Ready to Abandon-Proof Your CDL Driver Recruiting Process?

Whether you’ve just started in the world of CDL driver recruiting or have years of experience, you’ve more than likely experienced a driver going dark during the recruiting process. Unfortunately, this kind of thing happens in every recruiting industry, not just trucking. In the trucking industry, however, with so much competition and, let’s face it, the fact that trucking is truly a driver’s industry, the fight for an applicant’s attention is inherently fierce among carriers.

If you’re looking for a way to build a driver-focused, abandon-proof recruiting process that will engage drivers and help prevent them from looking elsewhere for opportunities, you’ve come to the right place. Here are five tips to keep in mind while building your optimized driver recruiting process:

  1. Be specific in your job posting.
    Why should a driver choose your company? What can you provide that other carriers can’t? Highlighting the benefits of your team and specifically calling out some of these by name will help the right drivers find your posting and engage with your application.

  2. Optimize the actual application itself.
    Modern recruiting is all about speed and optimization. Drivers want to quickly find a listing, fill out the application, and submit it seamlessly from their phone, with no downloads or pop-ups. If your application doesn’t comply with this new era of recruiting, drivers will abandon the process.

  3. Get to the point quickly during interviews.
    Regardless of the industry, nobody likes long, drawn-out interview processes with multiple rounds of the same questions over and over. For CDL drivers, all it takes is one tedious interview to have them looking elsewhere. Cutting out the fluff and getting down to the main point – will this driver be successful at your organization? – quickly during the interview process can reduce abandonment rates substantially.

  4. Streamline the end-to-end recruiting process.
    CDL drivers don’t need days between touchpoints or interviews to regroup on their thoughts. Instead of waiting, recruiters should constantly reach out to drivers or, at the very least, engage applicants through other channels like social media, email nurture campaigns, and text messages to stay top-of-mind.

  5. Rely on the industry to connect with drivers.
    With so much competition in the industry to find and attract qualified drivers, a carrier’s reputation does the bulk of the work when it comes to starting drivers in the application process. To get started on the right foot – and reduce the risk of drivers going dark down the road – keep tabs on what the industry is saying about your organization and how drivers are talking about your team with each other.

Ready to get started?

Optimizing your driver recruiting process won’t happen overnight. Your team must have the right people, processes, and technology in place to truly deliver the always-on, targeted recruiting experiences drivers are looking for from their carriers. If you’re ready to deliver abandon-proof recruiting to drivers, you can schedule a one-on-one recruiting consultation with DriverReach here.


Stay up to date on CDL trucking trends! Be sure to check out the DriverReach blog for other relevant articles and head over to our webinars page for an up-to-date list of upcoming events and on-demand recordings.

Listen to Taking the Hire Road podcast, hosted by Jeremy Reymer and in collaboration with FreightWaves, for timely conversations with industry experts. For more information, or to schedule a personalized demo, visit


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