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Connor Zazzo

Connor Zazzo

Connor is the Marketing Manager for FATj.com, focused on providing valuable insights to help drive forward the hiring efforts of recruitment teams across the country. Interested in reaching out to Connor to learn more about FATj.com? Connect with him on LinkedIn!

Recent posts by Connor Zazzo

4 min read

3 Shortcomings in Transportation and How to Overcome Them

By Connor Zazzo on Oct 14, 2021 10:37:59 AM

The transportation industry covers a wide variety of occupations, including tractor-trailer truck drivers, hazardous material movement, bus drivers, delivery drivers, and many more. According to the Bureau of Transportation Statistics (BTS), the transportation industry employs over 13.3 million workers, which accounts for about 9.1 percent of total employment in the United States. Trucking is in particularly high demand within this industry, to the point that truck driving is the most common job in 29 states. A big reason for this is the fact that, thus far, jobs in transportation companies have been relatively immune to automation, and globalization just increases the need for top talent in the trucking industry. Transportation recruitment also tends to be ongoing, as everyone from Walmart to logistics specialists needs new drivers.

Some great news for those looking for full-time jobs and a secure career path is that truck driving is still in incredibly high demand, and it's only looking to increase. Even before COVID-19, the need for drivers was increasing, and the surge in popularity for online shopping and delivery has only fueled the fire. Still, large numbers of drivers reaching retirement age and the rapid growth toward a pre-COVID economy after lockdown means that transportation companies aren't getting enough new drivers to keep up. These aren't the only concerns affecting the transport industry, either. Here are just three major shortcomings the industry faces right now and what leaders can do about them.

1. Compliance, Safety, and Accountability

Most people have been told at some point that getting behind the wheel is one of the most dangerous things that they'll ever do in their daily lives, and it's true. It's estimated that there are roughly 6 million car accidents in the U.S. per year, and over 37,000 people are killed in crashes each year. Of these annual fatalities, approximately 918 are truckers, making truck driving the seventh most dangerous job in the country. With expectations for fast deliveries (even single-day turnaround) becoming the norm, drivers are working under more pressure than ever.

Naturally, all of this means that safety has to be the highest priority for transportation jobs, from big box retail drivers to food delivery drivers. The Federal Motor Carrier Safety Administration enforces its CSA program to hold drivers and their carriers accountable when it comes to best practices and safety. This program, along with hours of service rules, is typically among the top concerns for transportation companies each year. Essentially, CSA identifies drivers and carriers who have safety violations and delivers warning letters or carrier out investigations, depending on the severity of the issue. They check drivers and carriers according to seven Behavior Analysis and Safety Improvement Categories (BASICs).

  • Unsafe Driving: Incidents such as reckless driving, speeding, improper lane changes, and other basic safety issues.
  • Crash Indicator: Private history of accidents and their frequency.
  • Hours-of-Service Compliance: How well drivers and companies abide by driving limits (consecutive hours and weekly limit) and properly log driving hours.
  • Vehicle Maintenance: Keeping brakes, lights, and other indicators in check as well as making immediate repairs when needed.
  • Controlled Substance/Alcohol: Any record of a driver using alcohol or prohibited substances while on the job.
  • Hazardous Materials Compliance: Ensuring proper packaging and containment, as well as making sure all drivers have a Hazmat endorsement in addition to their appropriate CDL.
  • Driver Fitness: License and health check to ensure drivers can safely operate commercial vehicles.

Company leaders can reduce the frequency and severity of accidents (or other CSA violations) by promoting a strong safety culture in their workplaces and enforcing high standards. For example, speed tracking systems and other monitors can be installed in trucks, and thanks to the internet of things, they can send near real-time updates to managers whenever incidents occur.

2. Logistics

From large fleet drivers to factory floor managers, a digital, customer-centric world means that everyone is pushed to work as efficiently as possible and get products delivered quickly. While these norms can be great for customers, they can also be logistical nightmares. This is why it's so important for transportation businesses to embrace technology and automation moving forward.

