Why Driver Candidates are Ghosting You

Ghosting

News

Few things are more frustrating to recruiters who get a driver to use a quick app to apply, only to have subsequent phone calls and emails ignored.

Exasperating as it may be, it’s a common industry problem; one that leaves recruiters scratching their heads wondering where they went wrong.

If you’re questioning what you can do to prevent this from happening, here are some actionable steps you can take to avoid getting ghosted by the quality candidates you want – and need – on your team.

Your Application Form is Too Lengthy

Let’s face it: most of us have short attention spans these days and drivers aren’t exempt. If your application is too lengthy or convoluted, you run the risk of drivers falling off before you get the information you need.

Consider gathering only the basic information upfront; take a look at what your minimum qualifications and requirements are, and save the rest of the questions for when you get them on the phone.

As well, it’s important to ensure the application itself is easy to fill out and submit. Does it ask the same questions over and over? Do they have to sign multiple documents? Does some information auto-populate, making it easier for drivers to apply?

At the same time, consider whether or not your application is mobile-friendly.

Here’s a staggering stat to keep in mind: according to CareerBuilder, 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.

Other industry sources say that the abandonment rate may be conservative.

Consider adopting software that allows you to customize quick applications with your own minimum hiring criteria, giving you visibility to your best candidates without waiting for a complete application.

You Didn’t Make the Move Quickly Enough

We know we’re in a competitive industry. If driver candidates are left sitting in your pipeline too long before you establish first contact, chances are they’ve already been contacted and recruited by a competing company.

After a driver submits an application, your goal should be to contact them within the same day. And the further they get in the hiring process, the quicker your responses to them should be.

Consider setting up automatic emails or text messages after every single step in the process – and that starts with the initial application. From there, emails or texts should be sent following every subsequent step in the interview process. Drivers want to know where they stand, at all times.  If another company hands them an offer because they were unsure where they stood with your company, or what the next steps were in the hiring process, they’re more likely to go with the company that did keep them in the loop.  Don’t fall victim to the stopwatch drivers inevitably have on you from the start; stay focused, stay on top of the pipeline, and prioritize driver contact as much as possible.

Rumor Has It That Your Culture Leaves Something to be Desired

You know drivers are a close-knit community, and if word gets out that your culture is unhealthy, there’s a good chance you’re going to have a difficult time securing new hires.

Ask for honest feedback from current drivers to take a look inwards at acknowledging the ways you can improve. 

Take a look online and see what drivers are saying about your company. This means going deep on Indeed, social media, Google reviews, and driver job boards to get the full picture. Sure, sometimes the truth hurts (negative feedback can be tough to see!), but taking stock of what drivers are saying can be a powerful recruiting tool that turns the tide on trucks parked against the fence.

Take the time to respond to negative comments. It shows that you listen and act upon feedback, and that is something that drivers take note of.

If drivers continue to ignore you despite repeated attempts, it’s time to take a look inwards at what processes and procedures can be tweaked to avoid getting ghosted.