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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.

 

Mechanic 2


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.

Mechanic 3


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
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

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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

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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
3 min read

Q&A: Choosing the Right Social Media Strategy to Reach Drivers

By Connor Zazzo on Nov 23, 2020 9:57:51 AM

On November 19, FATj's Zach Schultz, was joined by Bayard Advertising Agency's Greg Parker and Alexandra Anema for a webinar on how to choose the right social media strategy to reach drivers. At the end of our webinars, we hold a Q&A section to accept questions from the audience. In this post, you will be able to read through the Q&A portion of the webinar, where we received some great questions from our audience. In case you want to watch the webinar in full, you can register to view it here.

If you have any additional questions for our hosts, reach out to us at hello@fatj.com to get the answers you need.

Question 1: How often should we post on Facebook?

Alexandra

No more than once a day if you are running a career-specific page, that way you’re not splitting your audience multiple times a day. Remember, you probably don’t know how often those folks are logging on. One post a day will keep you consistent and solid.

It can be less than that though. If you don’t have anything good to post, don’t post anything.

Question 2: Does it matter if people like your page anymore?

Alexandra

To be honest, in the career space – not too much. People aren’t necessarily going to follow you as part of their job search. They are going to look at your page and visit it, and you should use that to drive traffic. Especially if you have great content. But the followership does not have the cache that it once did, especially in this space. It’s better to have consistent high impression counts than it is to have high follower counts.

Zach

I agree and given that paid strategies are the best way to go about and serve your content out there, you no longer need to rely on building that page anymore and getting those likes. It’s more about that paid strategy.

Alexandra

And with that being said, encourage your existing employees to be part of that community. Those are the people you want to share content with their networks because they will be your best advocates on social media.

Question 3: In terms of applications, what social media channels are the cheapest to get applications from?

Zach

With my experience in trucking, Facebook is the answer. It has always been the cheapest for us personally. Instagram is a close second. Twitter, LinkedIn, and other platforms like that have been a much more expensive lead to get.

Alexandra

The better job you do at isolating people in your key target demographic in whatever platform it is the better your success will be and the lower your cost per lead. Making sure whatever platform you choose, you dedicate yourself to really targeting as best you can and building out those custom and lookalike audiences because that will allow you to lower that cost per lead in the long run.

Question 4: What is the best way to get around Facebook rules on career ads?

Alexandra

It’s building those custom and lookalike audiences. Use what you have with your own data, use pixels, and use everything you have in your arsenal because, after that big change [in late 2019] in how we target job ads, all of the organic tools we have in the dashboard just insufficient at this point. So you have to look outside the box a little bit and you can’t just look at the dashboard.


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If you missed the webinar, you can view it on-demand here. We loved hosting this event, and having friends in the transportation community join us for it, and we are looking forward to inviting you to our next one.

Topics: recruitment
7 min read

Q&A: Reducing Unqualified Leads in the New Driver Recruitment Market

By Connor Zazzo on Sep 30, 2020 10:52:20 AM

On September 23, FATj's Corey Wagner, was joined by Conversion Interactive Agency's Priscilla Peters for a webinar on how to reduce unqualified leads in today's new driver market. Our teams received tremendous feedback from our attendees, and we wanted consolidate some of the highlights from the webinar in one place. In this post, you will be able to read through the Q&A portion of the webinar, where we received some great questions from our audience. In case you want to watch the webinar in full, you can register to view it here.

If you have any additional questions for Corey or Priscilla, reach out to us at hello@fatj.com to get the answers you need.

Question 1: What is the reason for driver turnover right now?

Priscilla

As we talked about earlier, there are reasons related to COVID for turnover. But if you think about the fact that turnover was low for a while, for about a 5-6 month period. Then whenever freight booms, typically that’s when turnover starts to rise again. It’s always been that way since I’ve been in this industry. Drivers begin to think “oh the grass is greener on the other side” and we start to have those types of conversations. 

But typically, when freight is good, turnover is high. I think we are seeing that, and I do think that the whole component of drivers leaving the industry is probably making it feel like the pinch is a little worse than it traditionally is from a turnover perspective. So from all of those reasons we talked about earlier, not just retirements and the normal reasons, but because people are staying home with their kids and new factors have come into play with the pandemic. 

 

I really think those are the top reasons. But if you are looking at simple high-level reasons, the freight being better is typically why turnover is high.

Question 2: Indeed always mentions to keep job titles short and sweet, what are your thoughts?