With autonomous vehicle tracking powered by artificial intelligence, it's possible to evaluate road conditions in real-time and plan the most intelligent routes possible to cut down on fuel use—something that's extremely important as costs continue to rise. Predictive analytics software can also be used to make accurate forecasts regarding inventory, ensuring that the supply chain works as efficiently as possible. Such technologies can be installed and maintained by third-party logistic (3PL) providers, meaning that company leaders can still focus on the core aspects of their transportation businesses.

3. Driver Shortages and Increasing Demand

While safety and logistics challenges have to be met, the transport industry falls apart if there aren't enough qualified candidates to hire, and that's the biggest problem most companies are facing right now. When you're hiring drivers, you obviously want the best candidates, and that goes beyond drivers with a CDL who can pass a background check. If you want to reach the right candidates for each job offer, you may need to go beyond highlighting benefits and offering bonuses. For example, what if you just aren't advertising to the right groups conducting job searches?

With a high number of drivers retiring, you'll need to reach younger recruits, like millennials and soon-to-be Gen Z. These candidates are frequently on social media, and they use mobile devices to do a lot of their work. This means that they're likely performing inquiries on online job boards, and they may be turned away from an archaic application process or an outdated privacy policy. This is why it's important to streamline your online application process by letting candidates automatically upload their resume and qualifications, and offer them preferred ways to stay in touch. You can also consider using a demand-side platform (DSP) to purchase social media advertisements and reach more candidates.

Of course, no matter what candidates you're targeting, it's imperative that you keep up best practices to be an equal opportunity employer with an inclusive workplace that makes job offers to all qualified candidates, regardless of national origin, sexual orientation, gender identity, or veteran status. Providing a workplace environment that encourages professional development, employee appreciation, and generally makes work seem meaningful is the best way to boost employee retention, so your need for constant truck driver recruiting can become a thing of the past. If you need more ideas for effective recruiting, check out our FATj blog for plenty of information on the truck driver hiring process.

5 min read

Why Drivers with Endorsements are Valuable and Cost More

By Connor Zazzo on Jul 14, 2021 9:25:22 AM

In many industries, an employee can be hired and retained based on how well they deliver their services. This is no different in the truck driving industry but is perhaps even more important given that there is a shortage of drivers.

This decrease in the workforce stems from two particular causes. Firstly, the rate of drivers who are retiring is faster than hiring drivers to replace them. The traditional workforce is of an older demographic, but there has not been a significant enough recruitment effort until more recently. Add to that the Covid-19 pandemic, which has seen many potential employees take the stimulus checks instead of working through the coronavirus (as it was significantly more cost-effective), and there is another reason why a usually thriving industry is shrinking. As a result, drivers who hold active endorsements are in demand.

Driver Recruitment

The methods behind driver recruitment itself are also starting to age out. Traditional methods of hiring replacement company drivers are being done not help in the digital age where social media and online job search engines are the main hubs of activity. Relying on physical advertisement boards in truck stops is not progressive. The conditions by which new drivers see their job ads have evolved, but the delivery of these advertisements has not.

If you listen to our team of transportation recruitment experts at FATj.com, truck driving recruiters need to go to where the drivers are. The current and newer generations of motor carrier personnel now need to rely on social media themselves since this is where the largest portion of potential hires will be. These days, almost everyone has a Facebook or LinkedIn profile, so it makes sense that this should be the first place to start putting relevant job ads.

Pre-Employment Tests

That's not all, as the online delivery of a job advertisement will only show that a motor carrier is looking for staff. To fulfill that quota, it is recommended that the online forums are also used for pre-employment tests, which drivers are invited to as part of their online application. For completely new truck drivers, this allows the employers to perform due diligence on their prospective applicants. It is a process used largely in retail and by big brands such as Walmart––a customer service applicant will see an online job posting, send an online application, and then be asked to perform a pre-employment test. The latter will ensure that the person is right for the job. As it pertains to the truck driving industry, this can be a place to declare their trucking licenses, such as their Commercial Driver's License (CDL), and have a clean record. It would also be the place to list any endorsements.

