10 tips for employers hiring a lot of student, recent grads for early career, transportation jobs

When hiring dozens or even hundreds of candidates for transportation jobs, employers need a recruitment strategy built for speed, compliance, and operational readiness. Transportation roles—such as delivery drivers, CDL truck drivers, dispatchers, and warehouse logistics coordinators—require reliability, time management, and often specific licenses or certifications. Employers can use applicant tracking systems (ATS) to quickly sort candidates based on qualifications like commercial driver’s licenses, clean driving records, and availability for different shifts or routes. Posting jobs on platforms like College Recruiter can help attract early career talent interested in roles that offer independence, steady income, and on-the-job learning. Pre-employment checks—including background screenings, drug tests, and road tests—are essential steps in making safe, informed hiring decisions.

To manage high-volume hiring efficiently, transportation companies can host open houses, same-day interview and onboarding events, or mobile hiring units at key distribution centers. Group interviews and road simulations can be used to evaluate not just technical ability, but also a candidate’s judgment, safety awareness, and customer service skills. Structured interviews focused on reliability, route navigation, and handling unexpected delays or mechanical issues help hiring teams assess long-term fit. Once hired, a smooth and fast onboarding process—covering safety protocols, route management tools, and company policies—ensures new hires are road-ready and integrated into operations from day one. In an industry where every delivery counts, high-volume hiring done right keeps everything moving.

We reached out to 10 hiring experts to get their suggestions for employers who plan to hire dozens or even hundreds of students, recent graduates, and others who are early in their careers for transportation jobs.

• Hire to Form a Team
• Focus on Communication Skills During Interviews
• Prioritize Safety Mindset in Hiring Process
• Ensure Neutral and Job-Specific Hiring Criteria
• Prioritize Psychological Screening for High-Volume Candidates
• Avoid Overcomplicating the Hiring Process
• Ask Behavioral Interview Questions
• Gamify the Recruitment Process
• Focus on Reliability and Customer Service
• Ensure Clear and Precise Job Descriptions

Hire to Form a Team

One of the biggest mistakes transportation companies make in hiring high-volume candidates is turning the process into a race instead of a runway. While speed matters, if you’re just cramming warm bodies into seats, you’ll soon be racing to fill them again as high turnover and service complaints set in and operational chaos ensues.

At LAXcar, we initially scrambled to staff up as demand increased but quickly learned that not every skilled driver is a terrific chauffeur — particularly when it comes to high-end transport, where professionalism, etiquette, and the ability to adapt are as vital as driving skills. So, rather than hiring quickly, we hired intelligently. We adopted a “test drive” hiring practice, where prospective chauffeurs are paired with seasoned employees before being formally hired. This not only eliminated candidates who were not a good fit but also immersed new hires in our service standards from day one.

The outcome is better-trained drivers, satisfied clients, and less turnover. Don’t hire to fill a shift — hire to form a team. You will be spared an endless cycle of recruitment headaches by conducting some extra screening, onboarding, and cultural fit assessment.

Arsen Misakyan, CEO and Founder, LAXcar

Focus on Communication Skills During Interviews

In the transportation industry, people often focus on experience, licenses, and certifications when hiring, but they often overlook the importance of communication skills. A good driver is more than someone who enjoys driving and knows the roads. It’s also about the ability to resolve conflicts, react in stressful situations, and communicate effectively with passengers.

At our company, we believe that a responsible, courteous driver is just as valuable as a driver with years of experience. During interviews, we ask drivers questions that simulate real-life situations, such as delayed boarding or problems with passengers. We observe how a person handles these situations, and it tells us a lot about their potential performance. While skills can be taught, the ability to communicate effectively and remain calm under pressure is not always innate.

Alexandr Caragheorghi, Business Analyst, 8Rental.com

Prioritize Safety Mindset in Hiring Process

During the hiring process for transportation positions, employers need to evaluate the candidate’s safety mindset as a top priority. While skills and experience matter when hiring drivers, the absence of a proper safety mindset can turn even seasoned drivers into safety hazards.

In a hectic hiring period, we dedicated additional interview time to learn about candidates’ past safety decision-making experiences when facing pressure. One candidate explained how they decided to postpone a delivery because of bad weather despite pressure from the client to deliver quickly. This proactive approach to safety stood out. Candidates who show dedication to safety principles tend to achieve long-term success in transportation roles because they help lower risks and boost operational efficiency.

James McNally, Managing Director, SDVH [Self Drive Vehicle Hire]

Ensure Neutral and Job-Specific Hiring Criteria

When hiring high-volume candidates for transportation jobs, one pivotal thing employers should do is ensure the hiring criteria are neutral and based on job-specific duties. From my experience in employment law across Mississippi, I’ve seen countless cases where biased hiring practices led to legal complications and workplace inefficiencies. For instance, employers should focus on tangible skills necessary for transportation roles, such as reliability or safety training, rather than subjective attributes.

Additionally, having clear and transparent promotion criteria is vital. It’s crucial that all employees know when new positions become available and that promotions are based on performance rather than favoritism. This approach, which I’ve championed as Chair of the Labor and Employment Law Section of the Mississippi Bar, reduces turnover and motivates candidates who see a fair path for career advancement.

Lastly, implementing zero-tolerance and clearly defined processes to address potential discrimination from the outset helps maintain an inclusive and respectful workplace environment. This policy doesn’t just protect the company legally—it also fosters a positive work culture that can attract and retain high-volume transportation candidates.

Nick Norris, Partner, Watson Norris, PLLC

Prioritize Psychological Screening for High-Volume Candidates

Transportation companies should prioritize psychological screening alongside technical skills when hiring high-volume candidates.

