Build Your Own Driver Candidate Pipeline

 



The consistent success of a driver candidate pipeline depends on acquiring the top talent, and doing this requires an astute recruitment strategy. This means a candidate strategy that contains specific tracking measures and key performance indicators to uncover the best truck drivers, not only to hire them but to retain them as well.

It's well known that there is a national labor shortage of truckers and mechanics, and companies are competing against each other to not only uncover the best drivers but cater to their needs as well. Acquiring the top talent for long-term success requires you to look at different numbers and factors, which you will learn all about right here! If competitors are successfully pinching your talent, it's a sign that something needs fixing.

So, think long-term! A new generation of truck drivers is right down the street from you at the local Highschool.  Next Gen Trucking is an organization that can help your local schools start a CDL or Tech education curriculum.   Another long term investment would be to break away from the current paradime of sourcing platforms and use technology to help you build the candidate pipeline. 

Let’s begin by uncovering the factors and benefits of introducing and educating your local community on acquiring a commercial driver’s license (CDL) or learning how to become a mechanic. 

Driver Retention Through Company Culture Adoption

Companies need to adopt a culture that promotes health and safety, policy, and quality assurance for higher retention rates. Safety-first cultures mean that you’re are already at an advantage. 

Culture doesn't just have to be "follow procedures and policy." It also means creating an energetic and exciting environment that prospective drivers can integrate into. You must develop this as a foundation for the top talent to prosper and remain. 

Nurturing Talent To Become The Best

Young, prospective drivers are naturally going to learn on the job, and any bad habits they pick up must be nurtured into skills and experiences. Doing so will be better for them in the long-term to make them fall into the “top talent” category. The candidate pipeline should not be selected based on certain habits, rather the candidate possesses the attitude to improve.

Become A Key Player Of Your Organization

Recruiting and retaining young talent needs to be more creative. Set the scene early when selecting the right candidates. Retaining them doesn’t simply include education and training to become more knowledgeable but being valued as an important employee in the workforce. This includes treating them as loyal, key players of your organization and showing appreciation by seeking to fulfill their needs. 

Promoting Skills And Growth Amongst The Local Community

Step up to invest in skills development for local communities that are most in need, either through improving hard and soft skills or facilitating labor market access. This can be done through education and training to make a positive impact. This also empowers socially disadvantaged by opening job opportunities to improve social standing and reduce inequality.

Diversity Through Public Education Offering

Public education serves a significant role in preparing the next generation to become the best talent. This ensures that everybody has the same education opportunities as the neighbors across the street, not considering any cultural, personal, or financial situations. Availability of education for everyone is a benefit you can offer.


Written by:  Mark Mutton, a USAF Veteran, founded Inflection Poynt in 2019 on a quest to innovate the recruiting industry and diversify the workforce through technology-driven solutions.

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