Though recruiters in the trucking agency would do well to diversify their methods, unfortunately, you cannot perform some elements online. Important elements like a drug test cannot be performed online for obvious reasons, and nor can a practical road test. Whilst there is no workaround for the former, the latter can be achieved via an endorsement.


An endorsement in the Truck Driving industry is an additional privilege added to the CDL, allowing drivers to perform more tasks. There are six different endorsements that a driver can potentially add to their license and will show as a letter on the I.D. itself.

  • Hazardous Materials/ Hazmat (H), which allows the driver to transport chemicals and inflammable or combustible materials such as explosives.
  • Tank Vehicles (N), which deem the driver can operate tankers and transport liquids and gases.
  • Passenger Transport (P) and School/Passenger Transport (S) allow drivers to ferry a number of people or school children, respectively.
  • Double or Triples (T), meaning that the driver can transport two or three trailers.
  • Tanker and Hazardous Materials (X), although similar to other endorsements, will allow a driver to transport dangerous materials via a tanker.

Having additional endorsements on the CDL is essentially the same as having extra qualifications. By having one or more in addition to a clean driving record, the job opportunities equally diversify, meaning that a driver is much more in demand than previously. They also have the option to vary their driving work or take on multiple contracts should their endorsement allow for it. It isn't obligatory to have an endorsement on a CDL, but it does widen the search fields for drivers looking for work and narrow the candidacy for recruiters during the selection process.

Benefits of Endorsements

For recruiters, who are struggling to help the truck industry grow during this downturn, endorsements present a unique ability to see how much a potential driver can provide to a carrier and their seriousness as a candidate. Those who have endorsements will have had to take the requisite exams and passed their road test to achieve them, which requires a dedication that cannot be conveyed in a simple job application. (That said, most endorsements don't necessarily require a formal road test or practical exam, which can be a real difference-maker in times of Covid-19 social distancing measures.)

Furthermore, drivers with more endorsements can be matched to more jobs––instead of having three drivers take on as many different contracts, one driver with three endorsements can do all three. Again, this takes the pressure off the recruiters to find more numbers, as instead, they have found more skills with fewer people. Some states limited the number of endorsements to three per person, but as the industry continues to shrink, this could change. This does mean that skilled drivers with more endorsements are likely to command a higher wage, but ultimately this should be less than having more drivers performing fewer tasks.


Implications for Drivers

For drivers, the pros of having more endorsements are obvious. Aside from more job opportunities, it also provides the ability to network with more companies and demonstrates possibilities with more defined career paths. To become an expert in a particular field means that the driver is never out of work and has the option to take one contract over another to suit them. This does have the negative implication that it contributes to the shortage of drivers once more, but the resolve to that should be an encouragement for more drivers to attain endorsements of their own.

Application Process

The process of applying for these extra qualifications is relatively easy––an online application when applying for a commercial learners permit (CLP) or in addition to the CDL. There is usually a small fee involved, but with the number of opportunities that this opens up, the candidate will make it back in minutes.

Endorsements are like badges of honor for truck drivers. They require dedication to the business and can open many doors. Drivers who have more endorsements tend to cost more, but in the face of a shrinking workforce, they are worth the added expense.


Truck drivers that obtain endorsements are qualified for far more positions than non-endorsed truckers. And due to the driver shortage, this drives up their value and cost to hire much more. In addition, with so many freight companies looking for contracting services in order to meet demand, it’s a great time to get your business on board! Request a demo of our platform today if you want help getting qualified drivers or find out how we can work together to reduce turnover rates by providing a unique benefit to your workplace.

