Invest to Retain Drivers [Podcast]

In one of our favorite episodes to date, Kelly and Jackie discuss how current KJ clients are decreasing driver recruitment costs and increasing retention rates by investing in driver programs such as driver liaisons and onboarding mentors. Backing up the idea of investing in driver programs, drivers calling in credit their companies’ willingness to listen …

Converting Leads into Applications

Here at KJ Media, we have generated over 16,000 truck driver leads in 2017 to-date for our clients.

But what good is a driver lead if they don’t convert into an application?

Driver conversion from leads into applications is consistently listed as one our client’s top road blocks. We work with them to develop the best driver nurturing practices possible to optimize their driver lead conversion rates.

Below, we are sharing some of our best and easiest tips to start increasing your driver conversion rate today.

  1. Responding same day

Drivers are often applying to multiple jobs at a time leading to a rat race for recruiters. Calling or emailing a lead back immediately shows several factors:

  1. You respect their time and their application
  2. Your company is serious about hiring
  3. You set a good first impression

Setting an auto email responder is also an easy way to respond to leads. A simple message thanking them for their interest along with an approximate time a recruiter will be reaching out on Monday will set a great first impression.

  1. Nurturing driver leads

As we’ve spoken about before, some recruiting strategies, such as Facebook advertising, are a passive approach. This means that leads may not be actively searching for a new job, but are still curious about new opportunities. A recruiter may respond to a driver’s inquiry only to find out that the driver isn’t currently looking- never fear. Creating an email nurturing campaign for these drivers will keep you top of mind as soon as the driver is ready to make the transition.

  1. Use current employees as brand advocates

One of the most innovative ways to passively recruit potential drivers is to turn your current drivers into brand advocates. Engaging, rewarding, and challenging current drivers will create happy employees who will in turn promote and share their positive experiences both online and in person.

  1. Engage online

Create a strong brand online through social media. Through your online content, your company will reflect its core values and demonstrate to potential drivers how you treat and interact with your employees. A Facebook full of posts with high driver engagement will do more for your recruitment efforts than just a career page on your website with basic information.

 

If you’re interested in not only increasing your number of driver leads but also increasing your driver hires, give us a call today at 800.620.9967 or request more information HERE.

When’s the Best Time to Get Your Authority? Right Now

If you’ve been thinking about getting your own trucking authority, there’s no time like the present. There’s the “seize the day” angle, of course, but there’s another good reason to start now. We’re about to hit the slow season for freight, so you have more time for paperwork.

Trucker Authority

Plus, getting your motor carrier authority can take a month or more, so by the time you get your DOT number and start your business, you’ll be ready for the spring freight season.

Remember: It takes a month if you don’t hit any delays along the way, but it could take longer. For example, if you needed to change your company name, or something comes up in the registration process, the FMCSA could take extra time before approving your authority. That’s why it’s crucial that you do your research before making the leap. 

That goes for both regulations AND your business strategies. Insurance, registration fees, equipment, staffing, taxes – all these expenses are your responsibility once you get your own authority. The risks are high, but so are the potential rewards.

Ready to take the plunge? Here are 9 steps to starting your own trucking business.

  1. Get your commercial driver’s license – Get behind the wheel and get some experience
  2. Make a business plan – What are you hauling? Who are your customers?
  3. Choose a business structure – Choices include LLC, corporation, partnership, sole proprietorship, etc.
  4. Start-up expensesGet authority and save money to cover the first few months until you start getting paid
  5. Plan your operations – Staffing, parking, maintenance, back office – who does what?
  6. Safety compliance – State and federal regulations
  7. Insurance – $750,000 minimum liability
  8. Equipment – What tractor and/or trailer does your business need?
  9. Grow your business –Find loads

Want to get started as quickly as possible? Give us a call at 866-812-3379, and we can take care of the paperwork for you. That way you don’t have to worry about making a mistake that leads to you missing out on the busy season later this year.

You can also send us a message here to get started with your authority or anything else you need to keep your trucking business compliant.

 

This article was originally published on www.truckersedge.net and shared here with permission.

Retain More Drivers with a Simple, Monthly Email

A lack of connection and engagement can be a leading factor to driver’s seeking out other employment.  With drivers all over the road, it can be difficult for drivers to remain connected and engaged with their parent company. They’re busy while out on the road and don’t want to be bothered while at home with family and friends. A simple way for companies to remain connected with their drivers and retain more drivers is to send out a monthly email with specially curated content for their drivers. 

Below are 8 content ideas and suggestions to create a killer driver email:

  1. Introduce Your New Drivers!

Include a picture and short bio for all new hires.  This provides an opportunity to tell your current employees about the new driver and their relevant experience and skills. Current drivers can understand what the new driver brings to the company in addition to supplying credibility to the new driver.

