You have been told a LIE. Pay is not the key to increasing your driver recruiting effectiveness. When a driver is looking for a new position, pay will always be a significant consideration. However, it is not always the most important. Everyday we see drivers choose to take positions with a lower starting pay.
Compensation may be one of the top priorities, but it is not the only and often not the most important priority. What is important to a truck driver when they are looking for a new opportunity?
Assuming you have a relatively competitive compensation plan, what else can you offer to help recruit truck drivers and increase your driver recruiting? If you are wondering how competitive your compensation plan is compared to your competition click here to request our free Salary Evaluation.
Can you imagine what it might be like to never know WHEN you’re going be home, IF you’re going be home? Drivers often don’t mind being away from home, even for extended periods of time, three, four, six weeks at a time. But what is important, is not necessarily the amount of home time. But, knowing WHEN you’re going be home. It is important that a driver is able to plan around family events. When they know in advance that they have something important in their family coming up, they want to be able to make a commitment that they’re going be there. Consistency and predictability are important to drivers. Letting drivers know that you understand how important predictability is will help you increase your driver recruiting.
In addition to home time, consistency in Pay is also an important factor to drivers.
Can you imagine working out your home budget and not knowing if you were going to make 200 dollars this week or 2000? It’s important that drivers are able to consistently and predictably figure out How much point they are going make on a consistent basis.
These are all real concerns drivers face. Although they understand this job requires flexibility, they want some consistency. Simply knowing and being able to plan is a huge advantage in your driver recruiting efforts. Allowing a driver to know he can make plans to be at his son’s birthday party will do wonders in encouraging a driver to choose your company over another one.
Everybody wants respect, and truck drivers are no exception. They want to be treated as a valuable member of a team, not a number on a page. Let’s be honest with each other, every single trucking company and every truck driver recruiter will tell a driver that they are going to be treated as part of a team or a family and not just a number. Even the largest trucking companies in the country will use this line when they are trying to recruit a driver. The reason every recruiter uses this line is because they understand how important it is for a driver. The problem is that for most companies, especially those who extremely high turn over rates it is nothing more then a line. It’s one thing to tell a driver that they will be treated with respect. It’s another to actually follow through on it.
Take a good, hard look at your corporate culture and consider how respected your drivers are. Do you value them? Can they freely speak their mind to you? Are their concerns addressed? Are their accomplishments acknowledged?
Ensuring that every driver on your force is respected will help you hire truck drivers.
Truck drivers can face a myriad of difficulties out on the road. They can run into mechanical issues, have problems with authorities, or struggle with being able to fill out their paperwork.
When these issues are met with little to no support from the corporate office, this leaves drivers feeling frustrated and abandoned. This in turn leads to many choosing to leave that company in search of one that will always have their back.
Driving a truck is a hard job and it is hard on the body. It is not a job that most people will be able to do for the rest of there working lives. Even for those that are physically and emotionally able to perform the job, not everyone wants to be a truck driver forever. Those that see driving as something more than an entry-level position will be disappointed to learn the company doesn’t help drivers advance. So many times companies will tell there drivers there is room for advancement. However, all of the people in the office from the president to the director of operations have spent little to know time holding a steering wheel themselves.
If you want to attract more drivers to your company, make sure you have opportunities for them to move up in your company. Promote from within rather than bringing in a new person every time you have an opening.
When a new driver sees that the director of operations or the safety manager used to be a driver, they have hope for their own career.
Job Perks are a significant part of the over all consideration when truck drivers are considering a new opportunity. If you’re not offering any, this could be why you’re struggling to hire truck drivers.
Some driver perks revolve around the work itself: how new the truck is, what bonuses are available, and so on. Other perks may be something as simple as having a yearly company picnic they can bring their families. Those who work in the office and in corporate America have become accustom to company parties and events. As a result of the remoteness of the driver from the office they are almost always not invited and excluded from such company events.