4 min read

What To Do About the National Driver Shortage

By Connor Zazzo on Jul 9, 2021 12:00:12 PM

The national driver shortage is transforming the way that the trucking industry operates. With the coronavirus pandemic putting pressure on the trucking industry and U.S. business as a whole, finding talent that can get the job done is harder than ever. Thankfully, with tech-driven assets, finding truck drivers that match up with your specialized needs doesn’t have to feel like pulling teeth.

There are a number of aspects that affect the driver shortage and the ability to hire competent and effective drivers, but cutting to the root of the problem is something that we pride ourselves on at FATj.

The trucking industry and coronavirus lockdowns play into one another.

The transportation industry has been hit hard by the coronavirus pandemic. Just like all other aspects of U.S. industry, the driver shortage has come largely as a result of layoffs due to the sharp downward spike of economic activity and the resulting employment rate fall off in the United States.

This is beginning to taper off as vaccination efforts continue to ramp up, yet the supply chain isn’t seeing the same flow of commercial truck drivers returning to North American roadways in the same way that people are flocking back to work in other industries. There is a long road ahead to a full recovery, and nowhere is this more apparent than in the supply chain, which drives industry in all other realms.

Drivers have been enticed, in large part, by ballooned unemployment benefits and stimulus cash from the U.S. government. Many are considering staying home as long as possible while they receive the boosted unemployment benefits that include additional relief in consideration of Covid-19. While drivers can enjoy an adventurous lifestyle, the time away from home can be tough, so the ability to draw a check from the federal government with the bonus cash included while remaining off the roads is a powerful factor in understanding the current driver shortage.

If the coronavirus was the only factor at play in the downturn of commercial truck drivers on U.S. roadways, then the remedy would simply be time. Unfortunately, this isn’t the case. There are a few other powerful currents at play here, and they must be addressed if you are to return to full capacity in your unique shipping and logistics needs.

Truck drivers are getting older.

There are fewer new drivers entering the fold than in past years. There are a variety of reasons for this, but one is perhaps the money. Driver pay has always been a concern for commercial truck drivers, and with the pandemic throwing stable work into chaos, there are fewer individuals pursuing a CDL certification in order to get on the highway in this industry.

At the same time, many current drivers are aging out of the profession and deciding to retire. This leads to a shortfall in which there aren’t enough qualified and skilled drivers in the talent pool to replace those who’ve decided that their time has come.

This shouldn’t be a huge frustration though. FATj has introduced a concept called earned wage access in order to provide stability to drivers who find their next career move through the jobswe curate. Earned wage access helps drivers matchup with high quality employers who need steady solutions to their logistics problems, and provide the same stability for their drivers who have much cause for speculation in the current climate.

Another important consideration to make regarding the average age of new and retiring drivers is the access to market analytics that can help you find and approach new shippers to grow your brand's footprint. Over the past decade, new drivers have been split across a few different age groups. This has made the hiring process far more complicated for companies looking to expand their freight volumes. This is because a twenty-something is going to approach the job hunt in a unique manner that diverges from his fifty-something peer.

In addition to a growing truck driver shortage, companies looking to hire enough drivers of excellent caliber are finding it more and more difficult to actually locate the truck drivers who are out there searching for work. This is a priority for us. Understanding that not everyone is seeking out new employment opportunities in the same way is a core feature in our approach to matching drivers with employers. We sift through a series of sites and platforms in order to identify job seekers in different locations and at a variety of ages so that we can help truck drivers get back on the road and employers find the talent they so desperately need.

Driver retention is a key facet of industry growth.

This leads into the next point, and that is the retention of high quality talent in this space. Truck drivers want bonuses, great driver pay, and manageable hours. These industry experts know the roads like no other, and are commodity assets within the employee infrastructure of the companies that they drive for. This makes them a lucrative target for poaching. Competitors and those with suddenly increased driver needs in other industrial markets often look to currently employed drivers, hoping to woo them away from their current business relationships with additional incentives.

