AMP Recruiting™: New Recruiting for a New Age

A few weeks ago, I posted about the definition of insanity…you know, doing the same thing over and over again and expecting different results. 

Funny enough, I get to witness this with my 4 daughters frequently. 

Just the other day, my 9 year old was trying to get something down from the shelf over the microwave. She repeatedly was jumping up and reaching - coming up just a few inches short. Each time making a bit of a thud up against the lower cabinets. 

I, being the great father I am - sat there chuckling and waited for her to try a new method. 

(occasionally, I’ll add a helpful suggestion if it’s a harder problem she is trying to solve)

Simply put: Getting different results requires different actions 

This is why we decided to document this simple approach to truck driver recruiting. That way, you can start implementing it right away - or if you want access to the only tool custom designed for AMP Recruiting™you can go here to schedule a personalized demo

Introducing AMP Recruiting™ - the proven method to Overstaff Your Fleet. 

AMP Recruiting™ is designed to amplify the best part of the driver recruiting process: YOU (the recruiter) because I believe that you are the most effective filter to determine if a driver is going to be a good fit based on qualifications, experience, and culture.

This unique recruiting approach has 3 simple steps:

1. ATTRACT

2. MICRO-INTERVIEW

3. PROCESS

Let’s break down each step - and then you can start implementing

ATTRACT

The first thing you need to do is attract as many drivers as you can to your position. No matter how you slice it, driver recruiting is a numbers game. 

So, I recommend casting a wide net by using more than just the regular job boards. Keep your ads posted there, and then get them posted in other places too. 

The best place I’ve found to post your ads is Facebook and Instagram. We’ve used these platforms to generate over 100,000 driver leads. There are definitely tricks to the trade - which we will have to save for another post. 

Get in contact with us if you’d like dozens of FREE ad templates that are proven to get results. 

MICRO-INTERVIEW

I’ve asked dozens of driver recruiters how long it would take on the phone to figure out if a driver is going to be a good fit for their company. The typical answer is 3 minutes. 

Do you agree? 

So, here’s how to do it... 

1. As the leads come in, you have your couple of screening questions like “Do you have a class A?”, “How much experience do you have?”, etc. 

2. Filter out candidates based on those things automatically, and then invite those qualified to a micro interview with you 

3. Have a short interview with each driver following the recommendations below. 

PRO-TIP 1: Use time blocking to group your micro-interviews into just 1-2 hours of your day so that you can leave time for processing and onboarding other drivers. 

PRO-TIP 2: Use technology to auto-schedule the candidates on your calendar 

The micro-interview structure. 

The goal of the micro-interview is to pitch, qualify, and pair the candidate you are talking to. 

• Pitch - there’s a shortage of drivers so you need to convince them that they want to drive with YOU rather than the company down the road. 

• Qualify - This is where you find out some more detailed qualifications like driving history, MVR, background, etc. 

• Pair - This is where you can’t be replaced. Have a conversation with them to make sure they will fit in with your company culture and expectations.

If they make it through each of those steps, then you will proceed with sending them your full DOT application. 

We have a script for this interview - if you want it, then get in contact with us and we can send it to you.  

PROCESS

All that’s left is to process these candidates and get them driving. I’ve found that every company has different requirements for processing. Here’s some tips that many companies use to make it more efficient:

• Keep notes on the driver to streamline communication between all the people involved in onboarding

• Automate where possible.

• Stay in touch with the drivers. Depending on your requirements, it can take a couple weeks to get them onboarded so make sure to keep the driver informed. 

• Document the hired driver so that you can analyze your best source for hiring. 

CONCLUSION

Getting different results requires different actions. If you aren’t hiring as many drivers as you’d like - or if your retention isn’t as good as you’d like - it might be time to try a new method and AMP Recruiting™ is where we’ve seen the greatest results. 

Start implementing this today with the tools that you have, or if you want access to a tool custom built to enable AMP Recruiting™, you can click below to schedule a demo of ALIS.

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