Corey

That’s a good question and a lot to unpack. For one, you should try to have that conversation with each platform you use because each one operates differently. So if Indeed makes that suggestion, maybe push back at them and ask, “why?” And so, Indeed is one of those platforms that will give you organic traffic, so if you are using shorter titles and you do get irrelevant clicks, you are not actually paying for them so there’s that potential issue you are avoiding. 

But with organic placements with high click-through rates, if the candidate sees the job description and they don’t apply, the platform will realize that this isn’t relevant or it isn’t a great job description and they are going to stop giving it organic traffic. 

From the paid side, it depends on what you mean by “short”. If it’s, “Truck Driver”, then of course that’s not going to be enough. But again, having a conversation with each platform to see what works best for them is worth having. And at the end, if you’re not sure after the conversation, it doesn’t hurt to A/B test these titles. Hardly any platform is charging you per job posting, so try a long title of your own and try a short one that the vendor recommended, and let it run for a few weeks to see what happens.

For job descriptions with keywords that are pulled to gain more impressions, some platforms do that and some don’t necessarily look that deep into your description. Anywhere that FATj syndicates, we always send the whole content of your job so that way if they can index that way based on your description, they will. But not all platforms are as sophisticated at that and there could be a loss. With the job title, maybe one of ten words in there will be a keyword, and if you just rely on that one keyword being in your description, where you probably have 300 words, it may get lost in the shuffle and not index properly.

Question 3: Do you recommend A/B testing titles or descriptions?

Corey

Yes, like I just covered. It doesn’t really cost anything extra to do A/B testing, but just remember that every time you do it you’re cutting your data in half so you can only put your budget behind so many jobs and different tests. And you need to have a decent sample size to determine whether this A actually beat the B. So make sure it’s something that has the potential. 

For example, changing exclamation points to a period is going to be negligible, and will waste your time and budget to try to get impressions for both of those scenarios to see which is better. Definitely testing, almost anything else in the title would make sense.

Question 4: How does a carrier identify quality? A qualified and quality driver?

Priscilla

I think one of the things we always challenge carriers to do is identify who is their ideal driver. What does your ideal driver look like? Where do they live? What are their habits and the way they run? 

Identifying down to character traits, because what you will begin to see is that drivers that stay with your organization who are “quality drivers” for you and your carrier, may not exactly look like other carriers. Like, if you a lot of drop and hook, then you are looking for someone that is good with that. Or if you have lots of regional runs, then you need someone who is interested in that. So I would ask your team or sit down with a group of folks at your carrier and identify what we call a driver persona, and figure out what it means to you. Because that’s what quality really means to you.

Yes, we all need a driver with a CDL and a good record and all those things, but really what do they look like? That’s a good exercise to answer your questions so you know, yes it’s a qualified driver, but are they really qualified for us? Does it make sense for us to hire this guy or girl?

Question 5: What are your tips for advertising on Facebook, Instagram, and Twitter?

Corey

So obviously we could have a whole other webinar just on social media advertising. It’s a key component that we use to generate leads as well. A lot of the same principles go hand in hand, including being extremely transparent about job descriptions. Making sure benefits are in there, and knowing you only have so much room to work with. You have a little bit more than a title, but a lot less than a description. So just make sure that in the first three lines you are highlighting the key benefits, because otherwise the user will have to click “See More” and most people aren’t doing that. Most people are just flying through and saying “Woah is that a good position or not?” 

And on social media, it’s all passive. Most job advertising that gets done is to active candidates who are willing to look through a job description to see if it meets their needs. On social media, they’re looking at all sorts of content and probably weren’t planning on applying to a job today so it has to be pretty compelling stuff. You can’t say, “Great benefits and great pay,” because that’s not going to get someone out of their newsfeed and ready to apply with you. The other big difference is that images matter a whole lot on social media, where they don’t on a job description on a job board. 

That’s probably the most important thing to A/B test on social media, trying different images. Make sure that the freight on the image extends to the audience you are targeting and the job you are advertising, but there’s a lot more we could always talk about there.

Priscilla

I’d also like to add in to make sure you always monitor your ads. I can’t tell you how many times we’ve seen carriers invest thousands of dollars in their social ads, and then they don’t invest in the monitoring. Either your people monitoring those ads or your agency, whoever you partner with, should be monitoring those. Those candidates are on social media and having conversations, so if they see an ad and have a question, they’re just going to comment on that ad.

And if you’re not monitoring it, it’s like a phone call that you just never answered. So be sure that you are monitoring your ads on social media.

Question 6: Special characters like colons, semi-colons, exclamation points, dollar signs, etc. in job titles; do platforms look down on that? Especially in Google Search?

