How to Streamline Your Driver Recruitment Process Using Software
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The trucking industry is becoming increasingly competitive, which means companies have to get better at recruiting and retaining drivers. If you take a look at any of the major job boards online, you'll find hundreds of job openings. Drivers are bombarded with job offers, and they often have to field calls from recruiters who want to lure them away from their current company.
This situation is understandable once we consider the driver shortage, high turnover rate, and the fact that a large portion of the workforce will retire in the next few years. The question now is: how can the industry adapt? How can trucking companies recruit and retain the right people?
Recruiting drivers is by no means an easy job. The average recruiter spends most of their days contacting drivers, ordering background checks, following up on paperwork, and scheduling interviews. This is why, now more than ever, it makes sense to use recruiting software to make the process as efficient as possible.
Although driver recruiting software is not new, many trucking companies still want to do things "the old fashioned way," and it's this insistence on doing things the way they've always been done that results in suboptimal performance and wasted money.
In a way, it's not surprising that these companies have been slow to incorporate recruiting software. Until recently, these solutions were far from affordable, but times have changed, and in this article, we will explore how software can help you streamline your driver recruitment process.
Speed Things Up
One of the best ways to set yourself apart from competitors and attract applicants is to speed things up. Here we're referring to the speed with which you contact them and how fast they can get through all the paperwork.
Driver recruiting software can help you with that by making the process easier to visualize and organize. The days of filing cabinets, stacks of paperwork, spreadsheets, and searching through thousands of emails are long gone.
Now you can use one platform to get access to all your leads. You can filter them, build a backlog of useful contact, order MVRs, run background checks, and see at what stage of the application process every candidate is. Moreover, you can automate job listings and analyze the data to see which platforms give you the best response. You can also communicate with your team more easily and identify bottlenecks in your process.
Offer Applicants Multiple Options
First of all, what makes a great job ad? In essence, you have to show people why they should choose to apply for a job at your company, while you know they're presented with hundreds of alternatives. Also, you have to do this as concisely as possible.
The most important elements of a good job posting are:
Using clear titles
Engaging and inclusive language so you can encourage qualified applicants from multiple backgrounds to apply
Focusing on salary, benefits, and unique perks such as policies that allow drivers to spend more time at home, etc.
Yet, anyone who has ever applied for a job knows how confusing and frustrating it can be. Maybe the job ad is clear and concise, but then there are so many steps in the application process that you start to wonder if it's even worth it.
Luckily, there are software solutions you can use to collect information and request electronic signature for background checks that greatly simplify the process.
Adapt Applications to Job Type
You may think that offering the same standard application regardless of job type improves efficiency. In a way, it does because it makes things easier for the applicant, but not for your recruitment team that has to go through all the applicants and sort them. You'd save more time if you tailored your application to the type of position you're offering and, by being more specific, you'll also increase your chances of keeping qualified drivers interested for long enough that they complete the process because they'll know it's a job that fits their skill-set.
With driver recruiting software, you can add fields to include the ever-changing FMCSA regulations and ask questions based on the applicant's previous answers. You can customize your application for any time of experience you want, whether you're looking for drivers for a hazmat position or someone experienced with refrigerated loads.
Find Out Where Your Leads Really Come From
Any company wants to find out what platforms generate the most leads to figure out what works and what doesn't, but when you ask applicants where they found you, most will say "the internet." They may be right, because many job boards are aggregators, making it very difficult to find the source.
Nowadays, you can use driver recruiting software, which will integrate with the various job boards you use and auto-populate your to-do list with interested leads. This way, your recruitment team will get notified whenever quality leads enter the system, and applicants won't have to enter the same information again and again. Another benefit is that you'll finally know which job boards are worth the investment.
We've already established that recruiters are very busy people that wouldn't be able to do their jobs if they didn't prioritize who they're going to contact that day. The best thing you can do for your company, when it comes to the recruitment process, is to streamline this process so you can create the lists of candidates your recruiters will get in touch with. You want them to spend their time working the lists you gave them, not creating lists for you.
Driver recruiting software can help with that because it allows you to filter your candidates more easily, and you can also use automated messaging features to contact drivers faster than if you had your recruiters typing the same messages again and again.
Furthermore, putting most of your recruitment process in the hands of a third-party agency means you'll lose valuable insight regarding performance indicators that would enable you to create better campaigns in the future.
All the time you saved by automating some of your processes could be spent getting into contact with passive job seekers – drivers that are not actively looking for a new job, but that would be open to new opportunities if your recruiters contacted them first.