A recruiting company should do more than send a stack of applications and leave the contractor to sort through them. For a delivery operation, the real value is in what happens after the application arrives. A recruiter should understand the job Delivery-driver recruiting is different from general staffing. The recruiter needs to understand the pace of the job, driving requirements, physical demands, scheduling realities and the importance of dependable attendance. A recruite

Applicant ghosting is frustrating, but treating every unanswered call as a dead lead usually makes the problem worse. A better recruiting process assumes that qualified people may need several touches before they respond. Contact applicants quickly The best time to reach an applicant is while the job is still fresh in their mind. Delayed contact gives competing employers an opportunity to get there first. Use more than one method Calls and text messages work better together t

Most contractors do not lose good applicants because the job is impossible to sell. They lose them because the recruiting process moves too slowly, follow-up stops too early, or nobody owns the candidate from first contact through interview. Speed matters A driver applicant who submits an application today is often applying to several employers at the same time. The longer the delay before a real person reaches out, the more likely that applicant is already talking to someone