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Leah Mosher

Leah Mosher

Leah is the Marketing Operations Analyst for FindaTruckerJob.com, focused on providing valuable insights to help drive forward the hiring efforts of recruitment teams across the country. Interested in reaching out to Leah to learn more about FindaTruckerJob or our parent company GoToro? Connect with her on LinkedIn!

Recent posts by Leah Mosher

3 min read

Persistence and Timeliness: Improving Candidate Response Rates

By Leah Mosher on Jun 17, 2022 11:23:18 AM

So, you’ve optimized your job ad. You’ve perfected the title, the job description and even highlighted key benefits and perks of the role. You have been managing your company’s online presence and monitoring reviews. Maybe you have even asked some of your current employees for feedback and shared it on your company page.

Let’s talk about what happens when the applications start coming in. How long do you usually wait before calling a lead after their resume is submitted? How many times will you try to reach them before you move on to the next one?

In a perfect world, you would receive an application for a position you’re looking to fill, call the candidate and they would answer on the first try. The interview would be set up, they would show up to the interview at their scheduled time and if all went well from there you would have your new employee ready to begin onboarding.


Anyone who handles hiring can tell you that this is rarely the way things play out.


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Factors to Consider


Candidate Availability

Within the recruiting and human resources industry there has been a lot of talk about the Great Resignation our country is experiencing right now. This label is catchy, but it’s less than accurate. What we’re actually seeing is better described as a Great Reshuffle. Yes, employees are leaving their jobs but they aren’t all leaving the workforce entirely.

This means that a significant amount of active job seekers are also actively employed. Many of those people are searching for better pay, better management or a better work life balance. However, that search can not be full time if they’re still working their current job. So, while they may be interested in working for your company, they may not be available to take your call.


Communication Overload

How many times a day do you receive a phone call from a number you don’t recognize? Do you answer those calls? What about emails, how many of those do you receive in a day? With the increase in the volume of telemarketing calls and emails, we are all being constantly bombarded with spam and even scam communication. It can be difficult to connect with anyone without getting lost in the noise.


Fast Paced Job Market

In the current market, the scales are tipped in favor of employees. They are in demand and likely applying to multiple jobs each time they sit down to search. This means that your response time matters, especially with qualified applicants. If things get busy at your office and a few days slip by between an application being submitted and your first attempt to reach the candidate, another company may have beaten you to the punch.


Best Practices to Combat Candidate Ghosting


When you understand the reasons for poor connection rate with applicants, the solutions become clear. 

It is best to reach out to your candidates within 48 hours of their submission. This will ensure that your job is still fresh in their mind when you call. Connection rate averages are usually best between 10am and 4pm on weekdays, so avoid those early morning and end of day calls.

Some recruiters and HR professionals have begun utilizing texting to reach out to their leads. It is more personal and direct than an email but less invasive than a phone call and can be replied to with minimal effort - even in the middle of a work day.

If you prefer email over text, make sure you are paying attention to your email content. Make sure it is personalized and engaging enough to encourage a response. It is important to convey authenticity and transparency to make your company stand out from your competitors. For more on this topic, check out our previous blog about company culture.

Finally, don’t get discouraged or pass the candidate over if you can’t connect on the first call either. Studies have shown that it can take up to three phone calls to get in touch with an applicant. Persistence and a tight follow up process will prevent qualified candidates from slipping through the cracks.

2 min read

It’s Not Just a Driver Shortage

By Leah Mosher on May 20, 2022 11:17:10 AM

While it’s true that drivers are critical to the success and growth of a trucking company, we understand that they are not the only piece of the puzzle. Equipment maintenance and repair play a vital role in managing a safe and successful fleet. That maintenance requires skilled labor that is also in short supply in today’s job market.

The U.S. Bureau of Labor Statistics recently reported an expected 28,000 new openings for diesel service technicians and mechanics every year, for the next 10 years. Meanwhile, technical schools and training programs are only producing an average of 3,500 new technicians per year. Higher demand for the transportation of freight, an aging workforce preparing for retirement, and an ongoing retention problem among technicians joining the industry are all contributing to the growing shortage.


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The Cost of Sitting Trucks

In our blog which focuses mostly on driver recruitment and retention, we have covered in depth the loss in revenue that results from idle assets due to a lack of CDL drivers qualified to move them. However, when the issue is a vacant technician role the resulting losses approach an average of $1,200 per day. With customer expectations shifting as same day and next day delivery become more standard, not having the staff on hand to perform routine maintenance and get your vehicles up and running is simply not an option.

