招聘过程对于汽车承运人的成功至关重要，但招聘人员正在努力招募车队长期需要的司机数量和质量。为了在当今竞争激烈的市场中取得成功，招聘人员必须重新思考他们如何与潜在员工互动。
招聘流程从根本上被打破
Impact Training Solutions总裁兼首席执行官 W. Kelly Anderson认为，许多运营商进行的招聘流程从根本上被打破了。
“典型的招聘人员不是接受过销售人员培训，而是接听电话。实际情况是，公司接到的电话很多，但应用程序很少。因此，我们需要开始以完全不同的方式思考整个过程。”
可以理解的是，招聘人员没有时间与每个打电话的司机通电话；但如果来电者听起来像是一个可行的前景，他们应该投入尽可能多的时间。
关键是建立一种对话，使招聘人员能够相当快地知道潜在司机是否是合格的候选人。每次通话时，招聘人员还应该为欢迎司机加入他们的车队打下基础。
六种关系建立技巧
取一个名字：虽然这似乎很明显，但一些招聘人员过于关注司机的资格，以至于忘记问他/她的名字。通过询问来电者的姓名，它为“对话而不是审讯”奠定了基础。
推荐点：每次致电时，请务必询问司机他们是如何听说您的公司的。这只需几秒钟，但会提供有价值的反馈，以确定贵公司的哪些广告和采购工作最有效。
问开放式问题： “告诉我你在找什么工作”是开始对话的好方法。通过成为积极的倾听者，招聘人员可以获得相关信息，例如资格、以前的工作、司机寻找新工作的原因、对转换到新工作很重要的福利或津贴。
提供“一块糖果”：从开放式对话中，招聘人员了解到司机为什么有兴趣离开他/她的当前工作，以及该司机为下一次机会考虑的重要因素。此时，您可以提供安德森所说的“一块糖果”。从整个对话中收集到的信息，只关注那些对司机很重要的好处/特权。
在系统中记录信息：在您的谈话中，将司机的信息输入您的系统——当前雇主、以前的历史、任何特殊资格和联系信息。此信息在最初的招聘过程中至关重要，即使司机此时没有进一步的兴趣，也将有助于未来的招聘工作
采取行动：如果来电者是合格的候选人，请告诉他们下一个可用的迎新日期，并讨论他们参加该特定会议应采取的步骤。招聘人员需要让司机对这份工作感到兴奋，并有足够的动力来跟进招聘流程。给他们一个合理的理由，让他们考虑在你的公司工作而不是另一份工作。
如果您使用对话技巧并跟进潜在客户，您录用好员工的机会会显着增加。
从现在开始，确保每一个电话都是建立关系的体验。一个积极的招聘经验，发挥在您的整个组织如何看待这两个前和后聘请了显著的作用。
The Recruitment Process is Fundamentally Broken
W. Kelly Anderson, President and CEO of Impact Training Solutions, believes the recruiting process undertaken by many carriers is fundamentally broken.
“The typical recruiter is not trained as a salesperson, but a call taker. What happens is that companies receive lots of calls but very few applications. So, we need to start thinking about the whole process in an entirely different way.”
Understandably, recruiters don’t have hours to spend on the phone with every driver who calls; but they should devote as much time as necessary if the caller sounds like a viable prospect.
The key is to create a conversation that enables the recruiter to know fairly quickly whether the prospective driver is a qualified candidate. With each call, recruiters should also be establishing the groundwork for welcoming the driver into their fleet.
Six Relationship Building Techniques
Get a Name: While this may seem obvious, some recruiters become so focused on the driver’s qualifications that they forget to ask his/her name. By asking for a caller’s name, it sets the stage for a “conversation not an interrogation.”
Point of Referral: With each call, be sure to ask the driver how they heard about your company. This only takes a few seconds but provides valuable feedback to identify which of your company’s advertising and sourcing efforts are most effective.
Ask Open-Ended Questions: “Tell me what you are looking for in a job” is an excellent way to get a conversation started. By becoming an active listener, recruiters can gain pertinent information such as qualifications, previous employment, reasons why the driver is looking for a new job, benefits or perks that are important for switching to a new job.
Offer a “Piece of Candy”: From the open-ended conversation, the recruiter has learned why the driver is interested in leaving his/her current job and the key factors important for that driver to consider for their next opportunity. At this point, you can offer what Anderson calls a “piece of candy.” Focus only on those benefits/perks that are important to the driver from the information gleaned throughout the conversation.
Record the Information in the System: During your conversation, enter the driver’s information into your system—current employer, previous history, any special qualifications, and contact information. This information is vital during the initial hiring process and will help in future recruitment efforts even if the driver does not have further interest at this time
Take Action: If the caller is a qualified candidate tell them about the next available orientation date and discuss the steps they should take to attend that particular session. Recruiters need to get drivers excited about the job and motivated enough to follow-through with the hiring process. Give them a valid reason to consider your company for a job instead of another.
Your chances of making a good hire increase significantly if you use conversational techniques and follow through on leads.
From now on make sure every phone call is a relationship-building experience. A positive recruiter experience plays a significant role in how your entire organization is perceived both pre-and-post hire.