Your Next Steps
As you can see, drivers value more than just the amount on their paycheck. Consistency, respect, support, job opportunities and perks are all important when you are evaluating your driver recruiting program. Many companies want to hire drivers. The competition for high quality truck drivers is every increasing.
Don’t stop thinking about what your company can do to improve these five important aspects in your hiring and retention program.
A police force is asking for unpaid volunteers to drive their officers around in a desperate attempt to take pressure off bobbies on the beat.
The six “driver support service” roles at Avon and Somerset Constabulary would work ten hour shifts moving officers from job to job, for no pay.
The force have said the scheme is designed to “relieve pressures on frontline officers”.
Cash strapped forces across the UK have lost thousands of officers after government cuts in the last decade, and have resorted to usual ways to make the most of the resources available.
Aside from running routine errands volunteers will also be expected to ensure accurate mileage and journey times are kept.
The scheme is due to be implemented this spring, and the working hours are 8am until 6pm with breaks.
The job is open to anyone over the age of 25 with a full driving licence and a ‘good knowledge’ of the Highway Code (Image: Manchester Evening News)
Volunteers would be based at Patchway Police Centre in Bristol but would be expected to cover the entire area of the Avon and Somerset patch.
Drivers would receive daily requests from bobbies on the beat.
The job is open to anyone over the age of 25 with a full driving licence and a “good knowledge” of the Highway Code.
Perks of the job are described as “being a valued member of Avon and Somerset Constabulary.”
The job would involve tasks such as collecting medication for detainees and taking evidence and officers to court.
The benefits are “an opportunity to use your driving skills for the benefit of policing” and “contributing directly to improving the effectiveness of police officer time.”
Aside from running routine errands volunteers will also be expected to ensure accurate mileage and journey times are kept.
The scheme is due to be implemented this spring, and the working hours are 8am until 6pm with breaks.
The volunteers will work long days, but only once a week (Image: Manchester Evening News)
Volunteers would be based at Patchway Police Centre in Bristol but would be expected to cover the entire area of the Avon and Somerset patch.
Drivers would receive daily requests from bobbies on the beat.
The job spec said: “We are looking for an enthusiastic and motivated team of volunteers who can relieve some of the demand and pressures on our front line officers by providing a driver support service.
“This may involve delivering and collecting items or transporting police officers and their exhibits to and from court.”
Volunteers will have access to a fully insured unmarked vehicle with a sat nav, and mobile phone.
Temporary assistant chief constable Steve Cullen said: “This scheme is all about embracing trusted members of the community who wish to participate in policing and maximising the amount of time officers and staff spent carrying out their core roles.
“We anticipate the volunteer drivers helping with things like collecting detainee medication or supporting officers in dropping them off and collecting them to conduct enquiry in busy settings such as Bristol city centre.
“Not only does this enable our officers to keep working on mobile devices whilst being driven but it will ensure that our cars are being used efficiently and not tied up all day for one appointment.”
When talking about driver recruiting it’s important to recognize the differences and similarities in the two main subsets of drivers. Owner-operators and company drivers.
Just as with fleets themselves, both sets of drivers have different needs and goals. Knowing what they have in common and where they differ can be helpful to fleets and recruiters working with them, and allow them to be more effective.
To effectively target, fleets must know what sets these two groups apart in important areas such as media usage. What do they use and how often do they use it?
With that in mind, let’s take a look at some data gathered by referring to two of our connectivity studies.
While there are plenty of similarities between the results of the two groups, there are a few key differences. The average ages are very close, but we see a much bigger gap in the amount of long-term experienced drivers.
We also see a difference in the two groups preferred information sources. Owner-operators tend to lean heavily towards printed magazines while company drivers tend to prefer email newsletters. This could possibly be attributed to the fact that owner-ops have more experience and have become accustomed to using trade magazines throughout their tenure.
However, both groups show frequent use of handheld devices and activity on Facebook. In addition to driver connectivity studies, much can be learned from trends we see in the industry.
