When it comes to hiring truck drivers, the process you have for sourcing applications and qualifying records can make a world of difference down the road. It’s important to understand the resources available and the skills for retaining these individuals. In this post, we are going to cover some tips for making sure your process is streamlined and efficient.
Anyone that has been involved in the hiring process of CDL drivers knows that it’s a tedious process. For a candidate to make it through the entire process of joining a motor carrier, the driver and the company must jump through several hoops before the driver can be placed in a truck. Here’s an interesting research report from Coyote; with valuable statistics hiring managers can use to take action and optimize the efficiency of hiring CDL drivers.
Leverage Resources for Sourcing & Hiring Drivers
When considering the number of driving certificates, commercial licenses, background checks, previous employer checks, D&A testing requirements, and other pre-employment screening processes, there are a lot of steps where unneeded friction slows things down. You may consider trying the following options to improve your hiring systems and streamline application to driving turnaround time.
Outsourcing Solutions: When it comes to consultants that can manage a company’s hiring and compliance systems, there are many options. One example is DOT-Ready where we manage the entire process from start to finish. Having a dedicated team of hiring managers is beneficial for two reasons. First, fleet management companies are exposed to far more applicants than the typical trucking company. Giving them the advantage of choosing the best drivers. Secondly, consultants will typically already have the systems and relationships to interface with 3rd party service providers.
Technology Solutions: There are solutions available online that can minimize the workload of managing a fleet’s record-keeping system. Again, DOT-Ready is a great option for fleets of all sizes to manage their paperwork and meet deadlines. On average, our clients save around 80 hours of labor time each week and $6,000 in fines during an FMCSA audit.
Explore Online Resources
Having a solid toolset for running background checks and verifying information provided in a driver’s application is imperative. It’s worth it to spend some time poking around the internet to find the best resources for your company. You can also take advantage of DOT-Ready’s free consultation service where we’ll talk with you about your concerns and offer guidance on the things you can implement to improve.
American Driver Network has a lot of resources for companies to modernize their processes and guides for integrating with valuable operational efficiency technology.
Optimize for Diversity
With the current landscape indicating that it takes 9 job postings to attract 1 driver, it’s clear that there are massive opportunities for improvement. Companies should be looking for ways to make their job postings appeal to a more diverse audience. Companies should also take into account that people who view a job posting today may not be qualified to work for their company yet, but be might in the future.
A lot of effort globally is being focused on promoting diversity in conventionally isolated industries. This wave is an opportunity that trucking companies can take advantage of by crafting a public image that supports a more diverse applicant pool.
Here is a good write-up by Centerline on the topic.
Training and Onboarding
The training and onboarding process is a vital phase for making sure new hires are properly aligned with the mission of your company as well. It is highly suggested that you implement a training program for upper management, shift supervisors, drivers, and administrative staff that goes above and beyond the requirements.