Recruiting and keeping qualified drivers has become a critical challenge for fleet operators of all sizes. Today's large for-hire carriers fund their workforce management budgets with substantial capital to support large recruiting efforts and a national team of recruiting professionals. Companies that five years ago were dedicated to soliciting customers by touting on-time performance, now solicit driver applicants by touting high pay and a family-like work environment.
In terms of recruiting, carrier giant Schneider National demonstrated their creativity last year by partnering with the American Association of Retired Persons (AARP). As a result of tapping into that new source of potential candidates, 15 percent of their drivers hired in 2005 were over the age of 50.
Another partnership possibility exists with the Department of Labor (DOL). Many state DOLs have programs supporting company recruitment efforts. The Georgia DOL has the Georgia Works program that allows their unemployed to receive unemployment compensation while under going company supplied training. Additionally they can also receive up to a $240 training allowance.
To be successful in a competitive hiring market, recruitment efforts need to aggressively seek out non-traditional candidate pools. Be creative in your search and explore all options.
For example, where does the tank driver that sprays your lawn with weed control work during the cold, high-volume home heat months? If you had Spanish speaking supervisors at your locations, how much larger would your candidate pool be?
Creative recruiting demands that you look at every business and every association in your community as a potential source of driver candidates.
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