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(714) 340-5502


Driver Hiring is Tough. Period.



According to The Truckers Report, the turnover rate for truckers is about 1 year, compared to a US national average of 4.4 years for all other industries.


Moreover, the average cost of truck driver turnover is $8,200 per truck driver, which includes recruitment advertising expenses, entry and exit administration, fixed asset costs of idle equipment, profit lost due to idle equipment, safety and regulatory expenses (drug testing, background checks), new truck driver orientation costs, and productivity loss.


The cost of turnover per truck driver is 3x the average cost for US employees, and that's not even taking into account the salary of the employee doing the hiring. You have to take time away from your business to find, source, interview, hire, and train someone. Conversely, you can pay a recruiting agency like Custom Trucker Recruiting to do that time-consuming work for you.



How we Work



Process flow



At Custom Trucker Recruiting, we take the following steps to ensure efficient sourcing, thorough vetting, and dedicated relationship building between both our clients and our drivers. Scroll down to learn more.





SOURCING


Sourcing consists of us pursuing both inbound and outbound marketing and targeted outreach to develop a pipeline of quality candidates.


In the process of sourcing, we start by first defining your ideal candidates, evaluating your company offerings amid the competitive landscape, and identifying any niche opportunities to create a streamlined approach.


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SCREENING



At Custom Trucker Recruiting, we understand that both finding AND retaining quality truck drivers is critical to your company's success.


What sets us apart is our candidate funneling process and specialized interview framework, with sophisticated technology & questions built specifically to filter to only dedicated, top-performing CDL drivers.


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SCHEDULING



We get that you're busy running a transportation company. That's why at Custom Trucker Recruiting we offer full service support under our dedicated recruitment option. This includes having one of our representatives work side by side your business to not only shortlist candidates, but go as far as to scheduling interviews on your behalf and providing all the necessary paperwork for hiring.


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VETTING / ONBOARDING (OPTIONAL)



Continuing on with that theme, our full dedicated recruitment support provides you with the freedom to focus more on your business and as little as possible on the impact that comes with onboarding. This includes services such as issuing out safety exams, setting up screenings, managing W2 's and other important documents.


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SOURCING



So where might our candidates come from? CTR sourcing consists of tapping into our pre-existing pool of candidates and/or a combination of efforts such as:

  • Job posting
  • Social media/forum outreach
  • Leads lists outreach
  • Digital ads
  • Targeted institutions
  • Referral programs
  • + more

In finding quality CDL drivers, we employ sophisticated techniques such as boolean search logic for targeting and source tracking to evaluate the most effective strategies for achieving candidates in accordance to your area/subspecialty.



Job posting



  • Posting on various general jobsite platforms (ex. indeed, monster, glassdoor, simply hired, career builder, usajobs, etc.)
  • Posting on websites specific to trucking (ex. Truckdrivingjobs.com, cdljobs.com, etc.)
  • Managing applicants


Leads lists outreach



  • Call up prospects from purchased leads lists
  • Prospects from free national databases
  • Technology assist tools for optimal efficiency


Targeting institutions



  • Reaching out to regional driving schools to request candidate information
  • Create partnership programs for continual influx of top performing applicants
  • Option to request for older information or followup after minimum years of experience fulfilled (if required)


Social media/forum outreach



  • Scout out individual CDL drivers at larger trucking companies via facebook groups & other online forums (ex. truckersreport.com)
  • Scout via linkedin (less common)
  • Posting on facebook groups/online forums
  • Managing your social media account(s) (for inbound leads)


Digital ads



  • Managing any google/facebook ad campaigns you wish to pursue
  • Tracking conversions/efficacy of campaigns
  • Researching new areas/keywords to campaign (ex: keyword "flying j" with an alluring ad banner)


Referral programs



  • Helping build out referral programs for your existing hires
  • Creating content material
  • Deploying email/text campaigns
  • Pursuing referral leads


Screening



We use advance filtering techniques to funnel candidates down to applicable options and then go through the motion of scheduling and conducting the initial interviews, saving you time and money. During these interviews, all of our staff members are trained to ask specific questions depending on factors such as the role requirements, candidate circumstances, and candidate's prior responses. This allows us to dive deep to assess key indicators such as their levels of loyalty, honesty, intelligence, tolerance in key aspects pertaining to the role, etc.



