Trucking industry is constantly looking for resilient drivers experienced enough to safely ride their cargo through extreme conditions. And it’s up to you to create a framework around who you are looking for that can fill the truck driver job vacancy. While older candidates will have the experience, it is mostly the young with all the energy.

It may seem like a tough task not knowing where to start looking, but once you get going, you will have applications coming in from everywhere.

To find yourself the perfect crew, ticking every checkbox on your ‘ideal truck driver’ list, take the following tips into consideration, because only when you can attract and recruit talent, you’d be able to retain them.

  1. Draft The Right Outline and Set the Expectations Straight

Before you jump into collecting resumes for your next fleet, make a list of the characteristics you’re looking for in your employees. It is much easier to open a vacancy and filter potential candidates when you know what it is that you are looking for. Highlight in your job post if you’re looking for a driver with specific years of experience or expertise in a particular terrain.

The hiring managers should make the basic criteria available to all applicants to avoid duplication of efforts. Also, truck drivers will feel confident when they apply. These guidelines can also work as the basis of pre- screening to eliminate candidates who do not fit in.

  • Age of the applicant should be 21 years or older;
  • Have passed a road test;
  • Are able to operate Trucks safely;
  • Are able to speak and read English to be able to communicate;
  • Possess a valid motor vehicle operator’s license;
  • Any history of driver default committed previously

After a candidate clears these basic requirements, an in- person interview will help the applicant to demonstrate their basic skills.

  1. List And Experiment With Your Marketing Techniques

What works for your rivals may not work for you. Your Facebook ads may not get as much traction as the industry standard. That is why it is better if you experiment with a few different platforms before running your second round of campaigns on one which works. Run your ads on multiple job portals and social media platforms that call for your target audience. Find where your audience is, only then they will be able to apply for the job.

Posting is the first step. The next is to make the application process easy, simple and mobile-friendly to minimize the recruiting bottlenecks. Another tip that has proved to share results is to use software such as Google Analytics and Keyword Planner to optimize your posting. Using SEO- friendly keywords will boost organic reach.

Re- engaging previous leads that have gone cold can be traced again to check if there could be potential hiring from the pipeline. While there are difficulties, especially due to the shortage of drivers in the industry, mastering these tips can make the process easier and less daunting for your company.

  1. Post Targeted Content

Based on your ideal driver profile, fill your social media handles with content that is targeted directly towards them. When you know who your employee is, you know what he is looking for. Refer to any specific pain point that your company helps fix. Drivers want to know they’re being cared for by the company. Pulling the curtains open on behind the scenes working of the company increases credibility and engages more audiences. You can also feature some of your truck drivers, managers and employees periodically to make them feel valued and to attract more talent. When prospective drivers hear from their counterparts, the applicant feels a sense of belongingness even before they apply.

  1. Answer All Questions

Answer questions from the audience in your social media post comment section. People asking questions is a sign of interest on their behalf. Make sure you take it a step further by engaging with them back. Any company which resolves queries builds a rapport with its customers and clients. Higher goodwill will get you better truck driver applications.

  1. Offer Incentives

You can offer job incentives once you know what truck drivers lack in their standard job profiles. Long journeys in harsh climates usually require quality living standards for the drivers in the truck. Drivers also make pit stops to truck stops on the way. You can take advantage of this by collaborating with truck stop chains to offer vouchers and discount coupons to your employees. You can also offer them other rewards and bonuses on the number of miles travelled in a month and on other basis, encouraging them to give their best while being happy from the work culture. The way your employees feel about you reflects your culture and directly impacts the number of drivers willing to apply in your company.

BONUS

Referrals and Testimonials

Make use of current and previous employee testimonials to build your brand. Truckers build trust towards companies when they look at positive reviews from people from their fraternity. You can also ask your contacts to refer your truck driver job vacancy to any interested individuals. Referrals are one of the best ways to attract top talent.

A Few Final Words…

It’s pretty obvious that digital media has made everything easier – including hiring. Your dream truck driver is one click away from filling your job vacancy, quite literally. You just have to understand how to present your brand to the audience. It helps when you can transfer your offline credibility with your employees to the online community. Help truck drivers find your company online as the world goes digital. Maintaining a good social presence and maintaining your identity will result in more conversions and more driver hires.

Truckbook is helping 10,000+ trucking companies rebound from the impact of COVID-19 by availing a digital marketplace and trucking community. You can find CDL drivers, buy/sell/lease out/rent a particular truck, and learn recovery tricks from other truckers all within the mobile app when you download Truckbook today.