Recruiting & Advertising Compliance Guide
What Will Get You in Trouble (and How to Stay Clean)
A Practical Training Article for Trucking Recruiters & Employers
Introduction: Why This Matters More Than Ever
Recruiting in trucking is not just about filling seats. It is advertising, representation, compliance, and risk management all rolled into one.
Every job post, text message, Facebook Live, email blast, flyer, or “quick pitch” call is considered employment advertising. That means it is regulated — by federal law, state law, and increasingly by the platforms where recruiting happens.
Recruiters don’t usually get in trouble for trying to help drivers. They get in trouble for overselling, omitting key facts, or using language they didn’t realize was illegal.
This article exists to spell out — clearly and honestly — what gets recruiters and employers in trouble, especially in the trucking industry, and how to avoid it.
1. Discrimination: The Fastest Way to Get Burned
Federal law prohibits discrimination in employment advertising. This applies before an application is ever submitted.
Language That Will Get You in Trouble
Never use or imply:
Age preferences (“young drivers,” “recent grads only”)
Gender preferences (“men only,” “female preferred”)
National origin (“American-born,” “English speakers only” unless job-essential)
Religion or values tied to faith
Family status (“great for retirees,” “perfect for young guys”)
Even if the intent is harmless, the effect is what matters.
Safe Language Instead
“Must meet DOT requirements”
“Must meet carrier hiring standards”
“Entry-level position” (used carefully and truthfully)
Intent does not protect you. Impact does.
2. Age Discrimination (Very Common in Trucking)
Trucking recruiters unintentionally violate age laws all the time.
Risky Phrases
“Young and energetic”
“Digital native”
“Overqualified drivers discouraged”
“Recent CDL grads preferred” (outside a lawful trainee program)
Safe Framing
“Must meet DOT minimum age”
“Experience level required: X”
Age discrimination cases are easy for plaintiffs to win. Avoid it completely.
3. Pay Transparency Laws (State-Level Landmines)
Many states now require pay ranges in job postings. If you recruit nationwide, you must comply.
What Gets Fined
No pay listed
“Up to $2,000/week” with no minimum
Fake or overly broad ranges
Promising one pay structure publicly and another privately
Recruiters are not exempt just because the carrier sets pay.
If you post it, you share liability.
4. Misleading Pay & Conditions (The #1 Driver Complaint)
This is the most common reason recruiters get reported.
High-Risk Practices
Advertising gross pay as take-home
Quoting “top earners” without context
Calling something “home daily” when it includes:
Night runs
On-call shifts
Layovers
Saying “no-touch freight” when unloads exist
Calling regional jobs “local”
Misrepresentation — even accidental — can trigger:
Wage complaints
State investigations
FTC “unfair practice” issues
Platform bans
5. Omitting Material Facts (Silence Is Not Protection)
If a fact would change a driver’s decision, you must disclose it.
Must-Disclose Items
Slip seat
Nights-only schedules
Driver unload
On-call rotation
Weekend requirements
Hair testing
Driver-facing cameras
Mandatory overtime
Reduced training pay
Surprises cause quits. Quits cause complaints.
6. Criminal Background & “Ban-the-Box” Violations
Many states restrict how and when criminal history can be discussed.
What Gets Recruiters in Trouble
“No felons” language
Blanket exclusions
Asking about criminal history too early
Failing to allow individualized review
Safer Language
“Subject to carrier background standards”
“Must meet safety department requirements”
Never diagnose eligibility yourself in an ad.
7. Medical & Disability Violations
Recruiters cannot screen based on health or disability.
Illegal Advertising Language
“Must be in perfect health”
“No disabilities”
“Physically strong only” (without job justification)
DOT physicals are allowed — but wording matters.
8. Inconsistent Messaging (How Audits Start)
One of the biggest internal risks is inconsistency.
Red Flags
Ad says one thing
Recruiter says another
Orientation packet says something else
This is how:
Safety departments reject drivers
Recruiters lose carrier trust
Complaints escalate
Consistency is protection.
9. Unauthorized Carrier Representation
Recruiters can get into serious trouble by:
Posting ads as if they are the carrier
Using logos without permission
Claiming exclusivity that doesn’t exist
This leads to:
Cease-and-desist letters
Contract termination
Platform takedowns
Always be clear about your role.
10. Third-Party Recruiter Liability (Yes, It’s Real)
Recruiters share liability for advertising content.
Common myths:
“The carrier told me to say it”
“I just copied their ad”
“It was only on Facebook”
None of these protect you.
If you publish it, you own it.
11. Platform Enforcement (The Silent Killer)
Platforms like Facebook, Google, and job boards enforce their own rules — often faster than regulators.
Accounts get banned for:
Discriminatory targeting
Repeated complaints
Misleading ads
Deceptive recruiting practices
A platform ban can end your pipeline overnight.
12. What Actually Protects Recruiters
Honesty beats optimism. Every time.
Best Practices
Clear pay ranges
Clear schedules
Clear unload expectations
Clear testing and camera policies
Clear disclaimers
Written driver acknowledgment
Consistent messaging across all channels
If it’s ugly, say it early.
Drivers don’t quit because jobs are hard.
They quit because they feel misled.
Final Reality Check
Not all recruiters are bad.
Not all recruiters are driver-focused.
But every recruiter is responsible for how jobs are advertised.
The recruiters who last are the ones who:
Tell the truth
Set expectations
Protect themselves and the driver
Treat recruiting as a profession, not a pitch
This guide is not meant to scare you.
It’s meant to keep you working, compliant, and trusted.