This makes driver retention a key factor in growing your footprint in whatever space you trade within. With FATj’s approach to the hiring process, finding top talent that wants to remain loyal to those who treat them well is a prioritized feature in the entire process. We know the importance of driver retention and work hard to impart this feature into both drivers and employers as they begin to foster new relationships with one another. A truck driver who remains within your organization is one that increasingly understands your logistical needs, expectations, and one that continues to build a sense of pride in the work that they are doing.

This is crucial for creating the long term success that will see brands through this current shortage. With these facets in mind, getting through the national truck driver shortage that's gripping the United States doesn't have to be a damaging period in your logistics chain.

5 min read

Hiring Shortages: What They Are and How to Fix Them

By Connor Zazzo on Jul 7, 2021 1:25:13 PM

In the United States today, there is a serious shortage of truck drivers. This downward trend in the numbers of qualified drivers was already in play before the Covid-19 pandemic caused problems for all industries around the world. That said, the falling rate of drivers has had a considerable effect on related sectors. As private fleets are unable to take new contracts because they do not have the workforce to meet the demands, retailers and suppliers are also suffering and forced to seek alternative methods.

Demand-Driven Scarcity

truck driving

The truck driving industry itself is suffering from a demand-driven scarcity––private fleets are simply unable to keep up with driver shortages, and therefore cannot meet the demand of the market. Although the Covid-19 pandemic did not help matters (since, for many, unemployment benefits were more cost-effective than being in a job) the lack of professional truck drivers is also an indication of how successful the industry has been up until now. 

The main reason for driver shortages is very simple. Older drivers, with their many years of experience, are retiring, and there are fewer newly professional truck drivers to take their place. 

The reasons why it seems that there are fewer drivers ready for hire to replace those who are moving on are a little bit more layered. Many recruiters may be still approaching the industry in outdated ways. Truck driving is considered to be a largely traditional job, with a somewhat romanticized view of drivers being on the road, having been called up for the right job. The hiring process has not moved with the times, and driver candidates are not where they would traditionally be. 

Driver Recruiting

driver recruitment

With this changing of the guard, truck fleet operators have to take a more modern approach to find the new generation of reliable drivers to take the wheel. A top priority, according to FATj (which is an acronym for "find a trucker job" for those new here), is to go where the drivers are now. 

Traditionally, driver recruiting would simply involve posting a vacancy on a trucker's job board and then taking the right drivers who applied. In many ways, the industry was freelance-based, although there were firms that would use the same people. 

The recruiting solution for fleet operators now is to let driver recruitment services take the reins and look in the new places that drivers will be. This involves advertising more online, with social media, or with methods that are more suited to this generation. Essentially, this means applying new methods to finding new drivers. The issue isn't so much that there aren't enough new drivers per se (although there is still a shortage), but that there is no connection between the new and right drivers for the fleet, and the job itself. Operators need a more robust hiring strategy, and FATj has a few ideas that help.

Modern Advertising

cdl driver

The insight-driven method that FATj employs has to do with pooling the operator's money as a resource into modern advertising techniques. Recruiters aim to effectively, and efficiently, reach the drivers where they are. This can be by contacting private fleets that are downsizing, running a social media, or online marketing campaign. Since there is no such thing as the job boards anymore, the recruitment agency will look to the venues that they are aware of, and select the right drivers from there. After all, within the truck driving itself, there are also multiple categories of workers. If an operator is looking for a particular specialty, then the recruiter will need to ensure that their chosen venues are known to have drivers with this. 

Ultimately, the recruiters are consolidating all of the resources––finding the drivers where they are, recognizing their skills, and bridging the gap between them and the operators.

This will not solve the driver shortage overall. The decrease in professional truck drivers is due to the aging demographic, and is impacted further by the effects of Covid-19. That said, with the stimulus checks and unemployment benefit packages also starting to taper off, there is a large potential workforce that is out there who can be marketed to. This means that the gap between outgoing and incoming truck drivers should start to narrow, but there are plenty of other things that can be done to help keep the younger generation enfranchised.