  1. Feature a Driver

Help drivers feel more appreciated by highlighting one driver every month. Similar to introducing new drivers, featured drivers should include a picture, bio, and a short series of questions.  These questions can vary from their professional background (such as number of years driving) to more light-hearted questions such as dream vacation spot or their hometown.

  1. Company Bulletins

Keep your drivers up-to-date with a list of company updates over the past month.  Updates can include # of miles driven the prior month, new contracts, personnel changes, any important company changes, birthdays, and work anniversaries.  When drivers and employees feel more involved with the company, they will be more likely to stay longer.

  1. Photos by Drivers

Help create a driver community by encouraging drivers to send in their photos from on the road! Feature 5-6 photos a month and include the driver’s name and where the photo was taken.  Drivers can see where else other drivers have been and will want to share their own photos. Set up an email address purely for drivers to email photos to for simplicity. 

  1. Encourage drivers to follow you on social media

Include a quick call-to-action encouraging your drivers to follow your company on social media.  More drivers following your company means higher engagement on your posts and increases your pool of potential drivers from the likelihood of current drivers sharing any job postings with their friends.

  1. Ask drivers for their input

Adding a suggestion box or poll to the email will help to ensure that the monthly email will include content that your driver’s want to see. Asking their opinions will also make the drivers feel valued and add to their retention.

 

Interested in retaining your drivers? Contact KJ Media HERE for a free ½ hr consultation!

How To: Increase Driver Retention through Social Media

truck-driver-smart-phones

 

Employee loyalty = employee retention.  What better way to keep your employees engaged than through social media?  Unlike most jobs situated in offices, truckers lack the day to day employee/employer interaction that oftentimes keeps an employee engaged and loyal to his or her company.  While some employees may be hesitant to interact with their employers on social media, laying out ground rules beforehand can help alleviate those concerns.

 Consider the following:

  • Employee-Only Page/Group: You may already have an account for your business that is focused on marketing to customers but consider creating a page or a group geared to employees only.  This page can be used to communicate with them and allowing the communication to be streamlined on channels that aren’t used for marketing.  Promote this page on employee assets, so you can build the following – consider an incentive to joining (i.e. chance to win a $25 gift card).  Give them a reason to join.
  • Employee Spotlight: Consider dedicating one day a week to highlighting an employee on social media. Have a set of questions (you can keep it simple – less is more) to ask the employees.  Make it fun and learn a little bit about them.  Include their picture with their answers and post for clients and employees alike to see.  This will enable your employees and others to see how much you value them and look to learning more about them as individuals.
  • Listen to Employees: It’s likely that employees will use social media to air their appreciation and frustration.  Make sure you’re taking a look at your pages and listening.  Beyond that, make sure you’re reaching out with a response.  By listening and considering the proactive measure of asking questions to employees on social media, it can ultimately save you money by showing you which plans and programs your employees value or don’t appreciate.
  • Reinforce the Rewards: Use social media to communicate the rewards of working for your organization without beating yourself on the chest.  Use it to incentivize and motivate employees.  Perhaps there’s an employee-only contest every two weeks, or a mention of key achievements made by the organization or individual employees.  Use it to cheer employees on and rewards them.

There are many ways to keep employees engaged through social media; the above examples are just a few.  Keeping employees engaged and happy is the key to keeping them onboard.  Less turnover means keeping more of your dollars and vested time.  Contact us today to learn more about retaining your truckers and growing your business.    

Driver Lead Generator System Case Study

Company A:

11 Locations throughout the Country

Type of Driver: CDL A, Pier Drivers, LTL, OTR and Owner Operators.

Totaling over 558 drivers

The company was advertising using traditional methods such as billboard, radio, newspaper and some craigslist. Before partnering with KJ Media the average number of drivers hired was 17 per month.

By implementing social media, pay per click & retargeting campaign, and a driver recruiting lead page, the company tripled their monthly hires. Currently the company is averaging 52 new hires per month. See below for a month by month breakdown showing the number of drivers hired before the digital media campaign was implemented and the results after.

CaseStudyChart

The Millennial Workforce

The Millennial Workforce

Recruiting and retaining drivers continues to be a challenge within the industry as the driver shortage continues to grow. One way we can help to eliminate this problem is to put some focus on recruiting the Millennials.

Millennials represents more than 1 out of 3 American workers today. That number increases as the youngest members graduate or leave school. Millennials will surpass 46% of all U.S. workers by 2020 and is projected to surpass generation X to become the largest share of the American workforce: 53.5 Million people.

