Recruiting Truck Drivers? 3 Signs You May Need Some Help


With the wide array of emerging advertising platforms and recruitment techniques, the competition to find qualified driver leads is tougher than ever. If you’re not up-to-date with the latest and greatest recruiting tools, your trucking company could be left behind. You may realize this and feel the need to do more, so you take on more tasks…

So now and then, your job duties have a little bit of each: marketer, copywriter, designer, strategist, recruiter, salesman, editor, SEO specialist … the list could go on and on. But how can you keep up with your full-time position when you’re tasked with so many other duties? It’s nearly impossible (at least effectively.)

If you’re recruiting truck drivers find yourself in the middle of an identity crisis, read on for the signs that it might be time to call on the help of an advertising agency to make your driver recruiting more streamlined, and your company more efficient.

Sign #1: You’ve realize you don’t have the time and effort to pull together a full, in-house creative team.

Researching, interviewing, hiring and managing the efforts of several creatives is no easy task. Not only is paying the overhead for an in-house creative team unwieldy for some, but once you have that team you must orchestrate their efforts so they produce what you’re looking for.

If you’re at a point where your company needs more headcount around creative, ask yourself these questions to determine whether it might make sense to go with a full-service ad agency:

1) Can I detect branding inconsistencies? – This is more than making sure the logo is aligned properly on each piece of artwork. It’s about image and cohesion. For instance, does a color palette blend with a font? How about photography, white space and ad copy?

2) Do I speak designer-ese? – The beauty and the challenge of working with professional designers is that they’re educated with this particular background and primed for amazing design products. When they deliver a piece of creative, do you know when and how to tell them what you want instead? Could you talk to them about HTML and CSS?

3) Do I have the equipment and programs necessary? – You want the most current, up-to-date programs graphic designers need to get the job done beautifully. If you don’t, you may be left with purchasing expensive programs for multiple computers, not knowing how to use them. It seems it would be much easier to hire an agency with a creative team that already has what they need, and ability to navigate and understand these advancing programs.

If you’ve answered “no” to many of the above questions, it may be a solid indication that outsourcing creative to an agency is the next step. You have enough to worry about. Don’t add more.

Sign #2: No Sleep, Plenty of Stress

When 12-hour days sound like an easy week, there’s something awry. Whether you’re a CEO, recruiter, or somewhere in between, an adequate amount of sleep and downtime are crucial to performing well at work. It’s unhealthy to drink coffee at all hours of the day and only get five hours of sleep at night. Not enough rest could be taking a toll on your health and your recruitment efforts.

If you can raise your hand to more than three of the scenarios below, it’s likely time to call an recruitment advertising agency for help:

  • The company’s social media networks are inactive, lackluster, or do not provide fresh and engaging content.
  • Business lunch? Who has time for lunches — I’m still learning how to re-size photos.
  • Your idea of a blog is… wait, how do I blog and what would I blog about?
  • Driver leads are given prime attention, between the hours of 11:30 p.m. and 1 a.m.

Do those sound too familiar? Let’s take that last bullet — qualified leads should be given prime attention the second they’re ready to be contacted by a recruiter. If you’re getting distracted from closing other matters, it might be worth outsourcing an advertising agency that’s watching your leads and monitoring activity across the board.

Sign #3: You Know You Could Be Doing More, But Not Sure What Or Where to Start

For a powerful strategy that attracts and converts qualified truck drivers, you have to do a lot more. Your trucking company should be using numerous techniques to stay ahead of the recruiting game, especially with the tough competition.

Here are some driver recruitment advertising strategies that can help your company reach hiring goals, to name a few:

  • Direct Response Marketing
  • Pay-Per-Click
  • Mobile Marketing
  • Social Media Marketing
  • Web Banners
  • Email Marketing
  • Data Mining
  • PURL Campaigns
  • Remarketing Campaigns
  • Search Engine Marketing
  • Blogging and Content Marketing
  • Facebook Ad Campaigns
  • Job Board & Job Aggregator Postings
  • Press Release Distribution
  • Publication Ads
  • Display Ads
  • Brochures
  • Newspaper Placement
  • Radio Advertising
  • Text Message Marketing
  • TV Advertising

Whew! That’s a nice list right there. Incorporating the majority of these platforms on a frequent basis will allow your trucking company to find and hire qualified drivers, but here’s the problem: that’s a lot of tasks.

The more of these tasks you take on, the more your time and talents get stretched thinner and thinner. Growth and driver numbers suffer when you’re doing too much, whether inside or outside your skill set. If you’re doing it alone, driver candidates are likely falling through the cracks and into your competitors’ arms. The solution? A little assistance from the pros!

You can prioritize what area you could use help in, and also what you’d gladly hand off to someone else. Hiring a recruitment advertising agency will tremendously lighten your workload, letting you focus on the things you do best. Recruitment projects will run smoothly and effectively. Stress will go down, and driver leads will go up!

Ready to chat? Contact The Hightower Agency, The Leader in Recruitment Advertising.  

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