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Sabrina Stampe

Sabrina Stampe

Sabrina is the Director of Digital Marketing 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 Sabrina to learn more about FindaTruckerJob or our parent company GoToro? Connect with her on LinkedIn!

Recent posts by Sabrina Stampe

3 min read

Myth or Fact? Drivers Hate Hauling Flatbeds.

By Sabrina Stampe on Jun 1, 2022 4:07:15 PM

It's easy for us to assume what drivers like but do we actually know the truth? We've heard people say that drivers don't want to haul this or that but have we ever taken the time to ask the drivers themselves? Do drivers actually hate hauling flatbeds? We surveyed over 1,700 drivers nationwide and got the real answer.

The Verdict Is In...Myth or Fact?

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MYTH! A shocking 73% of drivers say they will haul whatever they can!
Yup, you read that number right. Everyone has their preference on what they like to haul but the majority of drivers aren't as focused on what they will be hauling if it means a better job offer all around. Some drivers want higher pay, some want more home time and some are willing to drive just about anything. 
"I am willing to pull anything as long as the pay is what I feel I deserve," said one driver.
Another driver went on to mention how they don't particularly care about the freight if it means a higher pay rate. Our internal call center who speaks with drivers directly stated that they saw a big increase in the number of drivers looking for companies with the highest pay despite whatever they may have to haul.
"We speak to drivers every day so we know what they are and aren't looking for in a driving position. The first question I get asked by drivers is what do I have to offer them. In today's driver market it doesn't matter as much to drivers what they're hauling. If the company is willing to pay more than competitors or give the driver more home time, the majority of drivers are open to applying," said GoToro's Manager of Candidate Engagement, Kathryn Slate.
The data speaks for itself.  If 73% of drivers truly don't mind what they're hauling, then why do flatbeds get such a bad rep? Let's face it, we're in a market where the wants and needs of drivers change every day. Today, some want higher pay, and the next they could prefer more home time.
It can be hard for a company to keep up with the constant rollercoaster of changes. Luckily, we have the inside scoop as to what drivers are looking for here at FindaTruckerJob
In the end, drivers just want to hit the road and drive for a company where they feel the most valued. Whether you want them to drive flatbeds, dry vans, reefers, or containers, if you're listening to what they need and delivering your end of the bargain, they'll be happy to drive for your company.
One of our drivers said it best, "If it's got wheels, I can drive it."


3 min read

Driver Retention: Solving for Turnover

By Sabrina Stampe on Apr 27, 2022 5:10:49 PM

The retention of drivers is an issue transportation companies are experiencing around the country. Are you looking for ways to solve the issue of driver turnover?

Getting Drivers to Stay

The best way to get drivers to stay is to listen to what they want and need from your company and see the best ways to execute.

Besides the standard requests of pay, home time, and benefits, some of the common feedback we get from drivers include: 

  • Quality vehicles
    Nobody wants to break down on their route. Giving your drivers newer and higher quality equipment can entice them to stay.
  • Earned wage access
    Drivers want to be able to take an advance in their pay without having to ask their employer directly. Sometimes bills catch up to you fast and there is no alternative but to access your pay early. We suggest solutions like our partner, Immediate which is a retention tool that allows your drivers to have access to their wages in advance at no cost or inconvenience to you.
  • Company culture
    Culture is a major reason why a driver may leave a company. Whether it's feedback online or talking with your drivers directly, ask them what they would like to improve on at your company. Similarly, ask them what they love about driving for your company. There's no better spokesperson for a company than a happy employee.

There are plenty of things drivers look for to stay with a company, however, tackling even just one within your organization can have a positive impact on your retention rate.

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The Next Generation in Transportation

Getting your drivers to stay is great but what if your drivers begin to age out of the workforce? Nowadays, companies are always looking for drivers with endless years of experience. However, the reality that aging company drivers could be heading for retirement is a reality.

The time will eventually come when all of your experienced drivers are ready to retire. What then? It is always better to be over-prepared than underprepared. Hiring these young drivers now and letting them develop with your company can increase their likelihood of staying with you and also allow them time to develop before your aging drivers retire.

