{"id":232,"date":"2016-08-22T09:00:41","date_gmt":"2016-08-22T16:00:41","guid":{"rendered":"http:\/\/67.192.94.222\/blog\/?p=232"},"modified":"2016-09-07T12:34:56","modified_gmt":"2016-09-07T19:34:56","slug":"how-to-find-and-keep-drivers","status":"publish","type":"post","link":"https:\/\/www.shipmynt.com\/blog\/how-to-find-and-keep-drivers\/","title":{"rendered":"How to Find and Keep Drivers"},"content":{"rendered":"

Turnover rates are exceptionally high among drivers in the freight industry. Low pay is frequently cited as the reason for moving on. In many cases, however, drivers feel that they have been poorly treated. With so many companies looking to fill positions, there are many available options; few companies have managed to create a quality system leading to driver retention, though. How can your company find and keep good drivers?<\/p>\n

Implement Realistic Recruiting<\/h2>\n

Recruiting practices begin before actively looking for drivers. This stems from what image and culture the business displays. A great way to give potential drivers a view of life in your company is through social media accounts and an active website. Just as clients look at these things before contracting your business, drivers seeking work will do the same.<\/p>\n

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The content in your site should be representative of your corporate personality. Social media pages should promote active communication between executives and drivers. By demonstrating that drivers are a valued part of the community, you will be ahead of the recruiting game before even picking up the phone.<\/p>\n

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When it is time to actively hire, be sincere. Sugar-coating a job will not lead to driver retention. Lay out exactly what the job entails, what the expectations are, and what you are looking for. This show of respect and honesty will go a long way in the hiring process.<\/p>\n

How to Improve Your On-Boarding<\/h2>\n

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With large turnover rates, there is sometimes a temptation to expedite the orientation process. That may get drivers on the road quickly, but it will not get them to stay. Do not lose touch with the fact that your numbers are met by real people doing the job. Safety procedures and regulation testing is important. However, it is also important to create a community.<\/p>\n

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Some companies have begun incorporating lunches into orientations with new drivers and managers. This allows people who will be working together frequently to become familiar with each other. Working remotely does not diminish the importance of these connections. This strategy lays the groundwork for better communication down the road.<\/p>\n

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Most turnovers occur within the first two to three months of a new job. This is an important time to demonstrate that communication and respect do not end with orientation. Some businesses have chosen to pair experienced drivers with new ones during their first couple months. That comradery adds to morale and ensures questions are answered quickly. These themes should continue throughout any driver\u2019s employment.<\/p>\n

Maintain Communication<\/h2>\n

\"Beautiful<\/h2>\n

Driver feedback is important and needs to be welcomed. The more employees feel they are being heard and their concerns are addressed, the more likely they are to remain loyal. There are a number of easy strategies that promote this open communication:<\/p>\n