On June 25, FATj's Director of Client Engagement, Amanda Fasano, was joined by Tenstreet's Client Success Concierge, Ed Leader, for a webinar on What Drivers Really Want in 2020. We received tremendous feedback from our attendees, and we wanted consolidate some of the highlights from the webinar in one place. In this post, you will be able to read through the Q&A portion of the webinar, where we received some great questions from our audience. In case you want to watch the webinar in full, you can register to view it here.
If you have any additional questions for Amanda or Ed, reach out to us at email@example.com to get the answers you need.
Question 1: Should I start advertising for drivers now?
Yeah, I think that anybody that wants to get ahead of the power curve should. It's one of those things that if you do have a V-shaped recovery, you don't want to be waiting until after you have trucks sitting in the lot or missing freight. I suggest that if you think you are going to pick up in the middle of July, then you should really get going now and getting your name out there.
You should also start getting your advertising budget put together. The more eyeballs you have on your ads, the more responses you are going to get. You don't want to be in that situation where you call the Concierge Service on a Wednesday, and you need 10 drivers by the following Monday.
Question 2: What is the current activity level in regards to recruiting?
At FATj, we are seeing a really high demand right now. I've had about 15 clients in the past couple of days come back, after being paused due to COVID-19. They are saying they need drivers now more than ever. They have been winning new contracts and new business, and we are super excited that they are seeing that.
Also, we are seeing an increase in applications coming in. A lot more serious candidates have been applying. Just a couple of months ago, there were a lot of drivers just putting feelers out there, but now the waters have shifted and we are seeing even more candidates not just apply, but also be extremely serious about the position.
Ed, are you seeing the same thing on your side?
Yeah, the last few weeks things have really picked up. To your point, this morning I had three clients that had paused because of the COVID situation, come back and say, "Listen, we need to get going. We need to get started for January." Things are definitely picking back up, and again getting ahead of that power curve is really important.
Question 3: What is the best vendor to use?
One of the things that we offer when we look at Concierge, is the make-up of your recruiting department. The vendor for a two person recruiting department is not necessarily going to be the best option for a ten person recruiting department. What we want to do is really get in and work with you and identify the goals of your recruiting department, and then build out a custom campaign. All of the merchants that we use in the Job Store have value, it's just really where does that value fit in, and how does that value support the goals of each individual recruiting department.
I think it's super important to consider the goals of a recruiting team. If you are looking for volume, it may be a different setup or it may be different platforms that you are using. Versus someone who is looking for a fully qualified applicant. Something great about FATj is that we don't just have the job distribution piece, we also do things like Craigslist, Social Media, and Google Ads. Ed, just like you were saying, we match that up with their goals to help optimize their campaign performance.
Question 4: What does the Job Store Scrubber cost?
The Job Store Scrubber really depends on your fleet size. The best thing to do is to get in touch with your advisor and they will help you get in touch with Hayley Hitchcock, who handles drip marketing through the Job Store Scrubber. She will go ahead and set up a price and campaign for you based on fleet size and activity level.
Question 5: Do you recommend requiring new drivers in-depth surveys to help weed out bad candidates, even if it hurts our hire rate?
On the FATj side of things, we are a short app. We drive in contact information and a couple of qualifying questions on the short form, such as years of experience, license type, and questions like that so you can quickly screen the candidate. Like we were saying before, we are fully integrated with Tenstreet. As soon as a driver fills out that short form, they are redirected to a full application where a lot of that informations is pre-populated. A lot of our clients are getting the short app, but they are also getting a full application as well. Ed, if you want to chime in on that question as well, what are your thoughts about that?
I agree 100% that where you can convert those "lead apps" as I call them, into full IntelliApps, then that's a wonderful benefit. If you are requesting two or three pieces of information, you are going to get a ton more applications. Are they going to be quality apps? Do you have the time to work them? Where if you are in a situation with IntelliApp and have FATj fully integrated into your campaign, a couple of questions in the FATj app can turn into a full IntelliApp. So really asking them as little as possible if you can convert them into a full IntelliApp is great.
If you can't convert them into a full IntelliApp, it really again depends on a lot of different factors within your recruiting department. Are you trying to build a database? Are you trying to send emails to candidates? Or tele-market to them? All of those things are going to come into play when you are building out a campaign
Question 6: For a small company like ours with a total of 40 units, we only have three to five units empty at any given time. I don't advertise all the time, so would you suggest that I advertise year round and then just respond that we are not hiring at the time?
That's kind of a personal preference. One of the nice things about the Concierge Service is that work with our clients to set that up. So if you need two or three drivers, we can turn that ad campaign on and off. You have options like Pulse Match or FATj Pay-Per-App (FATj PPA), where we can go through and set up a budget. Once we get your trucks filled, we can turn that budget off and come back to it when you need it again. There are a number of free options available that I think everybody should use to keep your name out there.
But, when it comes to hiring drivers you need we can tailor a campaign for you that you can turn on when you need to hire drivers, and turn off when your trucks are full, and then go back to turning it on. There are a lot of options out there.
And with FATj being one of those vendors in the Job Store, what we do as well is something called a "Build-up Campaign." So say you have a goal to hire 60 drivers in September, what we do is set up custom budgets to meet your needs to hire all those drivers. So maybe you don't have the campaign running every single month, but as you get closer and you really feel the need to get all those drivers, we would help you determine how to build up your budget to meet that demand.
One more thing; that's where a drip campaign can come into play, where you can engage the applications that you already have over time. This way you can stay in the game, even when you aren't actively looking.
Question 7: We are a current Tenstreet user. We use Tenstreet for our corporate owner-operator and lease-purchase drivers, for both recruitment and hiring. We need company truck drivers and have an immediate need, what is the best way to attract those types of drivers and what resources do you recommend?
So this is a bit of a two part question. I'll touch on ad content right now. With company drivers, just like in the survey we are seeing a lot of responses, and a lot more of those drivers applying to positions right now. Each company is very different. In this case we would take a look at what you are offering drivers, what type of freight, what type of equipment you have, and get very detailed with ad content to really showcase what you are offering those drivers.
Ed, anything you want to add to that? The second part was what resources to recommend?
Sure thing. Hiring area plays a huge factor into what resources you should use, at least I think so. If you are hiring in a 50-mile radius of Jackson, Mississippi, then you are going to want to use something like Craigslist that is going to be more focused or Google Ads. You want something that are going to be focused advertising options that can dig down and get in the smaller radius.
If you are hiring in the lower 48, there are a lot of different options that can work. Like with anything else, the smaller the target, the more expensive it is to hit. We look at those factors with the Concierge Service, to help determine what is your hiring area, what do you need to accomplish, and then help build out a custom plan to meet those goals. There are a lot of factors that come into play when putting these campaigns together.
If you missed the webinar, you can view it on-demand here. We loved hosting this event, and having friends in the transportation community join us for it, and we are looking forward to inviting you to our next one.