High turnover and rising ad costs are draining fleets. But truck driver recruitment strategies built on speed and trust can change the math.

In this episode of Attention Retention, Jackie McManus, CEO of KJ Media, sits down with Rodney Eaves, Director of Recruiting at Baggett Transport. Rodney shares his journey from sales to recruiting, why relationships are the foundation of successful driver hiring, and how Baggett builds long-term loyalty through simple but powerful practices like active listening, transparency, and recognition.

Recruiting Is Relationship-Building

Rodney draws on his sales background to emphasize that driver recruiting is more than filling seats. It is about building trust. From the very first phone call, recruiters must listen actively to what drivers want, set realistic expectations, and follow through on promises. As Rodney puts it, “At the end of the day, it’s a relationship business. Drivers want someone who’s there for them whether that’s 7 a.m. or 7 p.m.”

This approach separates Baggett from competitors who treat hiring as a transaction instead of a long-term investment in people.

Response Time Can Make or Break Hires

Drivers often apply after hours on weekends, late at night, or while waiting at truck stops. Baggett’s team understands that response time is critical. Even a simple text or email within hours of an application can secure orientation for the following week.

Rodney’s Saturday morning ritual is coffee, cartoons, and catching up on leads. That extra touch keeps Bagget ahead of slower-moving carriers and shows drivers they are valued from day one.

Setting Expectations from Day One

To reduce turnover, Baggett uses an expectation sheet during orientation. Drivers share preferences like home time, communication style, and even hobbies. Dispatchers then know how to tailor their support.

Rodney also makes a point to personally meet new drivers at orientation and take them to lunch midweek. That connection builds trust and keeps communication lines open long after orientation ends.

Recognition Fuels Retention

Recognition doesn’t have to be complicated or expensive. Baggett’s Driver of the Month program highlights solo and team drivers with social posts, write-ups, and a financial bonus. The visibility creates pride — and even friendly competition among drivers to achieve the honor. 

“Sometimes a simple thank you, a Facebook post, or a phone call makes a bigger impact than anything else,” Rodney notes.

Quick Tips for Fleets to Apply Today

  • Train recruiters to listen first and set realistic expectations during the first contact 
  • Respond quickly to applications with texts or calls, especially at night or on weekends 
  • Use expectation sheets in orientation to align dispatch and drivers from day one 
  • Keep relationships personal with orientation check-ins, follow-up texts, or simple gestures 
  • Recognize drivers consistently with both formal programs and informal thank-yous

Baggett Transport shows that successful truck driver recruitment is built on trust, speed, and recognition. By combining active listening with practical follow-through, fleets can lower turnover and build long-term loyalty in one of the most competitive markets.

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