Companies are usually hesitant to hire a younger driver with fewer years of experience due to the added training or risk that might be involved. I'd like to counter that by stating the fact that every driver started somewhere. If we don't begin to trust and let the new drivers entering the industry learn from experienced ones, we will eventually have no drivers left.

It is a competitive market for drivers and companies have to be open to the ever-changing demographic of candidates entering the industry. 

These young drivers are entering the industry, know what they want, and are looking for companies who are willing to invest in their development. Looking to reduce turnover rates? Try implementing one of our suggestions and give the new drivers entering the industry a fair chance at a long career in transportation. 

Looking for More?

If you are interested in diving into the topic of the changing driver demographic a little deeper, check out our webinar on-demand with our CEO, Bruno Stanziale, and Next Generation in Trucking Association President and Co-Founder, Lindsey Trent.

They discuss the next generation of drivers, how you can appeal to them and what companies can do to get involved in the cause. 


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5 min read

Team Driving: How to Ease Safety Concerns

By Sabrina Stampe on Mar 30, 2022 4:45:48 PM

Our last two blog posts have broken down best practices for job ads and what drivers are looking for in the market. However, what causes a driver to be hesitant about a certain position? This week we focus on the difficulty of hiring team drivers.

Are you wondering why it has been such a struggle to get candidates for these types of positions despite the higher pay? We've got answers.


Think about it, would you want to sleep while a stranger is driving you along your route? What type of person are they? Do they get tired easily while driving? What is their driving history? Do they get road rage? How do they handle poor weather conditions? 

When a driver hits the road, they are confident in their ability to handle the obstacles the route might bring. However, asking someone to confidently say the same for someone they just met can be difficult. 


We surveyed a large pool of drivers and asked them what was the biggest hesitation in applying for a teams position. The number one answer was safety. 

Yes, increasing pay and benefits will help gain interest. However, not every driver can move past their fears. Don't worry, there are plenty of policies you can put in place to put their concerns to rest.


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Pre-Employment Screening

Do you thoroughly vet your potential hires? Background checks? Mental health evaluations? Driving records? Drug testing? Here are a few requirements you can implement to make potential applicants more open to team driving.

Background Checks 

A lot of companies have extensive background checks as a mandatory requirement for being hired. Does yours? If not, this is highly suggested so your company can be sure that the candidate can be trusted. 

If this is already a requirement in your company, make it aware to your drivers. Some companies run 10-year background checks on their drivers to ensure they know exactly who they are hiring. However, if you don't remind applicants that their possible team partner has been vetted, they may be discouraged from applying.

Mental Health Evaluations

Truck drivers, especially those who drive long-haul routes, are faced with many mental health-related risks attributed to the transportation industry. Long work hours, fatigue, lack of home time, pressures due to demands and so much more. A study on occupational stressors and the mental health of truckers found that job-related factors such as constant time pressures and social isolation were found to lead drivers to substance abuse and cause them psychological and emotional distress.

Having potential hires pass mental health evaluations will help the applicant, their team driver, and your company as a whole. The mental state of a driver getting behind the wheel is just as important as them passing a background check. Failing to check on the mental state of drivers before operating your vehicles could put your company, truck, and employees at high risk.

Driving Records

With safety in mind, there's nothing more settling to a potential candidate than knowing their team partner has a good driving record.

Requiring that applicants must have clean driving records will assure that they can trust the driving capabilities of their potential partner. For example, making it a requirement that the applicants must have no accidents, misdemeanors, or DUIs within a certain time span. In addition, your company could limit the speed the drivers are allowed to drive in your trucks.

Drug Screenings

 Driving under the influence is a huge concern when trusting a team driver. Having your applicants pass a drug screening before being hired is another simple way to put minds at ease. Additionally, having a no-tolerance policy for illegal or intoxicating substances is another way to prevent harm.
 Implementing Policies 


Wondering how to add these requirements to your job description? Here are some bullet point examples of how it's done.

