For recruiters in any industry, tough conversations are nothing new. Finding a new position can be stressful, and helping candidates navigate these waters can be difficult. For CDL recruiters, hard conversations can range from discussing a carrier’s industry reputation to reviewing the results of a VOE report. And sometimes, these hard conversations aren’t with candidates at all but with internal team members. Bringing up new ideas or proposing changes to internal process can start a conversation that many are unprepared to have. There are a few reasons these hard conversations with candidates might be necessary. If your organization has a less-than-stellar reputation in the industry, for example, driver candidates might be hesitant to join the team. You will have to not only explain where this negative feedback stems from but offer up a list of ways you’re working on changing this reputation for the better.
Thanks to the HR thought leadership team at WorkHound, here are four steps to get through these hard candidate conversations with ease:
Want to learn more? DriverReach has built a suite of solutions that are tailored specifically to helping CDL driver recruiters manage and track CDL driver conversations and interactions throughout the entire application lifecycle. From the first touch to ongoing retention and nurturing, DriverReach solutions can help recruiters navigate these hard conversations and ensure they have the right information in front of them at the right time. You can learn more here.
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