Changing With The Times

truck driver

FATj's suggestions to operators in need of new employees, as it pertains to younger drivers, include helping them pay off their student loans, as well as debt accrued for their driver training courses. They may even want to assist or pay for professional qualification courses and help establish a more specific and significant career path. In addition, they should look to diversify their workforces, as it has emerged that less than 6% of truck drivers are women, and the legal interstate driving age is 21 years old.

The enticements for potential new drivers do tend to center around more compensation for work done, and while more perks and gains would help, other ideas could make a difference. A focus on driver's health and wellness would be a welcome step forward for drivers and operations alike. This can be by focusing on little things like helping with healthy eating to prevent bad nutrition on the road, helping with health insurance costs to remain accessible, or even employing spousal teams to prevent homesickness and low morale. 

Ultimately, FATj's main suggestion to reduce the driver shortage is to focus on retention. After all, if a considerable amount of money has been spent to find drivers, then it makes sense to ensure they are taken care of and not wooed towards a competitor's fleet.

One such way to do this is by offering an Earned Wage Access.

Earned Wage Access

Beyond the truck driving industry, 73% of Americans live from paycheck to paycheck. Earned Wage Access is a financial system that is operated via an app on a smartphone that lets drivers have access to their wages in real-time. This means that they can access their funding immediately and are not bound to a typical date in a month, or to a weekly pay packet. Operators who offer this service are already feeling the benefit, as 37% of drivers are more likely to choose and stay with them should they offer this initiative. It is proving to be so successful, that it is believed this pioneering system will be available in more industries going forward. Furthermore, this is considered not only a contribution to better health and wellness for the driver but to their financial wellness also.

The shortages in the truck driving industry are a natural decline as older drivers retire, and old methods of finding replacements are out of date. By modernizing, diversifying, and looking to help drivers' health and financial wellness, as well as expanding on retainment, the shortages should shrink and the industry can weather through the challenges.

4 min read

What's the Difference between Non-CDL and CDL Driver Recruitment?

By Connor Zazzo on Jul 6, 2021 10:14:17 AM

Driver recruitment is a key facet in the logistics and supply chain considerations for any business, large or small. Truck drivers are often thought of as operators who haul massive shipments across the nation, yet this is only one facet of the truck driving industry. These operators are CDL truck drivers, and they hold commercial driver’s licenses - which can take over a month to acquire through training and testing. A truck driver in this category can haul no-touch freight or a wide variety of other haulage loads, but the common theme is the size.

Non-CDL credentialed drivers are different, yet they play an equally important role in the disbursement of products and shipments throughout the entire world. Non-CDL drivers are often the ones who operate smaller fleet vehicles and make door drops or facilitate the shipment of goods to smaller chain retailers. They leave distribution centers on a daily basis and bring products to the final destination with speed and accuracy. As such, Non-CDL drivers are an equal partner in the long supply chain that brings goods from source to shelf.

CDL Drivers

Commercial drivers are in demand in the recruitment drive to stem the tide of driver loss in the industry. A CDL A driver is someone who can transport virtually everything under the sun (provided they carry the proper endorsements on their license). These employees are great because you can have them hauling freight on a Saturday and then operating a smaller delivery vehicle throughout the week in order to make up for shortfalls in other areas of your staffing.

Commercial drivers are the staple in truck driving circles. They act as the backbone of any logistics network and are in high demand with recruiters and at job fairs. A reliable CDL operator is a must for any industry. CDL recruiters are numerous for this reason, and keeping your drivers happy and loyal is a key feature of any logistics firm. Maintaining great relationships with your highly qualified staff members is something that all businesses must do, but it's particularly important in this highly competitive industry where a few key losses can amount to a huge reduction in mobility.