  • No reckless/aggressive driving
  • Driving 15 MPH + over the speed Limit or 80MPH +  will not be tolerated
  • Drivers must pass a pre-employment drug screen, background check & DOT physical
  • All drivers must pass background checks for both drivers' safety
  • Clean Motor Vehicle Record - No accidents, misdemeanors, or DUIs within the last 5 years
  • No tolerance involving consumption OR possession of illegal or intoxicating substances
  • No involvement in a major preventable accident in the past 3 years
  • No more than 2 Motor Vehicle Record infractions/violations in the past 3 years

Now that we've shown you how to ease potential drivers' concerns with team driving, we hope you implement at least some of these policies into your company's job ads. If you already have some of these in place, be sure to make drivers aware.

Topics: recruitment earned wages access drivers job descriptions #teamdriving #safety
3 min read

Job Ads: What are Drivers Looking for?

By Sabrina Stampe on Feb 24, 2022 4:18:30 PM

Drivers have changed what they look for when applying for jobs over the past two years. Have your job advertisements changed with them?

Besides the standard competitive pay and benefits, we are seeing an increase in drivers who value company culture. What are your current drivers saying about you? Do you offer incentives to keep them long-term? Are you flexible with home time? Do you offer 401(k)? The days of lack of communication between the driver and company are over. It is important to work with the drivers as much as possible in order to keep up with the constantly changing market.

The First Point of Sale

Your job ad is your first point of sale between you and the candidate. When deciding what should go in your job ad, remember that you must sell your company to the candidate. If you do not catch the driver's interest, they will not apply and you will lose out on an opportunity to hire.

The Importance of the Title

The first part of your job ad is the title. An outsider might think there isn't a strategy behind a job title, but trust us there is. Our Account Managers and Service Delivery & Analytics team work closely to map out strategic keywords to use in the job ad title in order to grab the candidates' attention.

Ask yourself, what would your ideal driver search for when looking for a job? The keywords you use in your title make a big difference in whether or not a candidate will take the time to apply to your ad. Using the keywords CDL A, regional, or tanker in your title can influence the platform your candidates are searching on to push your ad in front of them. It's also important that you keep your job title as simple as possible. We recommend keeping it to 90 characters since the title could be cut off on certain platforms.

Let's take you through an example of what your title should read! If you were hiring a regional driver that needed doubles and PM shift, your title would read:

CDL A Regional Truck Driver with Doubles – PM Shift - $30/hr.

There is a strategy that decides which words we use in the title. To break it down, CDL A with Doubles is the minimum requirement, 'Truck Driver' is the type of job, 'Regional' tells them they can be home weekly, and '$30/hr' grabs the driver's attention to determine if it's the pay they are looking for. 

Job Descriptions Matter


Your job description is what ultimately makes the decision for the candidate of whether they want to apply to your company or not. For this reason, we recommend always leading with the perks and benefits of the job. This could be anything that makes your job stand out amongst competitors! The pay you offer, hours, home time, bonuses, type of truck, and benefits to name a few.

Want to know the best resource for what drivers are looking for? ASK YOUR DRIVERS. Yup, we said it. Your drivers' wants and needs are at your fingertips if you just ask. One-on-one conversations or company surveys are two simple ways to get this valuable information. This will help you determine what your true company selling points are. Additionally, it will help you decide which information is important to include to reach your target candidate. 

You never want the job description to be too long or have unnecessary information.  Having too long of an application results in fewer applies since the drivers will simply move on to the next job posting.

Next up, requirements. It's important to keep your requirements straightforward, without unnecessary fluff. The way you want a driver to dress, for example, is not necessary to include in your actual job posting.

Want your job ad to stand out? Content. Adding a picture or short video of your trucks and/or company is a great way to reach potential candidates. Another ad booster? Testimonials. Having positive reviews from your current drivers is huge in helping the candidate decide to apply. Candidates want to be able to picture themselves working for a company that treats them well. If you have current employees who can attest to this, it could increase the amount of applies you see coming in.

Listen to Your Account Managers


Our dream team of Account Managers! With the competitive market for drivers constantly changing, it's more critical than ever that the valuable insight our Account Managers provide is valued. Our team is constantly evaluating the market to provide real-time updates to how your job listing is standing against competitors. So, in short, if your account manager suggests a change in your job ad, take the suggestions. They're the experts.

Topics: recruitment drivers job descriptions