Steps to Become a Truck Driver Recruiter

Steps to Become a Truck Driver Recruiter

Without realizing it, you may already have the building blocks down to become an awesome truck driver recruiter. There is a mix of soft and hard skills that can bring you successful truck driver recruits.

Education and Experience

For most truck driving recruiting jobs, all you need is a high school diploma. A bachelor’s degree is not required, however, it is a plus that can help you stand out. The best driver recruiter candidate will have a bachelor’s degree and prior experience in the trucking industry. Prior experience in truck driving recruiting is also not required, but experience in other fields–such as customer service or sales–can help you fare well.

Interpersonal Skills

Communication and organizational skills are key. You’ll be in contact with people at all times. If recruiters are not talking to a candidate, then they are seeking them or taking calls. Time management is also key. As a recruiter, you’ll have to juggle several things at once each with its own deadline. Staying on your toes with prospective employees is critical to a streamlined hiring process as well as establish a professional company culture.

Industry Knowledge

Companies will have more confidence in you if you demonstrate an in-depth understanding of the truck driving industry. This will also give you excellent insight into selecting the most viable truck driving candidates. As a representative for your company, understanding and assessing your company’s needs is critical for sharpening that insight and for fostering an intentional and effective recruitment process.

The other half of the coin is understanding and assessing truck driver needs. You’ll want to think about what is important to the driver. Is it the work/life balance? Their truck preference? Pay levels? Prepare for these conversations by researching what your competitors do and do not offer. Highlighting the strengths and unique opportunities your company offers will allow you to capture candidate attention without needing to talk down on competition.

Helpful Hard Skills

Social media is one of the best places to seek out drivers. Thanks to the rapidly digitizing world around us, in-person recruitment events require more work and are less common.

Social media campaigning also involves knowing your way around paid advertising. Knowing how to use advertising tools is a big plus, so it doesn’t hurt to familiarize yourself with several platforms, including LinkedIn, Facebook, Google, and Twitter ads.

To go the extra mile, familiarize yourself with newer apps that are trending, like TikTok, Reddit, and Snapchat. There are countless groups on social media both around the country and focused on specific regions that are valuable. In addition, familiarity with simple design platforms, like Canva, will help you create eye-catching and effective visuals for your ads.

A Day in the Life of a Truck Driver Recruiter

When you first start, most companies won’t leave you treading in the deep end. Hiring drivers is expensive. Thus, companies will put you through thorough training to ensure that the most durable matches are made the first time around.

Once you’ve gotten a lay of the in’s and out’s of the truck driving industry, here are the responsibilities and duties that will fill your day. From initial contact with drivers to completion of the hiring process, you will work within a system that is designed to vet the best matches.

Job Expectations

In a given day, you could manage hundreds of leads while putting recruits through orientation. Paperwork must also be maintained in each driver’s file. Good record keeping is important to ensure smooth, organized operations.

Prescreening drivers is another important duty. This allows applicants to understand the particular job expectations and company benefits. It is imperative to paint a realistic picture of what the job is like. Avoid turnover by avoiding mismatched job expectations.

Recruiters identify candidates whose qualities align with the company’s needs. For example, a company may require a certain amount of years on the road, a HAZMAT certificate, or a particular salary requirement.

Forging Relationships

Retention is the best indicator of successful recruitment. Don’t be afraid to put extra focus on a qualified lead. Even if a driver hasn’t filled out an application, recruiters can easily follow up on a completed interest form or request for information.

Ultimately, show drivers that you care by being thoughtful. Striking a compassionate, human tone will help candidates be themselves. Ask about their outside interests, their values, and perhaps how they envision truck driving as an addition to their lifestyle.

Staying in touch is an invaluable way to show that you care, and this extends to even after the driver has started their job. A few weeks after the driver has begun, check-in with them to see how they are doing, and perhaps how they can be better supported. As a recruiter, you can also foster internal support by assigning new hires an experienced driver to serve as a mentor.

Pick Up Experience With Class A Jobs

7 Habits of Highly Effective Truck Driver Recruiters: Tips and Best Practices

We work with truck driver recruiters, recruiting managers, and support teams every day. Our years of experience have led us to notice seven key habits that set successful recruiters apart. Here’s how to become a successful driver recruiter.


One of our most important truck driver recruiter tips is to respond to new app submissions quickly. Most drivers apply to more than one carrier when they are looking for a job, so from the moment the driver hits “submit,” you are in a race whether you like it or not.


Stay in contact with drivers after they submit their apps. From putting the details of the job in context for the driver to obtaining one last piece of information required for processing or safety needs, there’s always a reason to be in contact with drivers. The more communication you have with them during the window between application and orientation, the better. This creates a better experience for drivers, and if you don’t talk to them, plenty of other carriers in the trucking industry would be happy to.

“Our years of experience have led us to notice seven key habits that set successful recruiters apart.”


Most drivers who submit applications this time around won’t end up driving for you. Accept that market reality, and stay connected with potential drivers over time, especially those who would make a great hire for your company. Your driver recruiting strategies should involve staying connected via personal calls and emails and/or an automated content delivery system, such as drip marketing.


Earn credibility by knowing the current details of the jobs you are recruiting for—not only the pay per mile and the average mileage but also the finer points. For example, how does the mileage bonus program really work and how are benefits programs structured? Be ready to answer the driver’s questions clearly and honestly.


Knowing how to be a successful driver recruiter involves understanding the recruiting process from a driver’s perspective. Make sure you can walk a driver through the process. For example, if you are using Driver Pulse in your process, you should be able to guide a driver through uploading a picture of his or her driver’s license with his or her smartphone. This helps smooth the process for drivers and provides a relevant reason to stay in contact with them. Internally, recruiters are really busy, with a thousand things to do and just as many interruptions. Knowing the technology tools you have at your disposal will increase your hiring success rate and efficiency, and help you get through your day without going crazy.


Perhaps one of the most important truck driver recruiter tips we have for you is simple: knowing where you need help the most. While it’s true that most carriers hire as many drivers as they can find and qualify, everyone has some extra-hot positions. Maybe your sales team just picked up some new freight in a part of the country you don’t have a lot of drivers in or one fleet or terminal is just really hard to staff. Finding candidates for those high-need areas will increase the effect a recruiter can have on a business.


This one is last, but definitely not least, on our list of truck driver recruiter tips. Few things will frustrate a driver more than working with a recruiter who keeps asking for just one more thing. Getting candidates through the process as quickly and as painlessly as possible translates into a higher number of hired drivers, so learn all the necessary details before engaging with them.