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Recruiting drivers means getting applications in the door. At the recruiting/applicant stage, attempting to get applications from only the best applicants can limit your application flow. Screening can be done after the contact has been established.
Scope
Regulatory citations
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Key definitions
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Summary of requirements
Do not ask, “Which recruiting method will work best?” To be successful the recruiting efforts must generate as many contacts with potential drivers as possible. Contacts lead to applications. Applications in turn lead to hires.
Many times, recruiting efforts are “scored” based on qualified hires, or application flow. Either one of these can be misleading. If all you want is application flow, you may end up doing a lot of extra screening work for nothing. On the other hand, if you score the recruiting efforts based on qualified hires, you may be accidentally eliminating sources that could produce drivers. Neither takes into consideration the value of contacts, which can lead to applications later.
One recruiting mistake that gets made is that companies try to be “everything to everyone” during the recruiting process. This is done by giving the perspective driver the answer the driver wants to hear. This can be done in advertising, interviewing, and during general conversations with prospective drivers. Trying to be everything to everyone may lead to a lot of hires, but very poor retention.