The Numbers Game

Volume is important.  You want to reach as many drivers as you can because the more drivers you talk to the more hires you’ll get.  Talking to drivers will come naturally to you if you have done recruiting before!

Generally speaking here are some percentages that seem to be true across the board.

  • 25% of phone calls result in applications. This is based on what the driver wants, what we have to offer, and what the driver is qualified for.
  • 40% of applications are approved. Why not 100%?  Drivers don’t always disclose all the information, if we don’t ask all the right questions we could miss something (ex:  driver was hauling a 35’ trailer versus 40’ and longer), position is closed, driver met the minimum qualifications to apply but the carrier has better candidates)
  • 50% of approvals schedule orientation.
  • 75% of drivers show for orientation and are hired.

Based on these factors.

I try to reach 10-20 drivers per day.  50-100 drivers per week.

50 drivers = 12-13 applications, 5 approvals, 2-3 scheduled for orientation and 1-2 hires.

100 drivers = 25 applications, 10 approvals, 5 scheduled for orientation and 3-4 hires.

How to increase the Percentages

The quality of candidates you are getting affects the numbers.  If you want better quality candidates you can affect this to a degree with advertising.  Choosing the best advertising platform and locations for advertising is key.  If most of your candidates meet the requirements for our carriers – you are putting more applications in.

Building a rapport with the driver increases the chance that the driver will apply for a job and attend orientation.  They work with those they know, they like and they trust.  Always recommend what company will meet the driver’s needs.

Executing a thorough pre-qualification will increase the approval rate.

The quality of the application will increase your approval rate and processing time.  This is why I try to do the applications for the driver.  Make sure all requested info is complete and accurate.  Addresses, phone numbers, etc.  For adverse items (tickets, accidents and criminal history) always input what happened, where it happened, and what the outcome was.

Knowing the carriers well helps your ability to match the driver with he/she wants and solidifies the chance that the driver will attend orientation.  Having confidence will also increase the trust the driver has in you.

Getting applications in quickly once you have recommended a carrier and the driver wants to apply input the application ASAP.  Other recruiters may be reaching out to this driver.  If you don’t get the application in right away the driver may input the application on their own.   Which means you may not get paid for your work.

Regular and sometimes daily follow-up with the driver.  Always check in with the driver when an application is processing.  Again – other recruiters are calling the driver.  The driver will believe in you if they believe you care.

Luck?  Yes – Luck is sometimes a factor.  This is why volume is important.  You always want to reach as many drivers as possible.