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The Limited Pool and How to Reach Them

Taking into consideration that 40% to 50% of today’s technicians and diesel mechanics are baby boomers headed for retirement, recruitment solutions and strategy for these roles will become more important than ever before. When the need outpaces the supply to this extent, fleet owners are put in the position to compete with each other for the same candidates.

At FindaTruckerJob, we have successfully helped hundreds of carriers fill all types of roles that fall under the transportation umbrella. Our data-driven process helps us identify where the candidates in your area are most likely to see your ad. We then allocate your budget to the channels that will reach them and our team bids on ad space to keep your postings visible at the top of the page. Our clients are paired with a dedicated Account Manager who monitors the campaign through a weekly cadence. They are at the ready to make any necessary adjustments to ensure that your job ads are performing as efficiently as possible.

In short: don’t let the name fool you, we can find you more than just truckers!

Topics: recruitment
3 min read

Company Culture and the Driver Employment Lifecycle

By Leah Mosher on Apr 15, 2022 2:59:36 PM

Over the last few years, the job market has been seeing some rapid changes across nearly every industry. With retention rates and applicant volume suffering, employers are finding themselves having to focus more effort on standing out from the competition to encourage candidates to apply and keep them on the team once a hire is made.


This is especially true of the transportation industry. The national driver shortage once again topped the list of concerns facing carriers, with driver retention ranking second, according to the American Transport Research Institute’s annual study released in October of 2021.




Reputation Matters

The average job seeker is expecting more out of potential employers than ever before. This sentiment goes beyond the actual content of a job offer. While things like competitive pay and benefits certainly play a role, they are not always the deciding factor. Drivers want to know what other drivers are saying about your company before they make the decision to apply. Like job seekers in every other industry, they are doing their research to find out.


Last week, our team asked 150 drivers if researching a potential employer and reading their reviews is part of their job search process and all but 12 of them said that it absolutely is.


When was the last time you checked up on your company’s online reputation? Does your team make an effort to measure and address online employee feedback?


If a driver has a bad experience working for your company and resigns because of it, the cost to replace them is only one piece of the problem. If that driver then goes on to leave a negative review on a public website, that will be seen by potential candidates and likely cause them to pass over your company’s job posting. This is one of the most direct ways that poor retention can make recruiting more difficult.


Stopping the Cycle

The best way to handle negative employee feedback is to address it head on. Set time aside each month if possible, to read and respond to reviews. Monitoring your company’s online presence will help you maintain an up-to-date understanding of how you are being perceived by potential candidates. This will also give you the opportunity to spotlight any positive feedback you receive from happy drivers. 


Responding to reviews promptly will also help your drivers feel heard and let them know their feedback, positive or negative, is valued.



Opening up Communication

Even when drivers don’t take the extra step to post a review, they are likely speaking amongst themselves about their experiences with your company. Word travels within the driver community. We've seen evidence of this in direct conversations with drivers who have shared with us their hesitance to apply for certain roles based on the company's reputation. Asking drivers for feedback gives you the opportunity to respond and resolve issues as they arise. You could even consider implementing a process where drivers can anonymously share their input with their supervisors to encourage honesty. Promoting an environment where your team feels comfortable sharing their feedback with you can have a profound impact on retention and in the long run, recruitment efforts.


If you are interested in diving into this topic a little deeper, check out the webinar linked below. During the virtual discussion our CEO, Bruno Stanziale and WorkHound CEO, Max Farrell spoke about optimizing the driver job and experience and unpacked some best practices to help repair the leaky bucket of the recruiting and retention cycle.


2 min read

Pay or Home Time: What's More Important?

By Leah Mosher on Mar 8, 2022 2:39:37 PM

As we explored in our last blog post, job ad structure can play a big part in successful driver recruitment efforts. Another important factor is the actual content of your job ad. In other words, what types of positions are you hiring for? What do you offer your drivers when it comes to accommodating their lifestyle and needs?

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Our Ear to the Ground

At FindaTruckerJob we have a dedicated team that spends their entire day speaking directly to job-seeking drivers. This team’s unique role gives us the opportunity to gather direct insights about what drivers are looking for and how to best attract them. This information is then able to be used to help our Account Managers keep our clients up to date on the best ways to stay competitive within the constantly changing market. 

This week we took a more targeted approach and asked a sample of 250 drivers the same question:

“What is more important to you, competitive pay or home time?”

