Provide the driver with the key factors to saying yes to close the deal with a commitment not just a yes, see you at orientation and then  get a no show, no call result

Recruiter: do you want to see how good you are or how you can improve your results?

I will send you a one-page recruiter-self assessment that takes five minutes to complete. You will self-score and if you are honest with yourself you will be amazed at new possibilities to improve your results, cut your marketing budget by 20-50%, increase your lead to hire ratio significantly and improve your driver referral opportunities.

Helpful Hint: If you really want to verify what you think, ask others in your company who are part of the driver marketing, attracting, screening, interviewing, hiring process and ask them to take the self-assessment also and compare perceptions. Might help to get solid buy-in for action.

This is private if you wish – self assess and self-score and then ask yourself, can I learn more?

Example:

How satisfied are you with:

1. Your recruiter(s) lead-to-hire conversion rate? Score 1-5 ( 5 is best)

2. Your company’s level of spending per hire for monthly advertising? 1-5

Simple - there are 14 more questions with a rating scale up to 80 points. Of hundreds of people who have filled this out the average score is 52 out of 80. Not very impressive!

Try it and then take a giant step to discover what is possible. As author of How to Create an Intelligent Driver Retention System and having worked with over 1000 motor carriers in 40+ years, we walk our talk and help you and your company.

Check this article out and ask about other great ideas we can share. 

https://www.dhirubhai.net/pulse/when-you-ever-begin-change-your-driver-recruiting-turnover-beren/

All this and more…

Norris Beren, chief executive advisor at Risk Reward Consulting, Inc., provides thought leadership and guidance to trucking industry CEOs on strategies to significantly reduce driver turnover and improve recruiting strategies to attract and keep the most qualified drivers. He is the author of “How to Create an Intelligent Driver Retention System”. He can be reached at [email protected]