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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.


question (3)

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
4 min read

4 Ways Drivers Are the Face of Your Brand

By Connor Zazzo on Mar 9, 2021 11:45:42 AM

Many brands rely on quality truck drivers to deliver their products and services throughout the United States. Whenever a driver drops off a package or interacts with a customer, it's a professional touchpoint that can influence your brand in more ways than you'd probably guess.

Whether you're working with a local driver or having your own network of CDL drivers, it's important. That's why it's important to understand how a driver represents your brand and what you can do to improve those interactions. Here are four of the ways a truck driver is one of the faces of your brand.

1. Company drivers spend more time with customers than salespeople.

Sometimes, a customer can go through your entire sales funnel without ever actually meeting a salesperson face-to-face. On the other hand, a local truck driver greets customers, presents paperwork, and often helps with troubleshooting and problem-solving. That's why you need a company driver who's a good fit for your brand. After all, this could be the first in-person impression you're able to make upon a customer. As such, professional truck drivers who maintain a professional appearance and handle customer requests with ease are more likely to secure repeat business for your brand.

When you're posting listings for truck driver jobs within your brand, you must prioritize these skills alongside CDL qualifications. That way, you're able to find jobseekers who can truly act as representatives of your brand. Of course, offering great pay also tends to attract key talent to CDL jobs, so it doesn't hurt to mention that in your job ads. Make sure that your job ads maintain relevance to the position, and mention possible bonuses. It also doesn't hurt if you link to your brand's privacy policy.

2. Drivers develop brand awareness.

truck drivers are the face of your brand

If you're relying on in-house owner-operators, every delivery is a chance to get your brand's name in front of new customers. While some truck driver jobs for the major distribution networks don't offer this, many smaller owner-operator jobs rely on company flatbed trucks and vans. These are typically adorned with logos and business information. Each time a driver is out making a delivery, they're essentially handling aspects of your marketing for you. This helps you generate leads and query results. Depending on the search terms a customer uses, a driver makes it much easier to find your brand.

Local networks often excel in this area. Truck driver jobs that operate within a confined delivery area have a chance to develop familiarity with prospective customers. After all, if you saw the same company truck or van driving by several times a week, you'd start to get a bit more curious about the brand behind it, right? Though, even OTR positions have the potential to connect to prospects in an effective way.

Since so much of today's business landscape depends on brand awareness and loyalty, each customer touchpoint must be intentional. It takes quite a bit of effort to grow brand awareness and little time to destroy it. That's why your drivers are so important for your overall business health.

3. Your company drivers can increase sales.

Happy drivers with a good amount of weekly home time have a way of driving sales that you might not have previously expected. Those small points of contact with your customers, especially during the delivery, can positively impact your sales down the road. After all, a strong impression has a way of traveling back to your consumer base's purchasing or decision-making groups. When a customer starts to associate these interactions with your brand, it goes a long way toward developing brand loyalty.

This means it's important to attract top talent to your open truck driver jobs. Just as a positive impression can increase sales, a negative one can harm your reputation and even dissolve certain business relationships. Many truck drivers are facing a combination of employer bids. So, how do you get yours to stand out amongst the other job alerts? Well, it doesn't hurt to sweeten your perks a bit. Competitive pay, higher-than-average weekly home time, and schedule flexibility can make a big difference between a driver selecting a job and turning it down. The extra money you invest in your employees often comes back to you when your satisfied employees encourage increased sales.

4. Drivers often handle troubleshooting and order errors.

drivers manage expectations

As the point of contact for any delivery, your truck drivers are most likely to be the first people to address any order or delivery errors. If your CDL driver passes a package to a customer who spots an item missing, the driver can take steps to mitigate the error, address the customer's needs, and remedy the situation. This takes the strain off your customer service team, but it's also a delicate situation. Depending on how a driver responds to a customer complaint or issue, it can enhance a relationship or damage it.

This is part of why you need to invest in properly trained drivers and hire the right talent. Someone who is properly trained is much more likely to lessen the impact of damaged goods, missing items, or incorrect order totals. If you're using electronic delivery systems, a driver can even put in for a replacement while interacting with the customer, so there aren't any service gaps.

Your company drivers help you succeed.

Many entrepreneurs underestimate the true value of a quality truck driver. Many of the brands that succeed and excel have realized that their drivers are truly brand ambassadors. By tailoring your driver training to help improve brand growth potential, you're focusing on your business's health. Whether you handle B2B or B2C operations, the right company drivers can make a major difference.

As one of your brand's many faces, your drivers are truly critical for your daily operations. When you attract top talent, it can give your business the added push it needs to continue growing and expanding. Rethink how you structure your distribution network to make the biggest possible impact for your brand.

Topics: drivers