Target Drivers Looking For Job Openings

Have you ever considered what could enhance your recruiting efforts to enlist qualified truck drivers? Recruiting qualified drivers continues to be a challenge for most companies.

Organizations that use job boards are familiar with the phrase “post and pray,” which refers to placing a job on an employment recruiting website and hoping that qualified truck drivers respond. These $300-$500 job postings that last 30 days do not guarantee that you will get a qualified driver to reply, let alone see your posting.

What if there was a way to enhance driver hire and reach those who are looking for your job openings, but you only pay when someone chooses to learn more about a particular job listing? That method does exist through Pay Per Click Advertising and offers several benefits when compared to job boards.


With job website postings, the only data you receive is from the resumes of those who respond to your job listing. With a PPC ad campaign, you can see how successful your job advertising is and what changes you need to make. You can obtain information such as:

  • How many times your ad is displayed – Impressions

  • How many times people click on the ad – Clicks

  • Were people leaving the web page immediately after arriving – Bounce Rate

  • What were people doing to find out more info – sending resume, form submissions, email, clicks, phone calls

  • What search terms were driving people to click on your ad – Search Results

With Pay Per Click, you have a much better idea of how your money is working in the campaign. This data can be used to make changes on targeted keywords, job listing text and ad text copy.

Location Targeting

With PPC ads, you can determine the exact geographic area you want your job posting to reach. Whether you want to target the entire United States or just within 20 miles of your location, you can make sure your ads are geographically targeting the correct truck drivers.


Companies can decide how much they want to spend on the driver hire campaign. For example, if you decide you want to spread the budget over 60 days instead of 30; that is your decision. You can create a daily budget depending on your needs.

What if you fill your job within the first 15 days? With job postings, there is no refund for the extra days your listing runs. With PPC, as soon as you get the results you want, just go ahead and pause the campaign. That is, until the next time you need it.


There are numerous options to get job listings out to possible candidates through PPC. Companies can consider using pay per click advertising via Google, Bing, Facebook, Twitter and LinkedIn. Choose which platform is going to target the right candidate for the job. For example, if you’re looking to hire some truck drivers for seasonal employment, it might make more sense to use Facebook or Twitter than it would be to use LinkedIn based on the demographics that use it.

With the capability to receive more data, target particular locations and get the most useful value from your budget; using pay per click advertising is a logical alternative to job posting websites. Also, don’t just limit yourself to Google Ads, a strong social media campaign will increase your brand awareness and results. Contact KJ Media today or call us at 800-620-9967 to learn more.

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