As freight requests rise, truck drivers have become even more in demand. The competition is fierce for high-quality drivers, so you need to know how to stand out during the truck driver recruiting process.

Anyone can recruit, but it’s those with a strategy who attract and convert the best drivers.

Below are the four main stages of driver recruiting — the cycle that determines what prospects go through leading to a job. We’ll cover how each stage looks, and then we’ll go over what your fleet should do to make your recruiting efforts successful.

1. Targeting the Best Drivers

Successful recruiters start by narrowing down their pool of recruits. They understand the types of drivers who are right for their fleet’s needs, position requirements, and company culture and values.

When you know who you’re looking to hire, you can set specific criteria based on experience, location, special training, and other key demographics. The process is most efficient when recruiters narrow down their targets.

How to do it right:

Before you can begin moving drivers through the recruitment process, you must have a good idea of who they are. Find out what drivers you want and need to hire.

Analyze data from previous marketing campaigns (if you have it) as well as industry data and research to get clear on your target drivers.

2. Awareness and Connection

Once you know what driver types you want to recruit, it’s time to start getting in front of them. That means building brand awareness and going where your target drivers spend the most time.

How to do it right:

Go where drivers are spending time. Facebook, Instagram, truck stops, and job sites are just a few examples. Start posting targeted ads and creating content that will engage your target applicants.

Also, what are ways you can make your fleet stand out from the rest? We don’t have to tell you that drivers are constantly looking for shinier opportunities. You can’t blend in if you want your recruiting efforts to be worth it.

Your focus should be on attracting and retaining quality drivers at all times. Think about what you can offer that’s new or better than the other fleets, such as pay, sign-on bonuses, new equipment, more PTO, etc.

3. Continuous Engagement

A lot of the drivers you need are not currently looking for your opportunity. But they will be.

You have to engage with drivers if you want them to remember you and eventually apply with you.

How to do it right:

Create regular content, such as blog posts, social media posts, and email newsletters.

Talk about what drivers care about. Feature current employees and show what a day of work looks like. Create shareable posts that will encourage likes, comments, shares, and follows.

Recruiters should also check in at regular intervals, ensuring applicants have all of the information they need and stay up to date on open positions.

4. Application Conversion

After drivers become aware of you and engage with you, then what? They need a way to apply for open jobs.

How to do it right:

The application process should be as easy as possible.

If your ads lead to landing pages, make sure they’re optimized for mobile, simple, and easy to navigate. Build a lead funnel that guides drivers to your website where they can send applications directly to you.

Have automated messages that let the applicant know you got their application and when they might expect to hear back.

The key to quality truck driver recruiting is direct leads — getting drivers to seek you out first. To successfully recruit the correct drivers, you need to target, connect, engage, and convert continuously.

At AMG Driver Recruitment, we ensure fleets reach drivers on the road, at home, or wherever with the right messages for maximum conversion. Learn more by viewing our process here.

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