– September 4, 2023 | September 6, 2023 – mhoffman
When it comes to hiring drivers or owner-operators for your motor carrier business, there are two primary approaches: DIY (do it yourself) or hiring a professional recruiter. Both options have their advantages and challenges that can impact your business’s success.
1. DIY Recruitment: Cost and Considerations
Opting for in-house recruitment can save you money if done right. However, just like a DIY home repair, mistakes can be costly. A well-executed recruitment process can save you money, while a poorly handled one might lead to issues. Remember, approximately one in ten applicants are usually suitable candidates. Taking the time to screen and evaluate candidates thoroughly is crucial. Hiring a recruiter in-house is a good cost-saving idea if you can keep the recruiter busy.
Hiring a third-party recruiter has the advantage of not increasing fixed costs.
2. Cautionary Tale: Learning from Mistakes
A real-life cautionary tale highlights the risks of hasty decisions. Rushing into hiring a referral without proper qualification led to unfortunate consequences, including the theft of the truck and insurance complications due to missing driver qualification files. This emphasizes the importance of thorough recruitment processes to avoid costly mishaps.
3. Cost of Hiring a Recruiter
Recruiters play a vital role in finding qualified candidates. They typically earn a similar income to drivers, around $45,000 to $75,000 annually. Most recruiting companies require a deposit, usually 50% at engagement and 50% when the driver gets in the truck. A competent recruiter can place two or three drivers each month.
4. Retaining Drivers: Understanding Departure Reasons
Understanding why drivers leave is crucial for improving retention. Common reasons include discrepancies between job descriptions and the actual job, non-compliant equipment, unreasonable expectations, payment issues, lack of respect, and perceived unfair treatment.
5. Make the Right Changes
If drivers leave due to misleading job descriptions, consider changing recruiters. For other reasons, adjusting policies can help retain valuable drivers and improve your business’s reputation.
6. Hiring a Competent Recruiter
Hiring a skilled recruiter is akin to hiring any other professional. Engaging an experienced recruiter yields better results. Look for a recruiter who listens and understands your needs. Assess their track record and reputation to make an informed decision.
7. Checking Recruiter Deliverables
When hiring a recruiter, ensure they provide essential deliverables:
- Accurate job description understanding
- Completed FMCSA applications with a work history
- Valid licenses and relevant credentials
- A clear profile of the candidate’s characteristics
- Effective communication and smooth onboarding
8. Compliance and Diligence
While most motor carriers are familiar with safety history records and experience requirements, compliance practices vary. Some carriers are diligent, while others are less meticulous. Prioritize compliance to ensure safety and reliability.
9. Recruiter Replacement Warranty
Many recruiters offer a 30-day replacement warranty for the candidates they place. This warranty can provide peace of mind and protection against hiring mistakes.
10. Need Help Finding a Recruiter?
If you’re unsure where to find a reliable recruiter, our sister company, Professional Human Resources, can help. (https://prohrhq.com) As the same team behind the Hoffman Monthly Carrier Report and this blog, we have the experience and expertise to assist you. Try us out with an exclusive 50% off offer for your first driver.
Remember, the right recruitment strategy can positively impact your business’s success. Whether you choose to handle recruitment internally or seek professional assistance, thoroughness and diligence are key.