Being aware of what is trending and becoming popular keeps your finger on the pulse of what is important to truckers. Though company drivers and owner-operators are different, the following areas are trending up for both groups of drivers.
Mobile device use with the public continues to grow annually, and that holds true with drivers as well. More importantly is what they are doing with those mobile devices. We’ve seen that 81% of traffic generated through recruiting campaigns has come from mobile devices.
This means that making sure all your websites and content is mobile friendly is more important than ever. With so much recruiting traffic coming from these devices, it is crucial to make sure that content is easily accessible and functional on those devices.
Another growing source is that of social media. As we saw, just over half of the Overdrive respondents and nearly 60% of Truckers News respondents are active on Facebook. In addition, our research shows that nearly 80% of all drivers are active on some form of social media. Targeting and reaching prospective drivers on these platforms can be a great way to secure quality recruits.
One thing is for sure. People love video. Pairing video with the aforementioned social media approach can lead to big gains. It has become common place for many to research products through videos before making a buying decision. Use this to your advantage and embrace video to help drivers see your fleet as the best choice moving forward.
What matters to drivers and how can you help them? Keep current with the hot topics that matter to them and be ready to show how your fleet addresses the issue. Regulations are an ongoing source of interest for drivers, because of how it affects their every day lives.
The ELD mandate for instance. While it will ultimately affect drivers differently, it is something that has become a topic of discussion amongst all drivers.
How is your fleet approaching the impending regulation implementation? What kind of equipment will you have? How is this better for drivers? This kind of information is exactly what prospective drivers are looking for.
For a more in depth look at current trends and how to approach them you can refer to Digital Trends for Recruiting Truck Drivers.
Though there are many similarities and the differences don’t seem extreme, there are some kernels of information fleets can take and apply to their recruiting strategies.
Both groups rely on handheld devices and are active on Facebook. So, investing in a performance marketing recruiting campaign with Facebook in the mix could be a nice place to start.
With the knowledge that owner-operators place a high value on word of mouth, those fleets attempting to target them could highlight positive stories from current drivers to help show why their fleet is the best choice. Using driver created content or promoting videos (remember, people love videos) focusing on positive driver interactions could also help prospective drivers in the decision making process.
We also know that company drivers prefer email newsletter information, so targeting that group through an email campaign could prove successful. These survey questions and answers are only portion of the of the information contained with the Overdrive and Truckers News Connectivity studies.
Every fleet is different and has unique circumstances or needs. Knowing what your target prospective drivers are thinking and their preferences can help to better inform fleets and how they move forward with recruiting.
We all know that Facebook has become a major force in today’s world. From communicating with Facebook Messenger, entertainment with the Facebook Watch tab, to buying and selling with Facebook Marketplace, the social giant has gradually spread into almost every aspect of our daily lives.
That reach has led to a nearly60% penetration among internet users. With that kind of success it’s easy to see the potential in using the social media giant in your marketing strategy moving forward. One thing to keep in mind, however, is currently, Facebook generates 98% of its revenue through ads. That translates to a lot of competition for consumer attention. Even with over 2 billion Facebook users logging on, marketers must strive to make their messaging as targeted as possible if they hope to achieve success.
The good news is, Facebook knows this and has provided several ways to help you target and reach a very precise audience. Facebook likes to call it their custom audience options. What are Facebook custom audiences? How do you use them? Read on and find out.
The most straight-forward option available for building custom audiences is creating an audience from a pre-existing customer list or even a prospect list.
Using this method a custom audience is created by information you already have such as customer phone numbers and emails.
This information is cross-referenced with Facebook users. Once the audience is created you have the ability to actively target (or retarget) those you have previously had contact with or done business with in the past.
Taking a step beyond a simple customer list is the capability to target anyone who has visited your website, and thus shown interest in your company or products. Building this type of custom audience requires the use of the Facebook pixel.
The pixel is basically a customized “cookie” specially designed for Facebook. Using this, Facebook can track the flow of traffic to your site and the activity once they are there. This information can then be used to more effectively retarget them on the social media platform.