Corey

Well I know with Google paid search, they won’t even let you use exclamation points or a lot of special characters so when you go to write the add, it will just delete it for you. They won’t even let you do it, and other things like all caps. They obviously do frown down upon that.

A general rule of thumb is to keep the special characters to a minimum. But of course, a lot of companies have an ampersand in their name, so they need to use it. We use dashes to separate benefits in our titles all the time and have not run into any issues. So again, really you want to talk to every platform and ask them how it works on their end and where they syndicate. But in general, keep it limited with special characters because it won’t help much.


New call-to-action

If you missed the webinar, you can view it on-demand here. We loved hosting this event, and having friends in the transportation community join us for it, and we are looking forward to inviting you to our next one.

Topics: recruitment
8 min read

12 Do’s and Don’ts for Text Recruitment

By Connor Zazzo on Jul 10, 2020 12:18:03 PM

How you define success may be different for every step in your recruitment process, but one metric that stands out most is getting a response from a driver. You are already familiar with picking up the phone to call, or sending an email, but have you looked for an even more successful channel? Getting responses when reaching out to recent applicants can be an uphill battle. Your first thought probably isn’t what method of communication will be the most successful in getting a response. That’s where text recruitment comes in.

Text messaging is becoming the most important engagement channel in any successful recruiter’s process. The stats speak for themselves. For starters, 90% of texts are opened within 3 minutes of being received. Overall, only 21% of all emails sent are opened, versus 98% of text messages. Knowing that, what do you think is the better way to connect? Reaching candidates on the device they probably applied from (84% of FATj candidates apply from a mobile device) is going to help increase your conversion rates.

We know that texting candidates can seem unconventional, but the proof is in the pudding. Text messages have a 209% higher response rate than phone calls or emails. If you follow these best practices, you will start enjoying the benefits of adopting text messaging into your recruitment process. Here are the 12 do’s and don’ts for text recruitment to jumpstart your best recruitment channel.

10 Do’s

1. Introduce yourself

Tell the applicant who you are! In addition to basic professionalism, you should provide context about who you are, what your position is, and what company you are from. Do this to start each SMS conversation. Remember, candidates likely have several applications in progress.

What’s just as important as introducing yourself, is identifying exactly why you are reaching out to a candidate. This should be in every introductory message you send out. This requires a conscious effort because we don’t do this in our personal texting with our friends and family.

2. Keep it short

Whenever you see a long text message come through, are you ever excited to read it? For a lot of people, long messages can be hard to read on a mobile screen. As a rule of thumb, try to keep your text messages to the same length as you would a tweet. 140-characters should be the length limit you follow to ensure your messages are brief.

When you are asking a question, try to keep it simple. If you are asking a candidate a question over text message, think to yourself first, “Is this something I should be asking over a phone call instead?” Candidates should be able to answer any questions you send them over text message with a simple yes or no.

3. Create some templates

Do yourself a favor and create some templates. There is no need to reinvent the wheel every time you want to send out a text message to a new candidate. If you find yourself sending the same, or similar, messages often, ready-to-use SMS templates will save you some time.

Want to get a jump start on writing some SMS templates? Click the link here to check out 8 templates we guarantee will make your first text message campaign a success.

4. Always be professional

When it comes to maintaining professionalism, a little bit of extra effort can go a long way. Correct grammar is the smallest and simplest thing you can do to make a good first impression with your new candidates.

Even though texting can seem like a more casual way of communicating with just about anybody, it should not seem casual with candidates. Keep it professional, and remember that you are representing your business with every message. Emojis, abbreviations, and slang should be avoided unless it's part of your company culture.

Texts shouldn’t be any less professional in your tone and messaging. Limit the number of text messages you send, avoid the use of abbreviations and emojis, and make sure you are only reaching out during business hours unless the candidate has told you otherwise.

5. Pay attention to timing

Speaking of business hours, you must pay attention to the time you are sending your messages if you want the highest engagement rate. The best time to send a text message is between 9:00 AM and noon. The next preferable time is in the afternoon during business hours. Absolutely never text candidates outside of business hours unless initiated by the candidate.

Luckily, an employer texting study featured on ERE discovered that the best time to start sending text messages is at the start of the working day and before lunch. The study showed that:

  • 26% of candidates preferred to receive a text between 8:00 and 10:00 AM
  • 29% of candidates preferred to receive a text between 12:00 and 2:00 PM
  • Candidates tended to view texts sent after working hours unfavorably, so make sure not to schedule any campaigns after 5:00 PM

Sending recruiting text messages with a candidate in the evenings or on the weekends sends a dual negative message. First, you probably are working overtime, which isn’t exactly a perk to attract potential hires. Second, you aren’t respecting the candidate’s personal time. Stick to regular working days and hours for all kinds of communication.

