<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=2509098152721552&amp;ev=PageView&amp;noscript=1">
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.

Trust

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. 

Safety

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 
  
team 

 

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

shutterstock_523993993

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

AM

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