This is helpful because it not only allows you to see who is going to your website, but more importantly what they are doing while they are there (completing forms, applications, etc.).
In the same vein of creating a custom audience by tracking website activity, this option allows you target anyone who has been active on your mobile app. The app activity is tracked through the use of what are called mobile advertiser ID’s.
Advertiser ID’s play the same role for mobile devices that “cookies” do for desktop computers and laptops. It’s just another way to help track activity such as clicks and app downloads. There are three variations of ad ID’s used by Facebook to create custom audiences based on app activity.
– Used for Apple products with IOS
– Used for Android users
– Tracks the activity of users who use an app that can access the Facebook SDK.
This type of custom audience is created based on users engaging with your content across Facebook and its related apps. This of course helps you accurately target those who are interested in and actively engaging with content you are producing.
– Targeting based on users who watched your videos, portions of your videos, or multiple selections of videos.
– Audiences based on lead form interactions. This is not limited to a completed form. For example it’s possible to include those who opened a form, but did not complete it.
– Based on canvas ad interactions. This can be refined to include those simply opened the ad, or to those that opened the ad and then clicked a link within the canvas ad.
– Engagement audiences built by using a combination of up to five variables of interactions between Facebook users and your page:
– Very similar to Facebook page engagement, but this uses the engagement of an Instagram business profile instead.
– Allows you to build audiences by including or excluding users by their interest in an event (whether they have clicked attending, not attending, or interested).
Lookalike audiences are built by finding other Facebook users who are similar to already existing customers.
A source audience is chosen (a customer list or another custom audience list) and a lookalike audience is created from that information. Lookalike audiences also give the option to choose size.
As you can see, there are several great options available to marketers on Facebook designed to help them reach their ideal target audience. The more precise you are able to make your targeting, the better your chances of success.
As wonderful as the custom audience tools made available are, you can go even further. With a rich database of actionable data such as EDA or RigDig you can begin the process of narrowing down the potential target audience before building a custom audience on Facebook. In addition to that, the data available from EDA and Rigdig can be used as a custom audience within Facebook as well.
Refining and narrowing your target audience through the use of information available through the databases mentioned and the use of Facebook custom audiences can help you get the most out of your efforts.
Fleets and their recruiting partners have several options for how they acquire the leads they need. These tactics can all have their own advantages and disadvantages. The key to determining which leads types work best for you. Let’s briefly touch on some of the more prevalent ways fleets come into leads.
Short form driver applications are one of the most common ways an interested driver’s information is gathered. Typically only the basic information is included in these forms: name, email, phone number, and possibly a question about geographical location.
That’s it. Nothing overly complicated or invasive, which is the idea. Gathering lead information gained via short forms is cost effective and can be attractive to fleets for that reason. There’s a slight catch that comes with that lower cost though. With the inherent lack of detail, fleets may find themselves wasting time going after a lead that ultimately does not meet their full requirements.
This is the major drawback to the short form app. The low-cost and lack of specificity in the form itself almost ensures that fleets will have to invest more time and effort into narrowing down potential leads. Another drawback would be the lower conversion rates associated with short form application completion.
Long form driver applications go into more detail than the previously discussed short forms. These gather not only name, email, and phone, but go into greater detail to help fleets know if the driver is a good fit for them.
These forms frequently ask for ticket/accident histories and it is not unusual for carriers to ask permission to run a multiple year background check on the applying driver.
All of this is designed to give the carrier as much information as possible to help them filter through leads quickly and identify which prospective drivers are the most attractive to them and meet all their requirements.
With this increased detail they regularly yieldhigher conversion rates . . . but at a higher price than their short form counterparts.
Carriers also have the option of going using a multi-carrier application approach to find leads. These are not dissimilar to long form applications. The major difference is the lack of company specificity and a less expensive price.
Multi-carrier apps may ask many of the same questions featured on the company specific long form applications. Once the application is completed, however, the lead information gathered can be given to any fleet (assuming their established qualifications and criteria have been met).
