Building a team of qualified and reliable delivery drivers is a critical component of running a profitable FedEx route business. That said, contractors must be willing to put in the time, the energy, and—if necessary—the expense required to find and recruit those drivers.
It is worth pointing out here that recruiting is not synonymous with hiring. Even if you are not looking to hire drivers right now or in the near future, you should always have a list of qualified candidates ready to contact should the need arise.
For example, one of your drivers may need time away for a family emergency, or they might unexpectedly give their notice and leave you in need of a replacement. You might also be thinking about expanding your operation in the future and adding more routes, for which you will need more qualified drivers.
Regardless of your current situation, recruitment is always something that should be on your mind. Below are some simple tips to develop an effective recruiting strategy for your FedEx route business.
Embrace the value of recruiting. Whether you do it yourself or hire someone else, the first step toward recruiting an effective and efficient team is understanding the value of a strong recruitment process and how it will benefit your business in the long term. Creating—and continuously maintaining—a list of qualified candidates, along with developing key strategies to attract and onboard those candidates, will not only simplify the hiring process when the time comes, but it will set your business apart from your competitors.
Establish a formal recruiting process. Understanding the value of recruiting means putting in the time and energy to create a winning recruitment strategy. This involves deciding on your compensation and benefits package, creating compelling copy for your employment ad, and making sure the application process is as simple and straightforward as possible.
Do your research. Start by thinking about what you are looking for in a delivery driver. What type of experience, characteristics, and qualifications would you like them to have? Once you have created a mental picture, think about other jobs your ideal candidate may apply for and look to see what similar companies in your area are offering. Is there something you can do differently to make your business stand out, such as offer a higher hourly wage or provide special training?
Be ready to interview and hire. Delivery driver turnover rates are notoriously high, which means the need to hire may come quickly. Be ready with an up-to-date candidate list and a guideline for the specific steps you will take to hire and onboard new drivers.
If you don’t have the time, consider hiring someone to recruit for you. To reap the true value of recruiting, you need to be willing to put in the work. If you are unable to do it alone, consider outsourcing the job. In the long run, the benefits of hiring a professional recruiter—such as faster hiring, top-quality candidates, decreased driver turnover, and increased productivity and profits—will more than make up for the expense.
Peak delivery season will be here before you know it.
Instead of scrambling to hire new drivers at the last minute, building a strong recruitment process now will ensure that you are prepared for the uptick in deliveries. Plus, you will have peace of mind throughout the year knowing that if the need for new drivers arises, you have a list of quality candidates on hand to quickly fill in the gaps.
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