Finding good delivery drivers can be difficult, and you cannot hire just anyone. There are hundreds of hiring platforms online. How does one know which platforms to invest time into, and which ones to ditch?

  1. Indeed

Indeed.com is one of the #1 sources for job searches andcan generate high numbers of applicants. However, those applicants are not always of quality. Indeed presents job postings to anyone that it thinks can fit your position, and it may not always line up with the kind of person management is looking for.

If management is willing to sift through the large number of applicants, there are going to be some that fit the description that is sought. One way to narrow down applicants more easily is to utilize the questions feature on the job listing. By asking as little as 5 questions, applicants will filter themselves out without necessary manual review. Management need only to decide the minimum question score they are willing to accept.

Another option is to use paid ads on Indeed. Only use this feature when applicant numbers are too low, because otherwise the ad is only wasting money.

2. LinkedIn

LinkedIn is known for producing high quality candidates. The question that presents is: “Why do these people want to become delivery drivers?” Occasionally,a person is merely looking for a new line of work entirely.

Similarly, to Indeed, LinkedIn provides applicants with an extremely easy application process that can lead to a high number of unqualified candidates. A way around this is to put specific instructions within the job listing to disqualify those that are unwilling to complete the tasks. An example of this would be to email a copy of a resume to a specified email along with answers to questions within the listing. This way, management is assured that those who are applying are heavily involved are both committed and can follow directions.

3. Referrals/People You Know

The best hires come from people you know and referrals –but that comes with a catch. Do not accept referrals from bad drivers, and never hire family members. Bad drivers probably associate with other would-be bad drivers, which means management ends up needing to replace multiple drivers eventually.

Family members stick together. If one family member leaves or is fired, the rest could follow. Or, if a family member gets sick, it is likely the others from the same household will too, and then the fleet is down multiple drivers.

Your top performing drivers that enjoy working for you will hand over the best referrals. Additionally, look at who you know outside of work and determine if you can pull in someone’s kid, brother, etc. to hire on.

If you wait until your driver numbers are low, or you are not continuously replacing bad drivers, you are already losing revenue. It is important to always be working your outlets to provide a steady stream of employees to work new routes, cover for other drivers, and replace bad drivers. Make sure the hiring team has a strict set of job listing criteria and application questions that garner the most qualified candidates for the positions that need to be filled.