A surprising 74% of respondents said that home time was their priority. Some even went on to say that they would accept a lower salary if it meant a local route with better home time.

How Priorities Have Changed

Industry standard in the past has been that OTR drivers spend weeks on the road but will command the highest salary. Regional drivers will stay within one area, usually getting to go home for the weekends. Local drivers stay in-state and can generally come home each night, but are paid the least.

In recent years carriers across the country have been implementing pay hikes to address the tight labor market and improve retention. It is clear that competitive salary can help attract drivers to a position and keep them in it. As a result of this, the gap in salary between local and over the road positions is beginning to close. Drivers are realizing that they can find a position within the pay range they need without sacrificing time spent at home with their families. The idea of maintaining a work-life balance has also become a top priority for many people since the start of the COVID-19 pandemic and truck drivers are no exception.

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What This Means For Employers

The fact that local driver positions are the easiest to fill is no news to fleet owners or driver recruiters. The important takeaway here is what we can do with that information. Some trucking companies have begun adjusting routes to allow for more regional options, if they are able. Some companies are incentivizing candidates with sign on bonuses and employee referral programs. We are even seeing some employers upgrading their equipment, covering the costs of motel stays and making other accommodations to ensure their drivers are comfortable on the road. These efforts all stand out to potential candidates looking into what a company has to offer, as well as making sure that drivers who are currently with your company feel valued enough to stay.

With the limited number of candidates in the hiring pool, drivers know full well how in demand they are and how picky they are able to be when it comes to applying for a role. Attracting the attention of drivers in today’s job market requires a solid understanding of what potential candidates are looking for out of their next job.

Stay tuned for more insights from our team’s direct conversations with drivers in the future!

3 min read

New ELDT Requirements: What Will Really Change?

By Leah Mosher on Feb 15, 2022 1:09:42 PM

After false starts, negotiations, and years of delays, the Federal Motor Carrier Safety Administration’s entry-level driver training requirements went into effect on February 7th, 2022. 

This means that any driver looking to obtain their CDL, upgrade an existing Class B CDL to a Class A CDL, or obtain a school bus, passenger, or hazmat endorsement will be subject to the new training requirements. Drivers who already have their CDL or hold a Commercial Learner’s Permit (CLP) issued before the program went into effect will be exempt from having to pass an ELDT approved program.

The overall goal of this program is to standardize CDL training nationwide and create a baseline of proficiency across all new drivers in the industry. Ultimately, this should lead to fewer accidents and fatalities as well as improve fleet safety records. 

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What will the curriculum look like?

Entry-level drivers will be required to demonstrate proficiency in basic theory as well as behind-the-wheel training. The theory training will consist of lectures, demonstrations, and computer-based training. Topics covered will include basic operating/safety procedures, vehicle systems, and reporting malfunctions. There will be no minimum requirement of hours but applicants will have to score a minimum of 80% on a written assessment to pass the course. During behind-the-wheel training, drivers will demonstrate their basic vehicle control, maneuvering, and night driving skills either on a closed course or on the road. Again, there is no minimum hour requirement. The training provider will have the ability to determine if and when a driver has met basic proficiency standards.


How will things change for training providers?

Going forward, CDL schools and other training facilities will be required to register with the National Training Provider Registry which will serve as a searchable database for drivers looking to acquire their CDL or an endorsement. This means that if a carrier currently offers in-house training for their drivers, they may continue to do so once they register and confirm that their training course meets federal criteria. According to the FMCSA, an estimated 85% of entry-level drivers are already receiving training that meets or exceeds the ELDT standards. This means that most schools and CDL training centers will not need to upgrade their existing programs.

What about the drivers?

With the transportation industry still experiencing low retention rates and an overall shortage of new drivers entering the workforce, it is easy to see why some concerns would be raised about introducing any new barriers or requirements. However, the hope is that the Training Provider Registry will actually make training facilities more accessible to drivers looking to obtain a CDL, upgrade to a Class A or obtain an endorsement. It will allow them to search by location for the specific type of training they need. At the time of this writing, there are nearly 3,000 training providers registered in the program with more expected to be added in the future.


Simply put: Don’t panic.

With a national standard for driver training in place, employers can look forward to an increase in consistency when it comes to new driver’s qualifications. Drivers can look forward to safer working conditions and fewer accidents, which will hopefully also improve retention rates within the industry. Overall, this mandate is a step towards making the roads a safer place for all of us and ultimately saving lives.