1. Leveraging Technology to Recruit Smarter, Not Harder

Recruiting teams are being asked to do more with less, and technology is the key to making that possible. Workshops on AI, ATS optimization, and HR tech showcased how fleets are using automation to speed up the hiring process while reducing costs. AI-driven call scoring, predictive analytics, and automated candidate nurturing are no longer futuristic concepts—they’re essential tools in today’s recruiting landscape.

Takeaway: If your recruiting team isn’t already using AI and automation tools, now is the time to start. Investing in tools like Lead Assist and Call Works Conversation Analytics will help recruiters move faster and hire smarter.

2. The New State of Driver Talent: Connection is Key

In an industry where competition for talent is fiercer than ever, recruiters must do more than just find drivers—they must connect with them. Seth Mattison’s opening keynote emphasized that technology should enhance, not replace, human connection. While automation and AI can streamline hiring, the real differentiator is building relationships with drivers and fostering a workplace culture where they feel valued.

Takeaway: Use technology as a tool to create meaningful interactions with drivers. Whether through personalized messaging, proactive communication, or strong onboarding programs, the companies that prioritize connection will win the talent race.

3. Driver Pay is Evolving—And Transparency Matters More Than Ever

The economy is shifting, and so are driver pay expectations. Workshops on driver compensation and employment law updates stressed the importance of pay transparency and competitive benefits. With regulations evolving and pay playing a critical role in hiring decisions, carriers must rethink their compensation structures to stay competitive.

Takeaway: Fleets need to go beyond just increasing pay—they must offer structured, transparent compensation plans that drivers can easily understand. Clear communication about earnings can help carriers attract and retain top talent.

To build a strong compensation strategy, carriers need real-time insights into industry pay trends. Tools like Fleet Intel help fleets benchmark driver pay across the industry—ensuring they offer pay packages that attract top talent while remaining financially strategic.

4. Trust = Retention: Rebuilding Relationships with Drivers

One of the biggest hurdles in driver retention is trust—or the lack of it. Eric Termuende’s session on trust in retention highlighted that transparency, honesty, and follow-through are non-negotiables when it comes to keeping drivers engaged. If drivers don’t trust recruiters or operations, they’ll leave.

Takeaway: Recruiters must be upfront about pay, home time, and job expectations from the start. Implementing feedback loops, creating clear communication channels, and delivering on promises will go a long way in strengthening driver trust and loyalty.

5. The Power of Networking & Shared Knowledge

One of the most impactful moments of the conference was the Recruiting Professional of the Year Panel and the interactive Networking Roundtables. Attendees heard first-hand from top recruiters about their most effective strategies and had the opportunity to benchmark against industry best practices. These sessions proved that the best ideas often come from collaboration and real-world experience.

Takeaway: No one has to tackle recruitment and retention challenges alone. Building a strong network within the industry and sharing strategies with peers can provide invaluable insights and fresh perspectives. Engaging in events, roundtables, and peer discussions should be a priority for any recruiting team looking to improve.

BONUS: Social Media is More Powerful Than You Think

The ‘Content That Clicks’ workshop emphasized a major shift in driver recruiting: social media isn’t just a marketing tool—it’s a trust-building tool. Fleets that leverage authentic, driver-generated content are attracting more engaged, loyal candidates.

Takeaway: Drivers trust other drivers. Sharing real driver stories on platforms like Facebook, TikTok, and Instagram can increase applications and improve brand reputation.

The insights from this year’s conference won’t just stay in Nashville—attendees are heading back to their companies with new ideas and actionable strategies to implement. From prioritizing driver trust to leveraging AI technology, 2025 is shaping up to be a year of transformation in trucking recruitment and retention. #RRConf2025