Kelly Anderson, President of Kelly Anderson Group, joined our February Risk Control Webinar to discuss successful recruiting, orientation, and onboarding processes in the trucking fleet industry. The Kelly Anderson Group provides seminars, e-learning, driver engagement surveys, and recruitment services to help fleets find, recruit, retain, and train drivers.
In his presentation, Anderson shared insights from going undercover as a potential new hire candidate for trucking fleet companies.
Continue reading for an overview of Anderson’s presentation.
One of the most convenient and popular ways that candidates apply for jobs is through company websites or third-party recruiters. Gone are the days of walking into places of business and asking for an application. With significant competition in the job market, candidates typically apply for multiple positions across different companies.
Given this competitive landscape, Anderson emphasized that responding to online inquiries within 5 minutes of receipt is crucial. In doing so, “you are 90% more likely to recruit drivers,” Anderson said.
Trucking companies should conduct recruiting calls with candidates as conversations rather than interrogations. Anderson stressed the importance of asking for the candidate’s name first, explaining that without this basic connection, it is more difficult to establish a relationship with the recruit.
Anderson cautioned recruiters against interrogating prospects or simply listing company benefits without making a personal connection. Creating a comfortable atmosphere that makes candidates feel valued is essential.
Show commitment by advancing the conversation to the next steps with a clear action plan. Provide the prospect orientation dates and outline what they need to do next while explaining how you will follow up. Maintaining contact with recruits throughout the pre-orientation process is vital.
Anderson said companies should employ dedicated instructors who genuinely enjoy teaching and training. He noted that many companies use multiple instructors, which can lead to redundant material.
The instructor’s attitude is equally important as the content they deliver. Drivers deserve the same respect as non-driving employees within the organization.
The relationship between driver managers and drivers represents a significant turnover rate in the industry, Anderson said. Driver managers should meet new hires before orientation day, offering facility tours and making genuine personal connections.
During orientation, all fleet vehicles should be parked together for easy identification and thoroughly cleaned before assigning them to drivers. Anderson emphasized that no vehicles should require mechanical service at the time of assignment to ensure a smooth transition.
The recruitment and onboarding processes for truck drivers require careful attention to detail, personal connection, and a commitment to excellence.
With these small tweaks, Anderson concluded, companies have seen dramatic improvements in the quality of drivers they recruit and in driver retention rates.
This presentation was part of Captive Resources’ Risk Control Webinar Series — regular installments of webinars to educate the group captive members we work with on topics like workplace safety, organizational leadership, and company performance. The thoughts and opinions expressed in these webinars are those of the presenters and do not necessarily reflect Captive Resources’ positions on any of the above topics.