The more in depth information provided in the application helps fleets know if the prospective driver is someone they’d like to pursue. However, one thing to keep in mind is that everyone can buy the same leads gained from these forms. That means more competition from other fleets/recruiters, and typically a much lower conversion rate.
So, in the end it may come down to whether you’d prefer to spend more money for a handful of solid quality leads or less money for leads you will have to compete for.
Incoming driver calls can be a really mixed bag as far as results go. On one hand it eliminates one of the biggest problems recruiters face – engaging with an interested driver on the phone.
When the driver is the one initiating contact by calling in through a click-to-call button, landing page, website, or phone numbers obtained via search, it puts recruiters into direct and immediate contact with a driver who is actively seeking them out. That is of course a huge advantage. This means the driver is interested and wants to take the necessary steps moving forward.
The downside, however, is that the fleet and their recruiters will have little to no idea of who they are talking to when the call comes in. This means that while the driver is very interested, they may also be unqualified or not meet company specific requirements. Only after proper vetting and conversing with the prospective driver can the recruiter determine this. Meaning valuable time could be wasted on an unqualified prospect.
As you can see, there are different ways to gain lead information. Each with their own pros and cons.
In the end it comes to determining two things.
That’s not always an easy thing to figure out, but knowing where you want to go and what can help you get there will steer your decisions when it comes to how you go about acquiring and pursuing leads.
If you’re not exactly sure of which way to go or what to do next, don’t panic. Our team would love to help and work with you to achieve all your recruiting goals.
Technology January 4, 2018
Software allows drivers to complete job applications on mobile devices without long delays, company says.
Truckload carrier U.S. Xpress Enterprises Inc. said today it has adopted Google Inc.’s Accelerated Mobile Pages (AMP) technology to improve its truck driver recruitment process by delivering fast-loading web pages on mobile devices.
Chattanooga, Tenn.-based U.S. Xpress is using the AMP software to optimize its recruitment websites and accelerate the application process for truck drivers, the company said.
In a test run, the AMP-enabled web pages loaded five times faster than U.S. Xpress’ standard content, generating a 62-percent increase in completed job applications, the company said. That speed is critical in an economy where truck drivers and other potential hires increasingly use their phones and other mobile devices to access and complete job applications, U.S. Xpress said.
Based on the results of that 20-day test period, U.S. Xpress plans to implement AMP technology across all of its recruiting platforms in 2018. That initiative could generate cost savings above $1 million per year in recruitment costs by avoiding the slow loading times that sometimes frustrate applicants to the point where they abandon job applications before completing the forms, according to U.S. Express.
“One of the biggest challenges the trucking industry faces today is the growing shortage of drivers, and our industry has to find ways to improve our ability to recruit and hire drivers so we can meet the increasing shipping demands of our customers,” U.S. Xpress CEO Eric Fuller said in a statement. “The reality is current recruitment websites are not always mobile friendly and often struggle with loading job applications in a timely manner.”
Google launched the AMP Project in 2016 to improve the performance of the mobile web by allowing digital content to load quickly regardless of which device or platform a reader is using. The initiative is an open-source project led by Google with collaboration from technology companies including Twitter, Pinterest, LinkedIn, and WordPress.
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Gators expected to entertain three top prospects.
The final weekend before National Signing Day has arrived at last, and the Gators are looking to finish strong on the football recruiting trail.
Florida’s coaching staff is expecting to host three prospects in the 2018 class on official visits over the weekend, including a prospect regarded as the top in-state wide receiver in Jacob Copeland.
A 6-foot-1, 190-pound prospect out of Pensacola’s Escambia High, Copeland is expected to sign with either Alabama or Florida on Wednesday, but not before giving the Gators one last chance to keep him in his home state. Copeland, ranked the No. 12 overall wide receiver prospect in the 2018 class by 247Sports, backed off a previous pledge to the Gators following the departure of Jim McElwain, but a strong push by coach Dan Mullen and wide receivers coach Billy Gonzales has Florida back in the mix to land the Under Armour All-American participant.
