Recruiting top talent, especially skilled drivers, can be challenging. One of the most critical aspects of your recruiting process is the recruiting call. When done right, a well-structured call can build trust, address concerns, and move candidates closer to accepting the position.
Here’s a guide to mastering that call.
1. Build Rapport with an Impactful Intro
The first few moments of a recruiting call set the tone for the entire conversation. Instead of jumping straight into the job details, start by establishing a connection. Building rapport is crucial – this shows the truck driver that you see them as an individual, not just a resume.
| Do | Don’t |
Reference their experience: Mention specific aspects of their driving background to show you’ve done your homework. Example: “I see you’ve been driving long hauls for five years – what keeps you motivated on the road?” | Don’t jump straight to the job offer: Give them a chance to share their current needs before pitching the opportunity. |
Ease into the call: Start with a casual question to break the ice and build rapport naturally. Example: “You’ve likely driven across the country – what’s your favorite route so far?” | Don’t be too formal: Keep the tone conversational and avoid sounding scripted or stiff. |
2. Discover Their Motivations
Understanding what motivates a truck driver is key to matching them with the right role. Whether it’s higher pay, more home time, or job stability, asking open-ended questions lets you uncover what matters most to them. Tailor the conversation to their needs to ensure the opportunity resonates with their personal goals.
| Do | Don’t |
Use open-ended questions: Encourage the driver to share their preferences freely, so you can gain a full understanding of what matters most to them. Example: “What are your top priorities in a new job – home time, better equipment, or something else?” | Don’t assume you know what they want: Avoid assuming that every driver is motivated by pay along – some may prioritize home time or long-term stability. Example: “I bet you’re looking for a higher paycheck, right?” assumes money is the only factor. |
Listen carefully: Take note of their key priorities so you can focus your pitch on how your opportunity aligns with what they want. Example: If they mention home time, highlight regional routes that guarantee weekends off. | Don’t ask leading questions: Questions that lead the candidate toward a specific answer can limit the conversation and cause you to miss important insights. Example: “So, better pay is what you’re after?” can make them feel cornered into a response. |
3. Align the Opportunity with Their Needs
Once you understand what the driver values, align your opportunity with those priorities. Highlight how your offer meets their specific needs, making it clear that this role is tailored to what matters most to them.
| Do | Don’t |
Tailor the opportunity to their priorities: Show the candidate how the role aligns with what they value most, making it clear that you’re listening and addressing their specific needs. Example: “You mentioned wanting more home time – this role offers regional routes that guarantee weekends off, giving you the time at home you’re looking for.” | Don’t focus on irrelevant perks: If the candidate has highlighted one specific priority, avoid shifting the conversation to unrelated benefits, as it may seem like you’re ignoring their concerns. Example: If they’re focused on home time, don’t lead with, “We offer competitive pay.” This detracts from the core of what they care about. |
Highlight specific benefits that matter: Emphasize the aspects of the job that match the candidate’s priorities, helping them visualize how this opportunity is a perfect fit. Example: “Since you value equipment quality, I think you’ll appreciate our fleet of trucks, which are all outfitted with the latest technology.” | Don’t make vague, unspecific promises: Offering general statements without tying them back to the candidate’s preferences weakens your pitch and makes the benefits feel generic. Example: Saying, “We offer great benefits” doesn’t help if you don’t detail those benefits in relation to what matters to them – whether it’s health coverage, pay, or home time. |
4. Address Concerns Directly and Honestly
Truck drivers often have reservations about specific aspects of a job, such as pay, home time, or routes. Addressing these concerns directly shows transparency and builds trust. Tackling them early ensures the candidate feels heard and reassured, increasing the likelihood of moving forward.
| Common Concern | How to Address |
Home time: Many truck drivers worry about spending too much time on the road and being away from home for extended periods. | How to Address: Be upfront about the home time the role offers, and show how it aligns with their expectations. Example: “I understand that home time is a top priority for you. This position offers regional routes that will have you home every weekend.” |
Pay uncertainty: Drivers often need reassurance that the compensation is competitive and fair for the work required. | How to Address: Provide clear information on salary and be ready to discuss how it compares to industry standards. Example: “We offer a competitive salary package, and I can send you the exat details after the call. You’ll see we’re above the market average for similar roles.” |
Route length and flexibility: Some candidates may be concerned about the length of the routes and how it impacts their lifestyle. | How to Address: Show flexibility in routes, if available, and tailor options to what fits best with the candidate’s needs. Example: “We have flexibility with the route lengths, so we can explore options that give you the balance you’re looking for.” |
Equipment quality: Truck drivers may worry about the condition or age of the equipment they’ll be working with. | How to Address: Highlight any advancements or newer models in your fleet that ensure a better driving experience. Example: “Our trucks are part of a new fleet, equipped with the latest technology to ensure a smooth, safe ride on the road.” |
5. Establish Clear Next Steps
Always end your call by outlining the next steps so both you and the candidate know what to expect. Clear follow-up actions keep the momentum going and show that you are organized and serious about moving forward. This ensures the candidate remains engaged and feels confident in the process.
| Step | Example |
Schedule an interview: Make sure to lock in a time for the next stage of the process while the candidate is still engaged. | “I’ll send over the full job details shortly, and we can set up an interview for the next week. |
Share more information: Follow up by sending additional materials, like the job description or details about the role. | “I’ll email you the complete job description today so you can review it before our next conversation.” |
Set up a call with the hiring manager: If they’re moving forward, offer the next step of introducing them to a key decision-maker. | “I’ll coordinate a call with our hiring manager next week, so you can discuss the position in more detail.” |
Confirm paperwork or documents: If the process requires any documents, let the candidate know what they need to provide. | “I’ll send you a link to submit your driving record and application documents later today.” |
Follow-up timeline: Set a clear timeframe for when they can expect to hear back from you, so they know you’re serious. | “You’ll hear back from us by Wednesday with the next steps, and we’ll keep you updated on any developments.” |
6. Follow Up Promptly to Reinforce Engagement
After the call, sending a quick follow-up email not only shows professionalism, but also reinforces your commitment ot the candidate. This step is crucial for maintaining momentum and keeping the candidate engaged. It gives them an opportunity to review the role in detail and ask any follow-up questions, ensuring they stay invested in the process.
Follow-Up Email Example
Subject: Great speaking with you today!
Body: Thanks for your time today. I’ve attached the job description, and I’m looking forward to our interview next week. Let me know if you have any questions!
Building Trust, One Call at a Time
The keys to a successful recruiting call are:
| Step | Why It Matters |
1. Start strong and build rapport | Establishes trust and rapport from the beginning. |
2. Discover motivations | Helps tailor the opportunity to the candidate’s needs. |
3. Align the opportunity | Ensures the job is a good fit for both parties. |
4. Address concerns | Builds transparency and confidence. |
5. Establish next steps | Keeps the process moving forward. |
6. Follow up | Reinforces commitment and professionalism. |
The key to a successful recruiting call lies in building rapport, understanding their needs, and addressing concerns directly. By aligning the role with what matters most to them and providing clear next steps, you build trust and keep them engaged. Follow these steps, and you’ll move candidates closer to joining your team with confidence.
However, mastering the recruiting call is just the beginning of building a strong hiring process. For long-term success, it’s essential to coach your recruiters to excel in all aspects of their role. Fill out the form below to access our guide, 8 Steps to Developing Elite Driver Recruiters, and start developing a team that consistently delivers exceptional results.”
