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Is Your CDL Driver Recruiting Process “Driver-First”?

For those of us who have been in CDL driver recruiting for some time, we've seen our fair share of trends come and go over the years. Even if you're just getting started in the industry, there are more than likely strategies at your current company that have become known as stalwarts or fallbacks when things get challenging.

Unfortunately, the longer you've been in driver recruiting (and the longer you've asked drivers the same, tired questions repeatedly), the easier it is to veer away from 'driver first' recruiting and towards a one-size-fits-all model. Modern CDL driver recruiting is all about driver-first processes and strategies – but what does this term mean?

Simply put, it's no longer okay to copy and paste the same old strategies from one driver to the next. Instead, taking the time to understand a driver's experience, history, and even personal information can help inform well-rounded, personal questions that allow for a better all-around experience. 

For your team of recruiters, these more profound questions can help uncover hidden insights and ensure you make the most informed hiring decision possible. Personal, driver-centric questions can help lay the foundation for a long-term, respectful relationship between driver and carrier on the driver's side.

Here are three easy ways to know if your recruiting process is driver-centric or not:

  1. You can 'see' the driver in every step of the process.
    Typically, when a team maps out a new process or workflow, each decision is made with the team members to ensure the most streamlined and efficient process possible. When it comes to ensuring your recruiting processes are driver-centric, your team (and drivers themselves) should be able to pinpoint how each step in your workflows directly impacts their satisfaction or decision-making process.

  2. It’s easy and convenient for drivers to engage with your team.
    Too often, a recruiting process is going great and is relatively easy for a driver to navigate – until it comes time for them to reach out to the recruiter. If a driver's phone calls, emails, and questions are unanswered, something is broken. A driver-first recruiting process means making it easy for drivers to get in touch and access the information they need.

  3. A majority of your referrals come from current or previous drivers.
    The data should speak for itself if your recruiting process is really as driver-focused as your team thinks it is. Where are most of your new applicant referrals coming from? If they're coming from drivers, then well done! Your process is probably driver-centric since your current drivers actively recommend their friends and colleagues participate. If you're not seeing that many referrals from current drivers, it may be time to rethink your recruiting strategy and put new, driver-first processes in place.

 

It's never too late to get your recruiting processes back on track. In fact, with so many changes and inconsistencies in the trucking industry over the last few years, 2022 is the perfect time to take a step back, evaluate your driver recruiting strategy, and implement new, driver-centric workflows. 

Get started by chatting with a CDL driver recruiting specialist at DriverReach now!

 


Stay up to date on CDL trucking trends! Be sure to check out the DriverReach blog for other relevant articles and head over to our webinars page for an up-to-date list of upcoming events and on-demand recordings.


Listen to Taking the Hire Road podcast, hosted by Jeremy Reymer and in collaboration with FreightWaves, for timely conversations with industry experts. For more information, or to join a live group demo, visit www.driverreach.com/livedemo

 

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