Although his situation could change before the weekend, Florida is also expecting to host the top JUCO defensive end prospect in the 2018 class in Dorian Gerald. A native of Florence, South Carolina, Gerald’s recruitment has taken off over the past few months as he’s been courted by multiple SEC powers, and he’ll arrive in Gainesville immediately after a mid-week official visit to Arkansas. The Gators appear to be in a strong position to land his signature, but they’ll have to stave off the Razorbacks and Texas A&M on Wednesday. If Gerald doesn’t arrive in Gainesville for his official visit, however, it indicates the Gators are in a prime position to land a signature from Armwood defensive end Malcolm Lamar.
The Gators also expect to host another defensive end in Olive Branch (Miss.) prospect Fabien Lovett. A 6-foot-4, 285-pound prospect, Lovett had previously committed to Mullen at Mississippi State prior to the start of the 2017 season, but he decided to back off his pledge Jan. 1. Now, it appears his decision will come down to the Gators, Ole Miss and Mississippi State, with UF getting the final crack at signing Lovett, ranked the No. 20 strong-side defensive end in the 2018 class by 247Sports.
With just nine scholarships to hand out Wednesday, and three prospects verbally committed in offensive linemen Richard Gouraige and Griffin McDowell and athlete Justin Watkins, it’s anyone’s guess how Florida’s board shakes out down the stretch. But one thing is certain: there’s no shortage of highly valued prospects looking to join Mullen’s inaugural class as Florida’s head coach.
Hundreds of children are waiting for as long as an hour for school buses – and missing valuable classroom time – as several districts in the Greater Toronto and Hamilton areas increasingly struggle with a shortage of drivers.
Bus delays are not uncommon at the start of the school year and the issue tends to be resolved by October. But school officials say the driver shortage has grown so dire that months into the academic year parents are scrambling to get their children to school, with some arriving well after the morning bell. Some students are also left waiting in gymnasiums at the end of the day for a bus to take them home.
“This is significant; it’s impacting instruction and parents significantly,” said Janet McDougald, chair of the Peel District School Board. “It’s got to have Ministry [of Education] involvement … so we can solve this. I don’t think they understand the fallout of what’s happening here, and the negative impact it’s having.”
She added: “We need the Ministry to show some leadership on this.”
At Ms. McDougald’s board, about 1,500 students are affected during the morning commute and 1,500 after school. The delays are anywhere between 20 minutes up to an hour. Some children are not arriving until morning recess. One trustee, Stan Cameron, was told by a parent that his daughter missed a high-school exam after waiting for the school bus for more than an hour. The student’s parents eventually called a taxi and she was able to write her exam during the lunch break.
The Dufferin-Peel Catholic District School Board, as well as public and Catholic school districts in Halton and Hamilton, say that hundreds of their students have been hit by a bus-driver shortage. Some drivers are doing multiple runs to make up for the shortfall.
Those close to the situation say bus operators are challenged in recruiting and retaining people to a job that involves a lot of responsibility for student safety, yet pays only slightly above minimum wage and is part-time work.
“It’s not just a simple task of getting behind the wheel and driving a bus,” said Tom Howe, manager of Student Transportation at Peel Region. “There is a lot of training. There is a lot of responsibility. And there isn’t a lot of pay.”
Mr. Howe described the delays in his area as “significant,” and some have indicated that it could get worse unless the government addresses the wage issue.
Ministry of Education spokeswoman Heather Irwin said in an e-mail statement that the government was aware the driver retention issue was “causing concern and frustration” in some communities. She said the government was working on a “new vision” for student transportation in the province that would involve public input.
Further, the government recently provided $60-million over two years to support recruitment and retention of school-bus drivers, she added.
But Todd White, chair of the Hamilton-Wentworth District School Board, said the infusion of money is a “temporary fix.” He said he was concerned with how the government would manage the situation long term.
