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Jerr4

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Everything posted by Jerr4

  1. Jerr4
    Greenhouse has a strong analytics dashboard. It helps track KPIs like time-to-hire, cost-per-hire, and candidate source performance.
  2. Jerr4
    We’ve had great results from CDLjobs.com and TruckersReport. They’re focused on the industry, so the candidates are usually better qualified.
  3. Jerr4
    It depends on your business size. An ATS handles recruitment, but a CRM is great for managing long-term relationships with candidates.
  4. Jerr4
    We integrated our ATS with Indeed and LinkedIn, and it’s helped streamline applications. Most ATS platforms have built-in integrations or APIs.
  5. Jerr4
    We’ve had success with Workable. It’s user-friendly and fits within our budget.
  6. Jerr4
    We’ve had success posting on niche job boards that cater to these specialties. We also network within industry associations to find qualified leads.
  7. Jerr4
    We track metrics like click-through rates on job ads and conversion rates from landing pages. It helps us refine our strategies and target the right audience.
  8. Jerr4
    We’ve had moderate success. The key is segmenting your email list by driver experience or location and offering valuable information, not just job postings.
  9. Jerr4
    We still attend industry-specific job fairs. They’re great for face-to-face networking, but we’ve shifted most of our lead generation online.
  10. Jerr4
    We run targeted Facebook ads focused on job openings, and we’ve also used Instagram to showcase our company culture. It helps attract leads.
  11. Jerr4
    We’ve found that clear, concise job descriptions with bullet points for key benefits (pay, home time, bonuses) work best.
  12. Jerr4
    We’ve built relationships with local truck driving schools by offering to speak at their events and providing materials for students.
  13. Jerr4
    Yes! We offer a bonus to current drivers for every successful referral. It’s been one of our most reliable lead sources.
  14. Jerr4
    We start with targeted online ads and collect leads through a simple landing page. Then we follow up via email or phone.
  15. Jerr4
    We’ve had good results using platforms like Indeed and ZipRecruiter. Trucking-specific job boards like CDLjobs.com have also worked well.
  16. Jerr4
    We’ve had success with a mix of social media advertising and partnering with local truck driving schools. We also attend industry job fairs.
  17. Jerr4
    We emphasize other benefits like more home time, better work-life balance, and a family-like atmosphere. Many drivers value those things over higher pay.
  18. Jerr4
    We make sure to give them a proper orientation that includes safety training, equipment walkthroughs, and meeting their dispatcher.
  19. Jerr4
    Gaps in employment without explanation and frequent job changes can be warning signs. We also check their driving record for any recent violations.
  20. Jerr4
    We use a third-party service that specializes in DOT-compliant background checks. They handle everything, including MVRs and Clearinghouse checks.
  21. Jerr4
    We’ve started to use gender-inclusive language in our job ads and highlight women’s success stories in our marketing materials.
  22. Jerr4
    We’ve had success with online job boards like Indeed and specific CDL job platforms like TruckersReport. Networking with truck driving schools has also been helpful.
  23. Jerr4
    We ask about their experience with different types of loads, long-haul routes, and safety protocols. It helps us assess both skill and mindset.
  24. Jerr4
    We’ve found that offering higher pay for long hauls and flexible schedules for home time can make the job more attractive.
  25. Jerr4
    Focusing on better communication with drivers and making sure they feel valued has worked for us. We also offer competitive pay and clear career paths.

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