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When a driver fails to attend orientation, it presents a critical opportunity for recruiters to proactively address the situation. Sustained engagement with the driver—through phone calls, text messages, and clearly defined next steps—is essential. When communication tapers off in the days leading up to orientation, drivers may begin to feel uncertain or uneasy about their decision to join the company. Although many recruiters consistently maintain this level of contact, there will inevitably be occasions when a driver does not appear for orientation for a variety of reasons. In these cases, it remains important to continue outreach and reinforce the relationship. Drivers should clearly understand that our organization is equally invested in their success and long‑term journey with us as we expect them to be committed to our team.

New Opportunities Opening with JB Hunt 🚛For those in the Client Introduction Program, JB Hunt is starting to release additional positions. This is a strong opportunity for placements if you’re prepared and aligned with their requirements. Watch the video below to understand what’s opening, who qualifies, and how to move quickly as spots become available. https://docs.google.com/document/d/1cxQhqteEjEhv9Jr1CHH_qjhSFOS292aTyZRVFkJH1ss/edit?usp=sharing

With texting becoming more prevalent for contacting drivers, I want to drop a pro tip on texting! Recruiters: If Your Text Messages Aren’t Getting Replies, This Is Why. Drivers Live On Their Phones. Long Texts Get Ignored. Two Lines Is The Sweet Spot. One Clear Purpose Per Message. Always Ask One Low-Friction Question. Yes/No. Time-Based. Preference-Based. Your Goal Isn’t To Qualify — It’s To Start A Conversation. I Repeat: The Goal Isn't To Qualify/Pre-Qualify. It's To Talk! Personalize Just Enough To Sound Human. Use Their First Name, The Role They Applied For, Or Their Location. One Detail Is All It Takes. Say It Out Loud: You’re Not A Bot. Say This Out Loud: The Driver Is Your Customer...Not The Other Way Around. Reference Their Application. Use Your Real Name. Invite A Simple Reply. Trust Goes Up Instantly When You Address Spam Head-On. Follow Up Without Sounding Pushy. Most Replies Come From The Second, Third or Fourth Touch — Not The First. Assume They’re Busy, Not Disinterested. And Once They Reply? Match Their Tone. Match Their Length. Keep It Human. Keep A Servant's Heart & Attitude With Every Driver. (This Seems To Get Lost A LOT For Some Reason) Short. Clear. Human. That’s How Conversations Turn Into Hires.

I’m a big advocate for leveraging old leads, and I use a calendar with my ATS to keep track of everyone I connect with for follow-ups. If a driver seems ready but I don’t have an immediate opportunity, I schedule a follow-up for 2-3 weeks later. For drivers with backgrounds that will clear soon, I set reminders for 30 days before their issues fall off. If a driver takes another job, I follow up in 3-6 weeks to check in and see if they’re still interested in what I have to offer. This approach allows you to start each day with 30-70 follow-ups. As you build rapport, these drivers will get to know you and refer others to you because you’re consistently checking in and showing them that you have options. I also make it a point to take personal notes about my drivers—like their hobbies or family details, along with what we spoke about on our calls. This personal touch makes it easier to show them how switching jobs can benefit them. For example, if they’re considering one of my better-paying positions, I can highlight how the extra cents per mile can help them afford that new Harley they’ve been eyeing, even if it means being out longer and home more often. By building these relationships and understanding their needs, we can create opportunities that, in turn, create a valuable recruiter/driver relationship!