In his area, about 800 public school students and 325 Catholic school children are affected by the driver shortage. “Some students do miss some class instructional time, which is something that’s obviously a major concern for us. And it has been since the beginning of the year,” he said.
Toronto school boards say they have not been hit by a driver shortage. The two boards came under fire last school year after thousands of students were stranded because of a driver shortage. Ontario’s Ombudsman was called to investigate and found that the public and Catholic boards failed to pay attention to early-warning signs that dozens of bus routes had no drivers, and as the situation worsened, they did not adequately warn parents.
Measures have since been put in place to prevent another bus-driver shortage this year and Kevin Hodgkinson, general manager of the Toronto Student Transportation Group, said any delays have been the result of traffic, and not due to a driver shortage.
Parent Adriane Franklin, who lives in Mississauga, said she would have hoped the issue around shortages in her region would have been resolved by now. Ms. Franklin, the school council chair at Queenston Drive Public School, said one of the six buses at her school has not had a driver. About 60 children are affected, she said. They arrive at school 20 minutes late, and sit in the gym for 45 minutes after school waiting for a bus to pick them up.
“It’s incredibly annoying. It’s not fair to those kids,” she said.
“Obviously, we don’t have enough bus drivers. But I don’t know how you resolve that,” she added. “The Ministry said, ‘We’ve given more money to transportation and we’re looking at a new vision for next year.’ Well, that doesn’t help us today. It doesn’t feel like equal public education when some kids are missing part of the learning day.”
Register today for the 2018 Recruitment and Retention Conference and be prepared to shift your perspective around driver recruiting and retention strategy. The conference offers a strong lineup you don’t want to miss.
R&R 2018 will be held February 21-23, 2018 at the Omni Hotel in Nashville, TN. Those interested in attending can register and learn more about the event at www.annualrrconference.com.
R&R 2018 attendees will enjoy a variety of sessions to educate carriers and other trucking professionals on how to face driver recruiting and retention challenges head on with innovative strategies and resources. Industry experts will give attendees the tools needed to improve driver recruiting and retention in today’s market.
Just a few of the sessions and workshops planned for the upcoming conference include:
Every Truck Has a Story – Improving the Driver Experience Through Social & Digital Media Engagement
Every truck has a story, and when carriers engage drivers where they are, connection happens. In this session, Curtis Midkiff, Senior Advisor for Social Business Strategy at Southwest Airlines will lead attendees through a lesson on the power of engaging drivers through social and digital media.
Rethink Retention: Proven Strategies to Improve Driver Turnover
In this workshop, attendees will receive data around why drivers leave carriers, how carriers can approach rehires differently to get them back in a truck quickly, and hear about proven strategies carriers have implemented to improve retention. Gain insight into why and how fast drivers will make the decision to return to a carrier, effective tactics in convincing a driver to return to your fleet, and how carriers can be proactive in retaining drivers by identifying common reasons drivers are leaving.
Flipping the Script on How You Work Your Driver Leads
How your recruiting department works leads is critical to your success in recruiting and retention. In this session, presenters will challenge carriers to examine how they’re working leads and how they can shift their thinking and work smarter. Attendees will hear from industry experts who will share data on the best ways to drive leads to recruiters in today’s market, how conversion rates affect your numbers, and the success of working leads differently than you may be working them today.
Managing the Influence of Your Carrier’s Online Reputation
There is no denying that drivers are engaged in social media and online reviews. In this workshop, attendees will learn and understand the power of managing your online reputation. Carriers who monitor and track online reviews and use social media effectively are reaping rewards. Attendees will hear from two carriers that are using social media and online reputation management tools to generate leads and improve their digital brand. Hear about the latest innovations in social media and leave with valuable insight into how it can affect recruiting and retention at your carrier.
Visit www.annualrrconference.com to register for the 2018 R&R Conference today!
ConversionU, a division of Conversion Interactive Agency, provides training and development for carriers of all sizes, including recruiter, management and executive coaching.
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