Are You Jobfishing Truck Drivers?

Updated: May 31


Truck Drivers

The phrase driver shortage is in every entity attached to logistics. It has been an ongoing conversation and has become more heightened since the onset of the COVID-19 pandemic. In 2020, an onslaught of elements came together, making truck driver retention more difficult. Within this wave, drivers quit or retired from their jobs; CDL schools closed, preventing new drivers from starting and gaining experience. As a result of not having the natural cycle of drivers entering the trucking industry, the driver storage intensified. Thereby inserting a fracture into the US economy & supply chain. It is Rig on Wheels’ mission to decrease the driver shortage and help improve the current breakdown in the supply chain.

In Blog 1, Rig on Wheels discussed the required steps needed to increase the potential for retaining quality truck drivers. We mentioned that the first point of retention begins with the job posting or advertisement. You may be thinking, “Well, where do the postings come from?” These postings may be created in the marketing department or the recruiting department of a carrier or third-party recruiting agency. If a third-party recruiter is involved, the third party receives a job description from the carrier. This ad is similar to a dating profile; it is an opportunity for a person to get an idea about the person and know what to expect. When someone reads a dating profile, that person has an idea of what kind of person he or she wants to date. That person is thinking about lifestyle, values, attractiveness, family dynamics, or finances; after consideration, there’s either acceptance (swipe right) or rejection (swipe left). Similarly, truck drivers are looking at job postings from the perspective of whether this job will allow them to support their families, fulfill family commitments, take care of themselves, or allow for some type of freedom.


One of the major issues a driver faces is when the CDL job posting and the actual driving job are not the same, hence scamming drivers. “One of the things that would make me so mad is when I start the job, and it’s nothing like what they told me it would be,” said retired truck driver Russell Myers. Based on Mr. Myers' statement, the differences in the job description and the job allows the truck driver to begin the job upset with the carrier; the relationship begins broken, and therefore, the driver is likely to begin looking for a job that is more like the driver’s expectation. It’s like the moment of meeting someone who is not the way the person presented himself or herself. It’s a “Catfish”.


Catfishing is a term used to mean that someone is deceptive in order to have a relationship with someone. Likewise, when a carrier omits some information about the job, the driver feels as if the driver has been jobfished. Hence, retention comes with giving the driver all of the details of the job. For third-party recruiters to begin with a good rapport, the carrier should ensure it offers all the details, so when the third party recruiter speaks to the truck driver, the driver isn’t surprised during orientation when the orientation coordinator is explaining the carriers’ expectations.


Example Scenario


A truck driver finds a job posting that piques interest. The posting states that it’s a drop and hook load, driver pay is $1,500 weekly, home weekends, and hauling freight within the Southeast Regional. The driver then contacts the recruiter to discuss the job further. Once the recruiter and the driver converse, it comes out that the driver may have to make some Northeast Regional trips, it’s live-unload (the driver doesn’t have to touch the load), and the job pays $1,500 for 5 years experience (the driver has 6 months of experience). Because the driver has 6 months’ experience, the job will pay $1,200 weekly. After the conversation, the new terms are not ideal, but the driver is still happy, so the driver goes to the application & approval process to get hired at XYZ Logistics.


Now, the truck driver is approved and quits ABC Acme Trucking for work for XYZ Logistics. Next, the driver attends the orientation session. When the orientation coordinator appears to welcome the driver and talk about the position, there are yet more differences. At this moment, the load goes from live unload to tailgate, the driver will have to touch some freight, have Midwest loads, and driver pay is $1100 True Pay. True pay means that the driver will receive may $900 one week and then the remaining $200 will be recouped next pay period. At this point, the driver realizes that this job will not work for the driver’s lifestyle or family. Because of the pay, the driver is unable to budget properly and physically touching freight will not be feasible. Hence, the truck driver that the carrier actually wants or needs is not the person that was recruited. This disconnect is the beginning of a low probability that the driver will stay with the company. This is why Rig on Wheels believes in providing the driver with the proper job details, so the driver and recruiter will have a trusting relationship. The driver should not feel that there was bait and switch.


Job Posting


What should a job posting include? As we mentioned before, truck drivers are looking for jobs that work with their lifestyle and responsibilities. Here are the areas that should be covered:

  • Complete details about pay

  • Experience requirements

  • Hometime

  • The area where the driver will hail the freight

  • Type of trailer ( dry, reefer, flatbed, etc)

  • Type of drug test

  • Hiring area

  • Average weekly miles

These completed details would improve retention drastically. The driver can make an informed decision on whether the carrier would be a good fit for the driver. And the carrier can onboard the ideal driver for the run. “The expectation effect demonstrates that expectations can greatly influence perceptions and behavior.” When expectations are met, people experience a greater sense of satisfaction. Employee job satisfaction and engagement factors are key ingredients of employee retention programs. Rig on Wheels is determined to help drivers have a true sense of expectation that will lead to satisfaction.


Again, Rig on Wheels Broker & Recruitment Services would like to thank you for taking the time to find out about our mission and vision for truck drivers and the logistics industry. As a company, we understand that truck drivers are the backbone of the U.S. economy. To learn more about Rig on Wheels’ Consultation Services | Book Now

To speak directly to Kameel Gaines, call 281-968-3100.

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