From chasing down leads to managing early contacts and relationships with driver applicants, the work doesn’t stop with recruiting them. Software developers that traditionally have focused their efforts on recruiting alone have come up with new features that extend their expertise in process automation to driver orientation and onboarding.
With these new developments, motor carriers have new options that can support their efforts to bring automation to their hiring, training and retention programs and policies for drivers.
EBE Technologies’ Ships driver recruiting platform has an optional Applicant Relationship Management System (ARMS) module that fleet recruiters can use to automate their plans for communicating with driver recruits by using texts and emails based on applicant statuses.
The statuses of applicants can include drivers who may not meet certain qualifications and those who are not ready to change jobs, among many other possibilities that might prompt fleets to follow up with a candidate at a later date.
EBE said ARMS can be used to automate communications after drivers are hired. Examples of predefined messages that fleets can set up to improve driver retention are:
- Emails, texts and surveys to drivers at their first 30, 60 and 90 days to gauge satisfaction and preempt potential turnover issues;
- Hire date anniversary and birthday messages to drivers; and
- Company updates and messages.
Tenstreet, a driver recruiting software and workflow provider, recently acquired Stay Metrics to offer a full recruiting and retention platform. Stay Metrics is known for its driver retention platform and metrics, and Tenstreet has a mobile app, Driver Pulse, that soon will have new features.
Besides using the Driver Pulse app to find jobs and onboard and manage their career, drivers soon will have access to new features offered through their carriers, such as Stay Metrics satisfaction surveys, rewards programs and driver wellness training, according to the companies.
Work Optima offers process automation software for the transportation industry with a focus on driver management that starts at the date of hire, said Colin Ruskin, chief executive. Work Optima can be used by fleets to manage their orientation and training processes and can include the carrier’s documents, policies and training programs.
The system allows fleets to digitize their written policies, procedural steps and records to ensure compliance and minimize risk. “We are very involved in making sure that company policy is implemented and being followed,” Ruskin said.
Work Optima also has developed features to manage ongoing driver relationships and interactions. A company might use the software to enforce a policy of contacting every driver at 30 and 60 days to make sure they are getting their expected mileage and pay.
These and other recent technology developments can help create alignment between fleet policies and what actually gets done to manage compliance and driver satisfaction.