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Automating The Truck Driver Recruiting Process: One Company’s Experience

Customized recruiting software is worth the investment. For CR England, VP Thom Pronk, the investment has paid significant dividends.

As Pronk notes in a White Paper he authored for McLeod Software, “It’s no secret that driver recruitment is an extremely time-consuming process. Fail to do it right, or quickly enough, and you pay a price—because the best applicants may decide to move on, and pursue work with a different company.”

Pronk identified four key problem areas in CR England’s recruiting process—which are summarized in this post. That ultimately led Pronk to purchase McLeod’s HirePower software.

Here is a summary of the results of that decision:

1. An Organized, Centralized “Workflow”
Every job application is now entered into one system, with each person’s responsibilities for handling applications clearly defined. Everyone works from the same page—and data can be exchanged instantaneously.

2. Improved Efficiency
With document imaging software, every document is scanned into the system and routed to the right person. Everyone has access to all documents simultaneously—making it possible for managers to detect, pinpoint, and resolve any bottlenecks.

3. Data Sources Consolidated
None of the work is done manually or independently. Everything is contained within the system. Which enables greater efficiency, and easier expansion in the future.

4. Better Cost-Tracking
The company now has a means of evaluating advertising effectiveness. And they can calculate orientation costs on a more individualized basis, rather than lumping everyone together.

A few results CR England achieved with its software system:

• Eliminated $400,000 annually in print advertising by moving the application process entirely to the company website.
• Reduced time-to-hire by 20%.
• Reduced administrative staff by four, and recruiting staff by 4.
• Reduced overall costs by 10%.
• Processed 22% more applications from one year to the next.
• Reduced applicant disqualifications (DQ rate) by 52% over one year.

“What’s more,” notes Pronk, “we’ve gone completely paper free. Everything comes through the Internet. Even when drivers call us, recruiters direct them to the website. This way recruiters are not having their time tied up working on applications over the phone.”

It’s also significant to note that Pronk authored his White Paper (which this post summarizes) in 2009. Imagine how many more benefits the company has enjoyed since then. Which leads to an obvious question: How could your company benefit from automating its recruitment process?

Get your company profiled in an article! Just send me an email outlining any recruiting and/or retention issues you deal with. CLICK HERE for contact info.


One comment on “Automating The Truck Driver Recruiting Process: One Company’s Experience

  1. The probability of someone getting hired who is not “on spec” is low.
    Other vulnerabilities must be addressed in a timely manner in order
    to satisfy internal or external security audits or
    regulatory requirements. For example, if you include ‘Recruitment’ in the skills section of your profile, when somebody is searching
    for somebody who has ‘Recruitment’ skills, your
    profile will come up in their search results.

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