Category Archives: craigslist

Five Rules for Optimizing Job Ads for Drivers

Searching for the finest experienced drivers in the trucking industry, the best piece of advertising is your job ad. Putting up the right job description makes all the difference, especially in the quality of the candidates you see.

great job adOptimizing driver job ads does not have to be a difficult process. In fact, when you know the elements of an effective job ad, creating them will certainly become second nature.

Great job ads give your business a wealth of benefits:

  • More choices—the immediate benefit of a well-optimized job ad is attracting a larger pool of qualified drivers. This increases your chances of finding just the right driver to have behind the wheel.
  • Time efficiency—without having to contend with a flood of unqualified applicants, you waste less of your valuable time by focusing on only the most relevant applicants.
  • Higher loyalty—an optimized job ad will produce better hires, more reliable and better performing drivers. Your employee drivers will be the best representatives of your brand.
  • More bang for your advertising buck—optimized job ads do not cost more than weak ads, but they do give you significantly higher returns.

To find your next great driver, follow these rules of the road

There are five rules when optimizing job ads in search for drivers; they are the advertising secrets to have your next driver job ad rise to the head of the pack. Use these rules, and you will win the biggest prize—high-quality drivers that make your business shine:

#1: BE Specific With Headlines

When placing job openings, your biggest challenge is visibility. To fill a job opening immediately with the right person, the job must stand out amid thousands of similar ads saying essentially the same thing.

The problem with a majority of job descriptions is that they are simply too vague.

With online job searches for drivers, candidates often fall victim to “advertising blindness.” This is a natural tendency for viewers of a web page to ignore much of the information—either consciously or unconsciously.

The way to prevent this natural tendency is to be as specific as possible. Short and descriptive titles will resonate with your targeted audience. Instead of a generic and bland “Truck Driver Wanted,” give your job description some detail (and pizazz) with “Company Driver CDL Class A (Jefferson County).

#2: BE Unique

Your trucking company should provide drivers something exceptional—a Unique Selling Proposition (USP). Discover one thing that will set you apart from the multitude of competing voices, and use it to be memorable to job seekers.

Let the USP of your business become one of your best driver recruitment tools. Give drivers something substantial to talk about and driver word-of-mouth will do the rest.

Some of the most effective USP’s:

  • Industry Awards
  • Better Benefits
  • More home time
  • New or upgraded trucks/equipment
  • Signing bonuses

#3: BE Simple

The easiest rule to remember in optimization job ads—KISS (Keep It Simple Stupid).

The best drivers have more choices than unqualified drivers. They certainly don’t have time to waste. Long-winded and complex job ads will lose the attention of the reader quickly, as well as limit response rates.

Above all, for a job ad to be effective, it has to appeal to qualified candidates. Short, clear and descriptive ads will pique the interest of the right candidate. Leave out the fluff—and save extraneous details for a face-to-face interview.

#4: BE Urgent

Any advertising pro will tell you—ads need urgency to be effective. A job ad should stress how your business needs the right driver, right now:

  • Emphasize the current pricing (pay per mile or signing bonus)
  • Remind the reader of the limited amount of driving positions available (using specific numbers)
  • Promote hiring deadlines (specific date or number of days)

#5: BE Credible

In today’s interconnected world, informational social influence—called “social proof”—is one of the most powerful forces to transform lookers into buyers. This phenomenon increases the value within the marketplace or industry as well with. Companies use social proof to turn job seekers into interested candidates and applicants.

An experienced driver doesn’t care much what you have to say about your company, but they will listen to what others have to say about you. The biggest assets in hiring new drivers are your current drivers.

Use social proof to optimize a driver job ad in a number of ways:

  • Accreditation and awards from well-respected  and credible professional organizations (i.e. CSA awards)
  • Testimonials from current drivers
  • Mentions, articles and reviews in leading media

Optimizing your job ad is an essential part of hiring and managing quality drivers. A properly written job ad—no matter where you place it—will ensure both applicants and employees understand their roles, how they are accountable in their jobs, and exactly how valuable they are to your company and its success.

craigslist hiring nightmare

Hiring on Craigslist is a Nightmare

It’s no secret. Hiring on Craigslist can be a nightmare.

You spend an hour or two creating a job description using specific keywords and language in hopes of attracting the right candidates for the job. You spend some more time getting the details neatly formatted, take one more look for final edits,  then (finally) submit your job ad.

You wake up the next morning, get a cup of coffee and sit down at the kitchen table, ready to check a few emails before heading to the office. As you pull up your inbox, you almost spit out your coffee!

57 resumes are waiting in your inbox.

After the daily commute, you settle in to your office. Again, you open your inbox. Suddenly, the number of resumes has now climbed to 85, all in the matter of an hour or so.

You start to feel a bit overwhelmed. Determined to make way through this daunting stack of resumes, you reluctantly open the first resume at the top of the list.

And this is what you find:

bad resume

Does this look familiar? Photo via FunnyorDie.com

Obviously this is a gross exaggeration but it makes a solid point.

You spend the majority of your time filtering out applicants who are completely unqualified in the first place. The endless stack of resumes consuming your inbox is plagued with candidates who either have no relevant experience, unrealistic salary expectations, or simply those who use a “shotgun approach” and blast out resumes to any company that is hiring at the moment.

You’ve made a valiant effort so far, but your’e running out of time because you need to choose at least 5 applicants for a phone interview by the end of the day.  So after only getting through half of the resumes, you decide to cut your losses and wind up choosing only from the resumes you were able to scan through.

The result of all your hard work?

You rarely end up with the best candidate for the job.

This unfortunate result is not because all applicants are unqualified. Most likely, it’s because a candidate you “should have” hired was either lost, languishing at the bottom of the stack, or their resume was glossed over due to mental fatigue.

So how can you prevent this?

At Ovation, when it comes to screening resumes, we believe in the 80/20 Principle. You should spend 80 percent of your time focusing on the best 20 percent of applicants. With the 80/20 Principle, your company will arrive at the best possible hiring decision,

Ovation’s dynamic hiring tool puts you in charge! Ovation makes the 80/20 Principle possible by automatically vetting and ranking each incoming application, based on your custom criteria.

Resumes are no longer crammed in your inbox based on “first come, first serve”. Instead, they are neatly organized and placed in order by “best-fit,” so top candidates (those that deserve to be noticed) rise to the top.

Finally… Hiring on Craigslist doesn’t seem like much of a nightmare anymore.