Have Internal Recruiters More than a few members said they have full time employees acting as recruiters and - coupled with bonuses and commissions for finding good candidates - this practice has been successful. The same companies emphasized how important it is to quickly follow up on candidate leads and tying this to their recruiters' compensation. Consider A Mentoring Program Despite the need for flexibility and work from home options, face-time is still critical for many workers, including younger workers. Many members agreed that providing the ability for younger drivers to be connected to - and mentored by - older drivers proved a very strong way to get those drivers up to speed faster. Assist With Education Some employers said they pay for their drivers’ licenses and certifications. We discussed how there are federal tax deductions available for reimbursing employees for training and education too. Re-Visit Branding An up-to-date website and (in my opinion) an active YouTube page with high quality videos that feature interviews with employees and management not only helps marketing a trucking firm's services but also provides additional branding benefits for attracting employees. One member is using a marketing company to do this with both customer and employee prospecting as its objectives. Keep Your Vehicles Up To Date A member said how they've found that many prospective candidates are attracted to new vehicles and this shouldn't be ignored. Keeping your fleet upgraded and current not only provides a safe ride for drivers but - depending on the bells and whistles that come with each vehicle - adds a potential recruiting benefit. People like cool stuff! Emphasize Safety Speaking of safety, the companies in the group that invested heavily in the safety of their vehicles and their facilities also found their recruiting programs benefitting. Today's employees now more than ever want to work in safe environments and are more drawn to companies that value their safety. Reward Loyalty
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