One additional factor to keep in mind when deciding to text a candidate is the time zone you are both in. If you are texting across the country, or even just a time-zone over, be conscious of what hours both you and your candidate will be available.

6. Personalize your text messages

An easy way to engage your candidate from the very first message is to make sure the message is personal. Simple personalization such as including their name or the position they applied to, will help you stand out from the rest of their inbox. This little piece of customization will make the entire experience more personal for both you and the candidate.

7. End with a CTA

Adding a call-to-action (CTA) at the end of each message is the best way to ensure a successful conversation with a candidate via text message. This gives both you and the candidate a direction and next steps to take in your recruitment process. If your next steps are to schedule an interview or meeting, then include a link to your calendar at the end of the text message. If you have another application you’d like the candidate to fill out online as well, then include a link to where they can fill that out.

Sometimes a CTA doesn’t have to include a link. If you are just asking a simple question, let them know they can reply with just a yes or no. Or if you are letting the candidate know that you are sending an email, make it clear when you are sending it. Ending a message with a CTA drives your conversation forward.

8. Make it easy to unsubscribe from receiving messages

You want your communication with a candidate to feel effortless, but not everyone will be receptive to receiving messages from businesses. Giving candidates an easy way to opt-out of text messages is important to providing them a positive experience with your company. The text message provider you use to connect with candidates will always have guidelines on how to provide candidates a way to opt-out of text message communications

9. Integrate with your other channels

Just because text messaging is the best way to connect with a new applicant, doesn’t mean that it’s the only method you should be using. Omni-channel communication should be a vital part of your recruitment process. It doesn’t have to be a complicated plan either.

Think about what will provide the best candidate experience, from application to hire. The first contact should be with a text message, because the candidate likely applied from a mobile device, so you will want to reach them from where they started. Then move on to emailing the candidate, because that often a more accessible format for any long forms of communication such as longer applications or any paperwork that may be required in your process. Ultimately you will be conducting the final interviews over a video call, a phone call, or an in-person meeting.

Whatever your recruitment process entails, make sure you are using the best channel for the purpose of your message.

10. Get permission

You are probably excited to start texting candidates so you can start seeing the replies flooding your inbox, but not so fast. You need permission to text a candidate in order to not only get the highest engagement but to protect yourself and your company from any legal action. That’s why getting consent from an applicant is so important for the overall success of both your campaign and your relationship.

Text message recruitment requires businesses to comply with the Telephone Consumer Protection Act (TCPA), along with other regulations to ensure the candidate is protected from any unwarranted messages. Have you ever received a spam text message from a random company? If so, you already know how annoying that can be.

The most important thing you can do to ensure your text messaging channel is effective and legal is to get consent from the candidate. Written consent is mandatory to opt-in a candidate to text message recruitment. You can achieve this through including opt-in in your terms and conditions on a website form, having a candidate text a keyword to a number, or having them sign up in-person at a physical location.

However, you decide to get consent, make sure you are clear and direct with your candidate base to receive the best engagement with them.

2 Don’ts

1. Don’t use a text message to reject a candidate

Absolutely never reject a candidate through text messaging. Rejections can be tough for both parties involved, so delivering that message is best left for more traditional channels, such as emails or phone calls. It’s common that rejection notices can include information about the reason why a candidate was not accepted for a position, so longer messages are best left to channels built for them.

2. Don’t include links to a candidate’s personal information.

While text messages are convenient, fast, and easy to use to communicate with candidates, they are not always the solution to your team needs. Text messages are not encrypted or protected, which means cybercriminals can access any information that you send. For that reason, you should avoid sending any links that include a candidate’s personal information. Instead, share that information through email, which can be encrypted and protected.

Text message recruitment is a new frontier for many in the transportation community. The data behind how texting is transforming other sectors of recruitment and marketing are promising, and that’s why you should invest in tools that can propel your company forward. Texting candidates is not the single solution you need to reach every type of candidate, but it is a way to prevent situations that make the life of a recruiter harder than it should be.

Moving into text message recruiting will revamp your current recruitment process. Whether it helps you reach with candidates faster, or never drop a line of communication, the benefits will be felt for both you and the candidate.


Have questions about text recruiting, or trying to figure out a way to get started? We just introduced FATj Text as the best tool for recruitment teams to reach qualified candidates. Reach out to one of our FATj team members to learn more about how text messaging can boost your recruitment process.

If you’re looking for some templates to get started, check out our post with 19 templates you can download to get started with your next text message campaign.

Topics: recruitment