Ask any driver what they think of recruiters, and you’ll hear it: “They all lie.” It’s a reputation earned over decades of over-promising, sugar-coating and omitting details.
But here’s the secret: the recruiters who flip this script win.
Transparency = Differentiation
In a sea of recruiters selling “the best miles” and “the best pay,” being brutally honest is what stands out. If home time is every 2 weeks, say it. If pay is complicated, explain it.
Real feedback: One trucker on Reddit wrote, “Most recruiters lie to get drivers in the door. I just want someone to tell me the truth upfront.”
What to Be Clear About
Drivers consistently say they care most about:
- Pay structure (base pay, bonuses, deductions)
- Home time (frequency, flexibility, exceptions)
- Equipment (age, condition, automatic vs. manual)
- Orientation details (travel, lodging, duration, pay during training)
Honesty Builds Retention
Even if transparency costs you some recruits up front, it saves you turnover later. Misaligned expectations are one of the top reasons drivers quit within 90 days (and sometimes sooner).
How to Put This Into Practice
- Rewrite job ads to cut the fluff
- Train recruiters on clear answers first, persuasion second
- Add FAQ sections to applications to pre-empt confusion
Takeaway
Drivers don’t want the “perfect pitch”—they want the truth. Transparency is no longer optional; it’s a recruiting strategy.
👉 Complimenting article: Before drivers can even judge your honesty, you need to keep them engaged long enough to listen. Read: Why Do So Many Drivers Drop Off During Recruiting?