Foreword

Introduction

About the Author

Chapter 1
Recruiting basics
Successful recruiting requires your company to view the task of finding qualified drivers not as a personnel function, but as a sales and marketing function. Steps include proper handling of phone calls, moving qualified prospects quickly through the hiring process and executing detailed follow-ups.

Chapter 2
Developing a competitive wage package
The wage and benefit package your company offers dictates what type of drivers it will attract. It’s also an indication of how well your company treats its drivers. A well designed package should help your company compete with other carriers, pay drivers for all the work they perform and make it easy for qualified drivers to come work for you.

Chapter 3
Understanding turnover
Refusing to accept the driver shortage as an excuse for empty trucks is the first step toward lowering your turnover rate. Drastically reducing turnover requires getting the average new driver to stay an additional 30 days while maintaining or lowering senior driver turnover.

Chapter 4
Creating the right image
Creating a positive image with prospective drivers pays dividends in the quality of drivers you attract and how long drivers stay with your company. Many factors affect your company’s image, including type of equipment, company logo, recruitment materials, accessibility to top management and the opinions of your current drivers.

Chapter 5
Getting off on the right foot
Effectively managing a new driver’s first 30 days with your company will go a long way toward lowering your turnover rate. Effectively communicating your expectations is key, as is taking steps to avoid problems with dispatch, payroll and benefits that affect the driver’s family.

Chapter 6
Building a driver-focused organization
All areas in a trucking company play a role in driver retention. Carriers that want to achieve
extremely low turnover must get everyone working toward the same vision.