In my experience leading Movers.com, we’ve found that employees who possess emotional intelligence (EQ) and stress management abilities consistently outperform those hired solely for their technical qualifications.

When we implemented a behavioral assessment component in our hiring process, our employee retention rate improved by 23% and customer satisfaction scores increased by 18%.

The moving industry demands workers who can maintain composure during physically demanding tasks while still providing excellent customer service during what is often a stressful life transition for clients – that’s a straight fact.

The most successful transportation employers recognize that technical skills can be taught, but adaptability, problem-solving under pressure, and interpersonal skills are invaluable traits that significantly reduce turnover costs and enhance company reputation.

Vidyadhar Garapati, Chief Executive Officer (CEO), Movers.com

Avoid Overcomplicating the Hiring Process

One common mistake I often observe when hiring at scale for transportation roles is an excessive focus on resumes and insufficient attention to reliability under pressure.

In this industry, particularly when hiring drivers, dispatchers, or vehicle support staff, soft skills are more critical than perfect experience. You don’t merely need someone who can operate a vehicle — you need an individual who arrives on time, resolves problems calmly, and treats clients with respect–even in adverse conditions such as rain, heavy traffic, or flight delays.

Here’s a valuable lesson we’ve learned: avoid overcomplicating the hiring process. A lengthy, corporate-style interview process tends to eliminate the very people you actually want — those who simply desire to work and accomplish tasks.

Instead, we concentrate on quick assessments:

– Can they follow instructions?

– Are they punctual?

– How do they handle real-life scenarios (which we simulate during screening)?

Most importantly — we ensure they understand our culture: take ownership, be proactive, and treat every client as if they matter. If candidates share these values, we can teach them the rest.

Stephan Blagovisnyy, Owner, BLS Car Rental

Ask Behavioral Interview Questions

Instead of traditional questions, ask behavioral interview questions that focus on how candidates have handled specific situations in the past. This approach gives a clearer picture of how they react under pressure and in real-world scenarios. It allows employers to assess critical skills like problem-solving, decision-making, and adaptability. Behavioral-based interviewing helps ensure that candidates are well-equipped to handle the challenges of the transportation job.

Adrian Iorga, Founder & President, Stairhopper Movers

Gamify the Recruitment Process

Consider gamifying the recruitment process. Think of it as turning your hiring pipeline into a tech-savvy playground that both engages and evaluates candidates.

Picture this: Instead of drowning in a sea of resumes, you create an interactive online challenge that mimics real-world tech scenarios. Candidates navigate through a series of puzzles, coding challenges, and problem-solving tasks that not only test their skills but also showcase your company’s culture and values.

This approach kills multiple birds with one stone. First, it weeds out the less-motivated applicants, as only those genuinely interested will invest time in the challenge. Second, it gives candidates a taste of the work they’d be doing, helping them self-select if the role is a good fit. Third, it provides you with tangible data on each candidate’s abilities, far more valuable than what a resume alone can offer.

But here’s the kicker – make it fun! Throw in some Easter eggs, add a leaderboard, or even incorporate elements of your company’s products or services into the challenges. This not only assesses skills but also gives candidates a glimpse into your company’s personality.

Remember, in the tech world, innovation is king. By turning your high-volume hiring process into an engaging, tech-driven experience, you’re not just filling positions – you’re creating buzz, showcasing your company’s innovative spirit, and attracting candidates who are excited by challenges and creative problem-solving.

So, ditch the boring application forms and create an immersive recruitment adventure. Your future tech superstars are out there, ready to play. Are you game?

Nik Aggar, Business Development Manager, Outstaff Your Team

Focus on Reliability and Customer Service

When hiring a large number of transportation workers, employers should focus on finding people who truly understand the importance of reliability and customer service. In travel, transportation isn’t just about getting from one place to another—it’s part of the whole experience. Whether it’s an airport shuttle, a tour bus, or a hotel transfer, guests expect smooth, stress-free service. From my experience, setting clear expectations upfront about schedules, responsibilities, and the need for a positive attitude helps attract the right candidates. People who know what to expect are more likely to stay, which keeps operations running smoothly and guests happy.

One big mistake employers make is rushing through hiring just to fill positions quickly. I’ve seen companies bring in people without proper screening or training, and that often leads to delays, confusion, and unhappy travelers. In the vacation industry, a bad transportation experience can ruin someone’s trip. A driver who is late, unhelpful, or unfamiliar with the area can create frustration before the vacation even begins. Taking time to hire people who are not just qualified but also friendly and dependable makes a big difference. Guests remember great service, and when transportation runs smoothly, it sets the tone for a stress-free, enjoyable trip.

James Thai, CEO & Founder, James Travel

Ensure Clear and Precise Job Descriptions

Hiring for high-volume roles, particularly in the transportation industry, demands a streamlined and efficient process. One crucial strategy is for employers to ensure they have a clear and precise job description. This includes legitimate and specific requirements necessary for the position, such as the appropriate licenses and essential skills. A detailed job description not only filters out unqualified applicants right from the outset but also attracts candidates who are genuinely fit for the role.

Moreover, it’s equally important to maintain transparent communication from the start. Prompt feedback and regular updates about the hiring process can significantly enhance candidate experience. This openness not only builds trust but also keeps potential hires engaged and informed throughout the selection phases. In conclusion, a detailed, transparent approach helps companies in the transportation sector find qualified drivers efficiently, ultimately supporting timely operations and maintaining industry standards.

Alex Cornici, Writer, Insuranks