Non-CDL Truck Driversshutterstock_1688447386

Drivers who haven’t acquired a commercial driver’s license are still valuable assets in the business structure of everyone with a supply chain need. Realistically, this means all businesses. Non-CDL drivers are a must for any brand because they cost less to utilize on local delivery routes, and there is a larger pool of employees available within this realm of the truck driving world at any one point in time.

A great example of this need is in the Amazon delivery hierarchy. From their stable of regular delivery drivers to the flex drivers that tack on additional manpower to make up any shortfalls in delivery schedules (especially during peak holiday and other gift-giving times), Amazon enlists a brigade of drivers that zip around virtually all major cities on the planet in standard vans and even, in some instances, personal vehicles.

These non-CDL drivers are crucial to Amazon’s success, and many other firms are taking this blueprint for their own delivery needs. Local deliveries don’t require heavy machinery or highly trained commercial big rig drivers to accomplish the end result, and therefore this additional expenditure turns out to be a waste of precious resources for many firms.

In this time of chaos in the trucking industry, efficiency and careful workload planning are features of well-rounded supply chain outfits, while those who are struggling can’t delineate the difference here.

The trucking industry has to get smarter with technology.

With the driver shortage that is continuing to ripple through the trucking industry as a partial result of the coronavirus pandemic continuing to upend the logistics and supply chain functions of business, technology and great hiring tactics are going to continue to play a major role in future success. The hiring process for drivers must get smarter, and with the help of technological breakthroughs, deliveries and the logistics of driving itself are evolving to meet the current market’s demands.

Non-CDL operators in particular must lean on technology for continued success in the market. The advanced geographical analytics that are available on smartphones in the modern world make local deliveries far more intelligent processes, and drivers are relying more and more on these functions to facilitate an ever growing list of deliveries to be made during each shift.

High volume delivery days were once a feature of the holiday rush (Christmas, Black Friday and Cyber Monday, for instance). Yet nowadays, as a result of the pandemic, more and more shoppers are exclusively turning to digital retailers to purchase their essentials as well as presents and other expenditures. The roads are packed with delivery vans and firms are taking notice of the benefit presented by non-commercial delivery operators.

Logistics thrives on the commercial application of movement though. Commercially licensed drivers remain an unwavering feature of the movement of goods, and this isn’t changing any time soon. Just as a network of smaller airports are helping retailers manage their air freight, commercial drivers are crucial to the movement of food products as well as goods like those bought on Amazon’s thriving marketplace.

A mixture is always the answer.

As with nearly any other market, a mixture of talent is crucial to finding success in your particular business venture. Pairing commercial drivers with local delivery operators is the best way to keep costs low while employing the perfect mesh of talent across each of your unique logistical requirements.

The landscape of truck driving in America is a complex one, yet it plainly relies on a variety of different types of drivers and vehicles to accomplish the monumental task of moving goods from their source to their end-user. Commercial drivers bring products across the country; from gasoline and Hazmat waste to oranges and baseball cards, commercial drivers run the gamut. Finishing off the “last mile,” non-CDL qualified drivers and their vehicles carry the process across the finish line to complete the cycle of production and consumption.

4 min read

Why You Should Use Active and Dynamic Campaigns for Your Driver Jobs

By Connor Zazzo on May 3, 2021 12:49:10 PM

You've probably heard plenty about how much your hiring campaigns can impact your recruitment success rates. In the trucking industry, this is especially true. Since many industry leaders are constantly looking for top talent, it's important to be able to compete for qualified candidates. Of course, you need to have a smart way to source those candidates first.

That's why you should not rely strictly on static campaigns and expect high recruitment performance. Brands that utilize dynamic campaigns and adjust to the needs of their candidates are the ones that find the right talent for any job opening. To get started within your own brand, here's what you need to know.

Active campaigns help you personalize applicant communication.