Millennials make up about 40% of the unemployed in the U.S. and student loan debt is estimated to be 56% higher than that of a graduate a decade ago.

What drives their career decisions?

  • To feel appreciated for their contributions
  • To produce great work
  • To follow rules that make sense and have a purpose
  • To do work that isn’t mind-numbing
  • To find the job interesting
  • To have diversity in their daily work

Based on what drives the millennial career decisions, we need get in front of this group and educate them on the benefits of being a truck driver and illustrate how their job as a trucker can help fulfill their carrier goals.

A career as a truck driver can offer Millennials a good, secure paying job while working independently. The job is hands on and gives them the freedom of the open road. Most millennials do not like the idea of wearing a shirt and tie every day to work and are looking to avoid office politics. Trucking is in high demand and is stable industry. Truckers move America and without them our economy would stop. We need to relay that message to this generation.

As a truck driver, millennials are able to see different faces and places every day and have the ability to work in many different industries. A CDL driver with a clean driving record is invaluable giving the millennials a goal to strive for. Truck drivers are also able to obtain endorsements that keep the millennials engaged and allows them to expand their knowledge.

Here are some tips to attract Millennials

Communication

  • Encourage timely, constructive communication
  • Be honest about what the job entails
  • Give feedback
    • How they’re doing
    • What to improve
  • Do more than just a single yearly performance

Give Recognition

  • Tell them when they’ve done great work
  • Be personal and sincere
  • Create a meaningful recognition experience

Have vision and execute

  • Inspire Millennials with strong leadership
  • Explain their individual contributions toward achieving the company’s mission

Actively Manage

  • Keep them excited about day-to-day work
  • Offer development opportunities, such as:
    • Mentorships that can help them achieve personal and professional growth
  • Tell them how their jobs fit into the bigger picture
  • Highlight the value of their roles

Keep Technology Updated

  • 41% of Millennials prefer to communicate electronically at work instead of communicating:
    • Face to face
    • Over the phone
  • They routinely use their own technology at work
  • 75% believe access to technology makes them more effective at work
  • Many Millennials feel held back by rigid or outdated working styles

 

Please feel free to contact us today at 800-620-9967 or Contact Us to discuss how we can increase your driver applications as well as your retention.

What’s Your Driver Recruiting Plan?

What’s Your Driver Recruiting Plan?

Key Facts

There are as many as 200,000 job openings nationwide for long haul truckers, according to David Heller, director of safety and policy for the Truckload Carriers Association”

The U.S. Bureau of Labor Statistics also sees the demand for truckers increasing, up from the 1.5 million drivers on the road now. It expects trucking to add 330,100 jobs between 2010 and 2020 an increase of 20%. “

That’s why more than ever, it is essential to have a driver recruiting plan in place. Before you can implement a plan you must establish what your budget is.

Here are some key factors to look at when determining your driver recruiting budget.

Driver TurnoverCompanies must look internally and define what exactly driver turnover means in their organization. Who is responsible for monitoring, tracking, and reporting turnover? Companies must define their goals for turnover and what their growth plans for their fleet are for the upcoming year. The recruiting department must hire enough drivers to meet the company’s growth plan in addition to enough drivers to keep up with their turnover.

How to figure your annual driver turnoverFirst, add the total number of drivers on the fleet on January 1 to the total number of drivers on the fleet on December 31. Divide that number by two and you will have the annual turnover for the year. Second, take the total number of driver terminations for the year and divide it by the average number of drivers on the fleet for the year. Multiply that number by 100 and you will have the annual turnover for the year.

Truck Count– Companies must determine how many trucks are on their fleet and how many are available to be assigned to drivers. They must also take into account any trucks that are out of services and what their growth or downsizing plans are for the year. This will tell you how many drivers the company must plan to hire in addition to the turnover replacement drivers.

Cost Per Hire- Companies must look at their previous years recruiting efforts and determine how much was spent to hire drivers. Determine what costs were directly related to driver hiring and what costs are charged to the recruiting department.

All cost involved in bringing on drivers should be included. Such as; advertising, physicals, drug screens, MVR”s and background checking, orientation expenses (travel, lodging, meals and materials) and any miscellaneous expenses directly related to the recruiting process (truck shows, promotional items, paperwork, office supplies, etc)

Adverting- For must companies, advertising will be the biggest portion of their recruitment budget. To attract the best drivers, drivers need to know who you are and how to reach you. Most importantly, they need to know why your company is better to work for than your competitors.

To know how effective your recruitment advertising efforts are, it is imperative to track. Here a few thing things you should track when analyzing your advertising source(s);

  • How many phone calls, emails, texts, etc. were received?
  • How many complete applications were obtained?
  • How many drivers arrived at orientation?
  • What was the actual number of drivers hired due to the advertising source?

