Truck driver recruitment is expensive, costing thousands of dollars just to find and recruit new drivers. So when drivers start to leave your company, it probably has you wondering what can be changed to keep the driver turnover rate low.
It starts with implementing a driver recruitment and retention strategy that puts the driver first. In our post, we share 3 different methods to consider.
In today’s digital world it’s becoming common practice for logistics professionals searching for trucking jobs to check out a company’s Facebook page to get a feel for the company/driver dynamic.
Establishing a solid online presence is essential, and that doesn’t mean just posting content every day. The key here is what type of content you’re posting and the engagement between your company and the drivers.
For example, are you only posting ads on your page? If so, it’s time to diversify by adding in content that gives your company a “personalized” feel that drivers can relate to.
Stay on top of comments by replying in a timely, courteous manner. Drivers checking out your company want to see how you interact and treat drivers more than robotic ads.
It goes without saying that truck drivers probably hang out with other drivers and that’s why running a referral program is a great recruitment method.
You want your drivers to tell their connections about the awesome benefits and working conditions your company provides, but be careful with messaging.
Sometimes drivers are nervous to refer others for fear of losing work. Focus on communicating that with more drivers on board, the company can take on more loads, and therefore everyone gets more work.
By taking time to listen to your drivers, not only can learn how to shape your recruitment and retention strategies, but your drivers feel appreciated as well.
This makes feedback so important, and the best part is that there are plenty of methods to start collecting information immediately.
Some ways to collect feedback from drivers include: