How to recruit drivers

There is a national shortage of drivers, and here’s what PwC have to say about it – “49% of transport & logistics CEOs intend to increase the headcount. Yet, even though skills shortages are a growing cause of concern, almost two fifths of T&L CEOs say their companies are not yet actively searching for talent in different countries, industries or demographic segments”(PwC 2014)


The transport and logistics industry will see an increase in vacancies throughout the year.

However, a survey of Transport & Logistics CEOs about potential business threats showed that they were most concerned about the availability of key skills, with 19%  being ‘extremely concerned’ (PwC 2014).

As part of this growth, there will be a need to recruit more drivers, a role which has featured in Forbes’s 10 hardest jobs to fill, alongside nurses and skilled trade workers.

With a large proportion of LGV drivers being over the age of 60 and a 31% decline in the number of individuals passing their LGV test (Forbes), recruiting drivers really is a challenge.

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Read on for 7 Ways to Recruit Drivers:

1. Invest in your driver recruitment campaign

First thing’s first, you can’t hope to design and implement a great recruitment campaign without investing time and money in it. However, you need to know which areas to consider and invest in.

Have you thought about the need for innovative talent acquisition tactics, a unique employer brand or a robust onboarding strategy? Consider handing out flyers and cards at service stations. Always outline the benefits of working for your business and what makes you better than your competitors.

These elements all form vital parts of the recruitment process and we haven’t even mentioned screening or assessment centres.

2. Consider employer graduates and apprentices

Connecting with schools, colleges and universities is a fantastic way of building relationships so that enthusiastic students can file applications for placements, apprenticeships or for a permanent role after graduation.

Did you know that 96% of businesses report benefits from their apprentices?  Governmental schemes are now readily available to support businesses that are happy to intake apprentices – make your investment now, and you could see big future changes.


3. Encourage greater workforce participation amongst the over 50s

Recruitment is a significant factor when considering the future of your business and a strategy must be put in place to rejuvenate growth across the sector.

A new report by ILC-UK suggests that by 2050, higher participation rates amongst the over 50s could deliver 12.6% more economic output per person, that’s if participation rates by age remain the same.

As well as being highly skilled, the older members of your workforce are great role-models for your new employees, they can train and mould new talent into the future stars of your business.


4. Referral schemes

The trick here is to ensure that there is a great incentive for your drivers to take part in your referral scheme.

Educate your drivers on what you’re looking for, tell them exactly what good looks like. Your current drivers know what it’s like to work for your business and will act as a great ambassador, they will also have a good idea of who is likely to be a good fit.

Talk to your drivers and let them know how they can earn a great referral bonus.

5. Think like a marketer

Using Social Media and SEO to drive traffic to your website and recruitment landing pages will improve your chances of finding passive candidates.

Headhunting and direct sourcing may form part of your recruitment process, but using marketing tactics will help you recruit drivers. Make full use of any blogging or content marketing opportunities as these will attract a range of individuals to your page.

If you have the budget for it, pay-per-click campaigns may also be a viable option for encouraging a wider audience to visit your recruitment landing page or career to recruit drivers

6. Research

Know the industry and know your competitors. What is going on in the market with it comes to pay, benefits and hours? Knowing what this looks like will allow you to offer a competitive package to potential employees.

Employee surveys will help you to understand what current employees like and areas that need improvement- this will allow you to strengthen your employer brand and offer better benefits.

Research is important- you need to know your position in the market and whether you’re offering a competitive package to your drivers.


7. Strategic Relationships

Do you have a resourcing partner that is currently helping you fill your roles? Ensuring strong relationships are developed with a good understanding of the resourcing objectives will help contribute to your recruitment needs whilst developing your recruitment strategy.

Are you thinking about recruiting drivers for your business? Click here to find out what Cohesion can do for you.