Companies should track and monitor this weekly. The lower the advertising cost per hire, the more effective that source. Companies must also take into consideration volume. An advertising source that has a low cost per hire but is only bringing in one or two drivers a month needs a second look to determine if more money should be spent on that source and if so, will it bring more results.

If you want to develop an effective driver recruiting plan or want to update your current plan, contact KJ Media HERE

Driver Recruiting and Social Media

Driver Recruiting is top of mind to all recruiters. Using online marketing to create inbound leads is crucial. There are many benefits to online marketing. Especially for transportation companies in their recruiting efforts to recruit and retain qualified drivers. Social tools have the ability to help automate processes which can affect your department labor, cost per hire and traditional media spending. Below are a list of benefits that can be brought to your company when combining driver recruiting and social media.

Costing Savings: Reduces the cost of traditional media and the cost of agencies.

Access: Gain competitive information for future business needs and have the ability to source critical/scarce skill sets. This allows you to be proactive building relationships that are responsive to your business needs and also giving you access to quality candidates.

Quality & Fit: Improves the quality of hire and not only improves your retention process, but also increases your retention rate.

Competitive Advantage: Allows for companies to participate in common industry practices, keeping up with the pace and setting you apart from competition.

Efficiency: Improves the flexibility and adaptability of your recruitment process. Giving companies the ability to reduce time to hire and improve the ability to measure performance.

Sustainability– Gives the ability to provide candidates for critical projects and owning the channel to marketing.

Social media is about transparency, relationships and community. There are a lot of social tools, but essentially the principles are all the same. Online marketing is essential in recruiting and retaining today’s driver. Every company should have an online marketing campaign if they want to attract the best candidates in the industry.

Building an efficient and effective marketing strategy for customers and drivers is crucial in today’s market. Social media and marketing is about building and sharing information within our industry. Whether your goal is to increase brand recognition, ignite your driver community, or increase website traffic through social sharing, we will customize a marketing strategy that’s right for you. We can assist in developing content that is alluring for both your drivers & customers based on your specific industry within transportation.

With one of the largest driver and operator followings in the nation, they rely on our team to deliver today’s most trusted transportation companies. We pride ourselves on building our customers brand and we treat our customers as if we were their direct employee.

Do you have a marketing company in Rolodex? If not give the KJ Team a call today 800.620.996 or contact us HERE .

 

Why You Need a Recruiting Plan?

Think of your recruiting plan as a roadmap. Your recruiting plan outlines the actions you need to take to market your product or service to potential customers and drivers. These actions are what will persuade customers to purchase your product or service and drivers to work for your company.  Your “roadmap” is essential to being successful in today’s market and it’s what will keep you on the path to achieving your marketing goals.

The Objectives of a Marketing Plan Are:

  • Enables you to look internally to fully understand the impact and the results of past marketing decisions.
  •  Allows you to look externally at your targeted market (i.e CDL Drivers) and your competition.
  • Set clear and concise goals and provide direction for future marketing initiatives.

A Successful Marketing Plan Must Contain the Following:

  • Summary and Introduction: Quick overview of the main points of your plan. Synopsis of what you have done, what you plan to do and how you plan to get there.
  • Marketing Objectives: Your marketing objectives should be based on understanding your strengths and weaknesses and should be linked to your overall business strategy.
  • Situation Analysis: Also known as SWOT analysis. SWOT, a summary of your strengths, weaknesses, opportunities and threats.  
  • Target Market: Defining your target market is the most important aspect of marketing.  It allows you to decide where to commit resources and what kind of promotional method and message to use.
  • Strategies: The action steps that details how the marketing variables or product, price, place and promotion are used to attain the marketing plan’s objective and overall strategies
  • Tracking and Evaluation: Plans and procedures for tracking each type of marketing activity you use. You are able to monitor the effectiveness of each marketing activity and use towards your overall program evaluation.

Building an efficient and effective marketing strategy for customers and drivers is crucial in today’s market. Social media and marketing is about building and sharing information within our industry. Whether your goal is to increase brand recognition, ignite your driver community, or increase website traffic through social sharing, we will customize a marketing strategy that’s right for you. We can assist in developing content that is alluring for both your drivers & customers based on your specific industry within transportation.

With one of the largest driver and operator followings in the nation, they rely on our team to deliver today’s most trusted transportation companies. We pride ourselves on building our customers brand and we treat our customers as if we were their direct employee.

Do you have a marketing company in Rolodex? If not give the KJ Team a call today 800.620.9967 or contact us HERE .