Anyone can post a job description on Indeed and hope for the best — but you probably already know that’s not going to be enough. If you want to add the best drivers to your fleet, you need a strategy that includes both active and passive recruiting methods.
There are significant differences between both processes, and each has a place in your recruitment funnel. Let’s break down both and why they matter in truck driver recruitment.
What Is the Difference Between Passive and Active Truck Driver Recruitment?
Here are the main distinctions between passively and actively recruiting truckers:
What Passive Recruiting Means
Passive recruitment is when a company aims to attract and engage with candidates not currently looking for a new job.
Passive candidates are normally already employed and not looking for a job now, but they could be soon. They could also be open to a better opportunity than what they have now.
Passive recruiting can look like:
- Nailing down your ideal candidate personas
- Conducting research on target candidates’ interests, online activity, and job expectations
- Developing relationships with drivers through social media, email newsletter subscriptions, etc
- Making sure your branding is on point, your website is easy to navigate, and you are as approach as possible for candidates researching you
- Staying up-to-date on industry developments and things the best driver candidates care about
After the pandemic, one in four workers were considering quitting their current jobs, according to CNBC. Even if drivers are dipping their toes into the thought of a new job, there’s paying attention to what’s out there. Clearly, passive recruiting is more important than ever before.
What Active Recruiting Means
Active recruitment is when a company is trying to attract candidates currently looking for a job. It can also mean continuously seeking the best candidates for a job, whether they’re employed or not.
Examples of active recruitment include:
- Understanding your target prospective driver candidates and getting in front of them online, such as through targeted ads
- Publishing job postings on your website, job boards, and through ads
- Making your open positions desirable compared to competitors, such as offering competitive salaries and benefits
Both recruiting types have their place, and you can probably see that there’s overlap in the methods for both types. Neglecting one or the other means your company is missing out on high-quality candidates. You should think both short- and long-term about your candidate needs, especially in the trucking world.
Why You Need Both Active and Passive Recruiting Methods
Both active and passive recruiting methods are crucial for the best recruitment funnel. You’ll target drivers who are job-seeking now and those who will be looking for your open positions later. You could even have positions that are filled now open up down the road.
If you have a passive recruiting strategy in place, you’ll ensure the best driver prospects have you first in their minds when they start job searching.
The Importance of Intentional vs. Reactive Recruiting
One last thing we’ll touch on is the importance of intentional recruiting.
Instead of waiting for drivers to find your job posting and apply — and then you respond — intentional recruiting is about seeking out drivers and directly engaging with them.
You’ll boost the number of quality candidates by staying intentional during your recruitment process — even with passive methods.
Upgrade Your Truck Driver Recruiting
At AMG Driver Recruitment, we focus on getting direct leads where drivers are turning to your company first. That means standing out above the competition so that drivers are excited about working with you. Learn more about our process here.