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The Consideration of Investment in Driver Recruiting Technology

As anyone involved with trucking knows, the industry as a whole is at a crossroads. While there is, of course, no shortage of challenges, there is also an incredible opportunity. Thanks to innovative technology and solutions, the industry is finally poised and ready to head in the right direction. This opportunity is readily apparent in the recruiting sector.   

For so long, the CDL driver recruiting industry has been struggling with an ongoing driver shortage. It’s not only the trucking industry that is struggling in this area, however. Today’s unemployment numbers are at historic lows, and the number of open jobs in the US has actually surpassed the number of available employees. This means that recruiters, regardless of industry, must turn to innovation and technology to break through the ‘noise’ and attract qualified candidates. HR and Recruiting technology is paving the way for a new candidate experience, one that is more personalized and driver-focused than ever before.

“Better recruiting begins with a better applicant experience. We as recruiters have a responsibility to make it as easy as possible for drivers to apply. We must provide a great applicant experience and make sure our process is as simple and streamlined as possible,” DriverReach CEO Jeremy Reymer said in his recent address at the ATA’s MC&E Leadership and Awards Luncheon.

Part of delivering an exceptional, driver-first applicant experience is streamlining the process and making it easier for drivers to engage with recruiters. This is where technology comes into play. Examples of new, innovative solutions and technology-first strategies hitting the marketplace include:

AI-powered chatbots: One of the most powerful new solutions to hit the recruiting market, chatbots are the new frontier in always-on engagement. Instead of waiting for a driver to reach out to your team, chatbots can automatically engage a driver in a conversation if they are browsing your website – even during off-peak hours. This means nothing – and no one – slips through the cracks. Plus, with AI-powered functionality, they can actually have introductory conversations with drivers and pass this information along to your human recruiters for faster follow-up.

Mobile-first applications: Today’s drivers are mobile-first, and this means you must be using mobile-first application technologies. From a mobile optimization perspective, make sure both your website and your application renders correctly on mobile. Additionally, try streamlining the process with single sign-on, automated text follow-ups, and easy employment verification software.   

Optimized websites: The website is the first place a driver will look for information about you and your company, so it has to be optimized and ready to deliver educational content. This means having an appealing design, easy-to-find ‘Apply Now’ buttons and plenty of information about your organization and what it means to work there.

Social media: While social media is heavily used in recruiting for other industries, the trucking industry is a bit behind. But having company-focused social channels can help bring a sense of community and collaboration to drivers in what is an extremely solo profession. If you’re starting with social from scratch, check out your Facebook or Instagram feed for industry best practices.   

“It’s time to embrace progress,” Jeremy said in his address. “Let’s embrace this innovation. It’s time for the trucking industry to join the modern age of recruiting technology!”

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