The Power of Recruiter Authenticity

Have you ever heard Maya Angelou’s quote, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”? The Association for Talent Development states that the average person only retains 20% of what they hear. According to the Spring 2023 Driver Survey published by Conversion Interactive Agency and PDA, 50.3% of drivers that were not looking to change positions are being actively recruited at least once per week. Those are drivers who are not even looking for a job; imagine how often a driver that is looking for a job is contacted. That is why it is important for recruiters to not just focus on what they are saying but how they are saying it.

Here are 5 ways to improve your recruiting success through focusing on authenticity and the way you are communicating your message.

1.??? Honesty is key.

According to the Spring 2023 Driver Survey published by Conversion Interactive Agency and PDA, other than pay and home time, the most relevant information in a truck driving job description is operating area, health benefits, equipment specifics, 401K/retirement plan, sign-on bonus, and pet policy.? The best way to be honest is to also be knowledgeable about your company and what is offered.? Ensure you are communicating with operations and safety regularly for the most up-to-date information regarding equipment and company policies.? If a driver asks you a question and you don’t have an answer, there is nothing wrong with saying you don’t know.?

2.??? Know your “why”.

When I was hiring and interviewing recruiter candidates, I always asked two questions:

• Why do you enjoy being a recruiter?
• What are you passionate about?

The number one answer for the first question was they enjoyed helping people.? My reason for asking the question about passion was to hear that person light up talking about something they love.? You can hear and feel their enthusiasm in their voices. That is why It is important to remember your “why” and keep that in the back of your mind each day.? I remember having days where there was rejection after rejection, not getting a driver on the phone, and leaving dozens and dozens of voicemails.? Don’t let that deflating feeling pollute your passion as a recruiter.? ??Find ways to keep that passion in front of you.? For me, I have two signs on my desk.? They say, “It’s a good day for a good day” and “Thankful. Grateful. Blessed”.? I look at these signs each day, so I never forget my “why”.?

3.??? Create a connection.

One of the first questions I always asked a driver was “Tell me about yourself and why you are looking to make a change?”.? Make sure you are actively listening to what the driver is saying and make note of it.? Find a way to genuinely connect with the driver based on what they tell you.? For me, I am a mom of three boys.? If a driver said they are looking to change positions due to their children, I would use that to create a connection between us.? ??

4.??? Find out what makes you unique.

When I started recruiting, I was often told that my voice was unique and sounded like I should be on the radio.? After hearing that repeatedly, I decided to use my voice to create a distinction between myself and other recruiters.? I focused on my articulation and tone; increasing my pitch to emphasize certain words and phrases.? Finding a way to make yourself memorable will likely increase conversion rates.? It doesn’t necessarily have to be your voice but think about what makes you unique and how to integrate that into your strategy.??

5.??? Uncover a driver’s motivation and tailor communication to the individual.

When I moved into a recruiting leadership position, I spent a lot of time listening to recruiter call recordings.? “Data dumping” the driver was common in the recordings.? Rather than the recruiter getting to know the driver and uncovering their motivation to change jobs, they would focus on pay, routes, and miles.? The recruiter would talk very quickly and reiterate something that was likely on the job posting.? Each driver has their own motivation for wanting to change positions.? Before providing a solution to a problem that may not impact the driver, find out their problems and tailor your conversation based on that.

To learn more on how to attract, qualify, and onboard more driver candidates, with EBE’s recruiting solutions, please call 309-350-2066, send an email to [email protected], or visit www.ebeships.com.

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