1. Publish the full package
Vacancies that state salary range, rotation, truck model and route region receive significantly more qualified applications. Vague listings attract volume, not fit.
2. Screen on the things that block a start date
Licence category, Code 95 validity, tachograph card and work authorisation decide whether a candidate can start next month. Check those first, then discuss experience.
3. Respond within 48 hours
Experienced drivers usually talk to several employers at once. The company that replies first is often the company that hires.
4. Search actively instead of waiting
A searchable database of verified driver profiles lets your recruiter shortlist candidates the same day a truck becomes available, instead of waiting for inbound applications.
5. Measure the funnel
Track discovered, reviewed, shortlisted and interviewed. When one stage drops sharply, you know exactly where the process leaks.
- Time from publication to first qualified application
- Share of applicants with valid documents
- Interview-to-offer conversion