Many fleets rely on free advertising through social media and job boards. However, paid promotions can drastically improve visibility and attract driver attention.
Support driver health, on-duty and off. Provide access to nationwide fitness clubs and outfit sleeper cabs with kitchenettes.
Plan routes to get drivers home more frequently. Choose loads that match drivers’ schedules and offer periodic cash infusions that increase their annual pay.
Be Clear About Your Needs
It’s important to be clear about your needs and expectations in a career that often puts drivers in stressful situations. Whether discussing the details of a load or addressing an issue, truck drivers appreciate it when their employers are open and transparent about what is happening on the job.
Be sure to communicate regularly with your drivers during the hiring process and while on the road. This helps them feel valued and supported, improving morale and retention rates.
Provide a well-rounded benefits package that goes beyond the basics. For instance, offering paid sick leave makes you stand out. Providing a retirement plan is also helpful, as this attracts the most career-minded truckers.
Be careful not to use emotionally-charged text messages, especially during times of stress. This can quickly spread to the entire fleet, which can cause issues down the line. In addition, it’s always a good idea to ensure all communication with your drivers is written in plain English rather than using industry jargon that non-drivers could misunderstand.
Trucking requires a certain level of dedication that only some are ready for. Some drivers become frustrated with long hauls, city traffic, and lack of truck parking spaces and leave the industry.
Maintaining open two-way communication with your drivers helps them feel supported, a big factor in driver retention. It’s also important to accommodate requests whenever possible. For instance, if your driver wants to bring a pet or enjoy their Sirius radio while on the road, try to make this happen. Other benefits include offering high base pay, a generous retirement package, and health insurance (as many as 15% of all drivers lack it).
Fleet owners who are open to finding arrangements that work for their truck driver staffing can often find success in hiring. For example, if a driver has been job-hopping for too long, working with a temp agency to find temporary assignments can allow them to keep their resume clean while finding employment that fits their needs. Then, if the arrangement works for all involved, it can be made permanent.
Reliability is one of the best ways to attract and keep truck drivers. From delivering freight on time to meeting deadlines and safety requirements, being trustworthy can help you get jobs other trucking companies would be interested in.
Hiring and training new truck drivers is expensive. When you can retain your current employees, you save money on advertising job openings, screening and interviewing candidates, and training.
If you want to attract more reliable truck drivers, treat them well on the job. Providing a healthy work/life balance, consistent procedures for workplace processes, and services that improve their comfort while on the road are all great ways to show drivers you care.
Posting feel-good truck driver stories on social media is another way to show prospective drivers that your company is a good fit for them. Sharing testimonials from current employees and behind-the-scenes looks at your company can also give potential hires an idea of what it’s like to work for you. Then, you can build relationships with them on your social platforms to make them more likely to accept a job offer.
Truck drivers are not stupid; if they feel they are being lied to by middle management, they will quickly remove their names from the list of potential employees. Especially with experience, they will research companies to determine their reputation and whether the company pays well and treats its drivers fairly.
Trucking companies must be honest with drivers from the start, but preparing for these conversations should begin long before a driver joins your team. Throw out stock interview questions that can give false impressions, such as “Do you like being out on the road for 2-3 weeks at a time?”
The commitment drivers make to your company goes beyond the transportation aspect of their job. They sacrifice their personal life to earn a living and deserve honesty and transparency that can keep them happy for longer. Keep an open line of communication with your drivers and be willing to change some policies for the greater good. A loyal driver is a valuable asset that will help you finish contracts and generate revenue.
It may seem obvious, but truck drivers want to feel that their employers respect them. This goes beyond the obvious compensation negotiations – it’s also about offering better benefits than their competitors, which can help your firm build a reputation as a desirable employer in the industry.
When it comes to communicating with drivers, avoid emotional or emotionally-charged messages. You can never know how your messages will be interpreted, and the last thing you want is an angry text or email to cause a misunderstanding with a customer. Stick to straightforward, clear communication and check in regularly to ensure everyone understands the message.
You can also show that you value your drivers by allowing them to bring riders or pets on the road (provided they’re insured). This is something that many drivers request, and offering it shows that your business cares about the well-being of its employees. In addition, it can boost productivity and help your delivery routes run smoothly. The more you can do to support your drivers, the happier they’ll be and the better job they’ll do for your company.