Scheduling



We then go back to the client with our findings to provide them with a streamlined shortlist of our proposed candidate based on their opening position's requirements. We serve as the liaison for the driver hiring process, coordinating with the truck driver to confirm phone and in person meeting with the client, along with ensuring all his or her appropriate paperwork is provided at those times.



Driver vetting Services (Optional)



To provide a comprehensive truck driver placement plan, we offer CDL driver vetting services. With this, you will receive your own dedicated specialist who will serve as an extension of your trucking company's HR team, conducting all necessary background checks, FMCSA compliance checks, and any necessary additional support for onboarding and training as needed.



Pre-Screening



The following initial screens are recommended to weed out those candidates who do not meet the basic minimum hiring criteria.

  • Commercial Driver’s License Information System (CDLIS) – obtain a driver’s current and up to three prior CDLs, which will help determine the proper states from which to request the driver’s motor vehicle records (MVRs).
  • Employment History Search – verify a truck driver’s three-year previous employment history as required by FMCSA.
  • Security Number (SSN) Check – identify whether a SSN may be invalid. This is an important initial check that should be conducted since additional searches will be conducted using an SSN.


Core Screening



Once you have determined that a CDL driver meets your basic qualifications, more extensive screening can help ensure the most qualified candidate is selected.

  • Motor Vehicle Reports – MVRs from each state where a driver held a CDL in the prior 3 years will satisfy the three-year driving history requirement. Employers will know which states to order reports from based on the information returned from the CDLIS report.
  • Employment Verification – when one or more of a driver’s previous DOT regulated employers does not participate in an electronic employment history database then manual requests must be sent to employers to complete the required three-year employment history requirement.
  • Pre-Employment Screening Program (PSP) – driver records are obtained through FMCSA’s PSP report, which includes the most recent five years of crash data (DOT recordable accidents) and three years of roadside inspection.
  • Drug/Alcohol Violation History Verification – obtain a three-year drug/alcohol violation history as required by DOT 49 CFR Part 40.
  • National Sex Offender Registry Search – searches the National Sex Offender Public Website to search the sex offender registries of all 50 States, Washington D.C., U.S. Territories and U.S. Native American Tribes.
  • National and County Criminal History Searches –records are searched to identify whether a candidate has a criminal history.


Conditional Screening



Regulated employees are often subject to drug testing and health screenings.

  • Pre-Employment Drug Test – a negative test result is mandated for CDL drivers.
  • Medical Qualification Standards – validation from a licensed, certified and registered medical examiner in FMCSA’s National Registry that the driver is physically qualified to drive a commercial motor vehicle (DOT medical certificate).


Continual Screening



Regulations require certain screens be performed periodically.

  • Monthly Motor Vehicle Report Monitoring – monthly service that monitors for changes to a current driver’s motor vehicle record.
  • Annual Driving Record Review – motor carriers must obtain a driver’s motor vehicle record at least once every 12 months.
  • Physical Exams – a DOT physical exam is valid for up to 24 months. The licensed medical examiner may issue a certificate for less than 24 months due to extenuating medical conditions or concerns.
  • Random Selection Drug and Alcohol Testing – DOT-regulated employees in safety sensitive positions are required to be part of a random pool tested at certain required percentages annually.
  • Post-Accident Drug and Alcohol Testing – in the event of an accident that results in (i) loss of human life or (ii) a citation being issued to the driver if there is either bodily injury or disabling damage to a motor vehicle; controlled substance and alcohol testing needs to be conducted on the driver as soon as practicable following the accident.
  • Reasonable Suspicion Drug and Alcohol Testing – drug and alcohol testing must be conducted if the motor carrier has reasonable suspicion a driver has violated DOT prohibitions.


Legal Disclaimer: None of the information provided herein constitutes legal advice on behalf of Custom Trucker Recruiting.



Custom Trucker Recruiting



Based in Los Angeles, CA | Serving The Entire US

(714) 340-5502
info@ctrecruiting.com




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