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“We’ve stopped the traditional process
of screening and hiring drivers,” he said.
Instead, recruiting has become more of a
sales pitch.
“And some carriers are almost like used
car salesmen,” he added. “You look at some
of the marketing literature out there, some
of the billboards.”
Carriers need to bear in mind that
many drivers will come bearing the
scars of being burned by falsehoods and
misrepresentations at former jobs. You can’t
even get cute with the truth, Hindes said.
If they were told at recruitment they’d be
driving a new truck, then at orientation they
hear, “Yeah, you’re going to get a new truck,
but that only kicks in after you’ve been here
nine months,” drivers aren’t going to take
that as a half-truth; that was a lie.
They have to hear the same thing at
recruitment that they hear at orientation,
Hindes said, and then that better be the
way it is once they get out there or you’ve
laid down a bad foundation.
In order to tell the truth, carriers need
to make sure their recruiters know the
truth. Hindes said when he goes to
seminars and other gatherings, he
asks recruiters how much a typical
driver is making these days at
their company. About 90 percent
of the time, they can’t answer.
“And one of the first questions
a driver’s going to ask is ‘what can
I make here?’” Hindes said. “I ask
them, ‘then what do you tell these
guys?’”
While this report does not delve directly
into the honesty-in-recruitment issue,
Hindes believes the implications of the
study bear out what he’s saying.
“We as an industry have to be much
more transparent with drivers,” he said.
“We have to stop marketing practices that
are misleading, because they’re not helping
you. They’re actually hurting you. That’s
the biggest takeaway I’d like to see come
out of this.”
To obtain a free copy of Stay Metrics’ new
whitepaper, “Is Early Turnover Damaging
the Business? How and What Can We Do to
Stop It?” visit staymetrics.com.
Tca 2018 www.Truckload.org | Truckload Authority 19