Recruiting drivers takes more than posting an ad

Recruiting works better when everyone involved can see what is happening. Our shared board tracks each candidate from first contact through every recruiting stage. Recruiters record progress and notes in one place instead of passing scattered messages back and forth.

Each person sees what fits their role. Your team sees your own candidates, where each one stands and what was said, so questions get answered and nobody wonders who is doing what. Each driver sees only their own application. The board in the picture is a simple illustration, not a screenshot.

Drivers come first from what is already in place: drivers we have talked with before, your free ProHRHQ job listing built for Google job searches, and direct sourcing. When a job needs wider reach, we can run paid advertising for that job and area.

An old list by itself does not hire drivers. Our recruiters look for candidates who fit the job, contact them and find out whether they are interested now. Which sources we use, and how much advertising, depends on the job, its location and the agreed budget.

Drivers looking for work often talk with several carriers in the same week. When a good candidate is ready to talk, a long delay often ends the conversation.

We contact applicants quickly and keep the conversation moving. Once we present a candidate, your team still needs to respond, interview and decide. The shared board makes that handoff clear, so both sides know the next step. Quick communication on both sides gives you a better chance of completing the hire.

We do more than pass along a phone number. Recruiters help the driver complete the application and upload the CDL and medical card, and the driver signs the required authorizations and request forms online. We add our recruiting notes from the early conversations.

Your safety team still runs its own required checks, such as the MVR, PSP and Clearinghouse queries, drug testing and the road test, and makes the hiring decision. A prepared file gives that team a better starting point and saves it time.

An ad that is posted and left alone can use up a budget without finding the right drivers. We treat advertising as part of active recruiting. We review who responds, judge whether they fit, search for other candidates and change the campaign when results are weak.

Sometimes we raise daily spending for a short time to catch a good sourcing opportunity, then lower it again. This takes time, judgment and hands-on work. You fund any agreed paid advertising. Our role is to manage that work and make better use of the money. No one can promise how many drivers an ad will bring.

See how we manage driver advertising, with real Indeed screens

A recruiting fee pays for recruiting work, not just a name or a résumé. Our team finds candidates, follows up, learns whether each one fits the job, helps gather the application documents and coordinates the handoff to your hiring team.

We also run the software and systems behind this work. Depending on your agreement, system access, ongoing recruiting work, paid advertising and placement fees can be separate items. We agree on the services and the terms in your written proposal before the work starts.

A friendly call to learn the driver’s experience, what they want, and whether they fit your operation.

Driving experience, past employers, routes and home time, and pay expectations. This shows early whether your job is a good match.

We ask about tickets, accidents, drug and alcohol history, and anything else your safety team will ask about. It is a conversation to spot problems early, not a records check.

The driver enters their information, uploads the CDL and medical card, and signs the required forms online. We follow up until it is complete.

If you have company policies, safety acknowledgments or agreements, the driver can sign them online too. This step is optional.

Your safety department gets the application, signed authorizations, CDL and medical card, supporting documents and our screening notes. You run the checks, interview the driver and make the hiring decision.