When you're looking for a local delivery driver or an OTR CDL truck driver, you naturally want to provide a useful applicant experience, from the job ad all the way to the final interview and background check. However, many brands listing truck driver jobs tend to neglect communication between recruiters and jobseekers. Though using a template can help you find applicants that maintain relevance to your truck driver jobs, static campaigns don't allow for personalized communication that attracts qualified truck drivers. Active campaigns help you spot what job titles, job posts, and keywords perform well with truck drivers and adjust your communications to fit their search terms and query phrases.

This allows you to tailor the way you approach your truck driver jobs and attract more qualified truck drivers that are likely to pick you out of a combination of employer bids. Whether you're looking for a company driver or delivery driver, your marketing messages need to be tailored to each candidate. This provides an excellent first impression of your company professionally, no matter the job type. Since the United States transportation industry shifts regularly, you must draw the right tractor-trailer truck drivers to your business, especially as COVID-19 continues to impact the transportation system industry.

Dynamic campaigns allow you to improve your branding.

When you work with many static job campaigns, it can be difficult to attract a quality delivery driver or truck driver. This can also increase the likelihood of turnover within the first year of employment. Often, this happens when a trucking company doesn't develop an effective sense of branding within their job campaigns. Static campaigns often don't allow for this flexibility and don't create a strong impression upon job applicants. When you need an experienced driver, an OTR pro with veteran status, or a CDL truck driver, a lack of dynamic, branded application, hiring, and onboarding materials can hurt.

A sense of branding and integrity is critical, and active campaigns can help. Many job seekers prioritize brands with a good reputation, including OTR drivers, CDL truck drivers, and other local truck drivers. An active campaign makes it easier to narrow down common threads between your branding and the quality of job applicants. You can then use this information to sort through job applicants, tweak occupation ads, and rethink listed qualifications for certain positions. While a CDL truck driver may only need a high school diploma and the appropriate CDL license, you may have stronger education requirements for other positions.

You can also get job seekers to associate your trucking company with quality benefits like high amounts of weekly home time, quick haul jobs, and growth opportunities like hazmat endorsement or other bonuses. When you use your campaigns to find what about your trucking company job seekers respond to, it's that much easier to bring in full-time employees who can help your business get to its destination.

Active campaigns help you parse resume details.

Often, the recruitment process is bogged down by common maintenance items that include manually reviewing qualifications and pre-interview questionnaires. This requires a fair amount of time and resources and means that your recruiting team is liable to sift through local truck drivers that don't meet your current needs. However, an active campaign automates aspects of this process, which enables you to bring in truck driving pros that match up with your brand standards. For any CDL job, dry van haul, or local truck delivery position, this can impact your bottom line.

With a dynamic campaign, you're better equipped to streamline certain aspects of your hiring process. This can even help improve your job training which is incredibly beneficial to your brand. With how difficult it can be to find qualified leads, your hiring team only views relevant candidates for any open truck driver jobs. That way, you're able to focus more of your attention on your business's other pressing needs. These often include growth and development, which then allows for expansion and necessitates future hiring. Such is the expansion process.

Since business growth often seems cyclical, you must establish hiring protocols that attract top talent every time. When unqualified candidates flood the system, it's that much more difficult for your recruiters to sift through the piles of resumes to find the ones that match up to your needs. This can also prolong the hiring process for a CDL driver, which negatively impacts your company. Instead, use active and dynamic campaigns that allow you to adjust your hiring tactics to fit current CDL driver queries and parameters. It benefits both you and the CDL driver over time.

The right partnerships can make a major difference.

Some brands simply aren't well-equipped to run active and dynamic hiring campaigns for their truck driver jobs. Instead of spending hours poring over the SimplyHired privacy policy or Indeed's terms, you can use sites and services that make it easier for you to connect with the right candidates. When you're focused on growth, you need to handle the larger items like trip inspections and federal law adjustments. With the right transportation jobs tools, it's easier than ever to run active campaigns that help you find the most qualified CDL, OTR, and local truck drivers.