Interactive Insights

Recruiting Delivery Drivers

A Deep Dive into Talent Sourcing and Recruitment Advertising Benchmarks

Delivery Drivers

A Bit About These Talented Professionals

In the ever-accelerating world of delivery drivers, the future appears promising. According to projections, this occupation is set to witness an impressive 11% growth from 2021 to 2031, surpassing the average for all occupations (5%). Between occupational drain and job creation, that translates to around 220,000 anticipated annual openings. The wheels of employment are in motion, beckoning new talent to join their ranks!

What’s fueling growth, you wonder?

Well, the demand for delivery drivers is driven by the ever-expanding realm of e-commerce. As the world continues to embrace online shopping and suppliers find new ways to push boundaries, the need for package delivery services is expected to surge – particularly for large and regional shipping companies. Additionally, the advent of drone delivery services presents a glimpse of the future, where technology complements rather than fully replaces these skilled workers.

Beyond the realm of e-commerce, the appetite for convenience drives the demand for in-house and food delivery options. Delivery drivers will play a pivotal role in bringing groceries and restaurant delicacies right to consumers’ doorsteps, catering to the evolving preferences of a bustling urban lifestyle.

Ready to rev up your recruitment efforts and deliver those great-fit hires, at the optimal cost?

It’s time to let Joveo’s data do the talking!

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Year-on-year increase in CPC
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Year-on-year increase in unique postings

CPA App-lause or App-loss

CPAsCost per application (CPA) measures the cost incurred by an organization to receive one job application from a potential candidate. depend on CPCs, as well as a bunch of other factors! While you can’t control everything (ain’t that the truth) you can defo work on perfecting that application process.

When it comes down to it, there are a few critical factors to consider: application quality, CPA, recruiter time and effort, employer brand, and candidate experience. While easy apply CPAs are low, recruiters may not get all the info they need and apps from unqualified or low-intent candidates can stack up! On the flip side, a lengthy application process can lead to substantial drop-off, suboptimal candidate experience, and a high CPA.

Recommendation: Scrutinize your app process to figure out what info your team needs – whether it is easy apply, optimized ATS-based apps, or something more complex, your recruitment strategy should be data-driven.

Source: Joveo and TalentNeuron Research

CPC, Ya You Know Me!

Nationally, we see an average CPCCost per click (CPC) is the cost incurred by an organization for each click on a job advertisement or recruitment campaign. of $1.06. However, this broad figure may not provide the insights you need… Vermont leads the pack as the least expensive state to garner a click ($0.59). On the other end of the spectrum, we find Illinois at a whopping $1.45.

Recommendation: Guarantee you’re getting the most out of your investments! Leverage this data, understand seasonality and macro trends, and stay nimble. Track and compare performance across states and do a little A/B testingA/B testing refers to a randomized experimentation process. Two or more versions of a variable (job title, job description, etc.) are shown to different segments of users at the same time. The goal is to determine which version leaves the maximum impact and drives conversions. to optimize those CPCs and conversion rates.

Source: Joveo and TalentNeuron Research

Demand-Supply: The Golden Ratio

There’s a definite trend in these numbers, as the ratio of hires to postings hovers very close to 2.03 over the months. What does this mean, you ask? Well, only two hires are made for every one posting.

Recommendation: If your ratio is less than 2.03, we strongly recommend an old fashioned recruitment marketing audit. That means reviewing job titles, descriptions, compensation, and benefits compared with your competition. Oh, and how could we neglect reach, ad dollars, and return on ad spend per source!

Source: Joveo and TalentNeuron Research

Mind Your Demand-Supply Gap… by State

Wondering how aggressive your sourcing needs to be in a given state? Well, this chart will come in mighty handy, giving insight into the demand-supply gap, and indicating just how aggressive you need to be when it comes to talent sourcing or job advertising.

For example, if you’re looking to hire in New Jersey, New York, or Texas, you shouldn’t have a problem. In fact, these three top our list of easiest to fill states when we take a look at demand and supply of delivery drivers. On the other end of the spectrum, filling your hiring funnel in New Hampshire, Washington, or Idaho is going to be a challenge, given the low supply and high demand!

Recommendation: If your state is deep gold, you may need to jazz up your job content, A/B test titles, expand across locationsGeographic optimizations expand the targeted location to include surrounding communities. This is an easy way to extend your reach and reduce CPAs by sourcing from less competitive markets., and spend considerably more on recruitment marketing and job advertising to attract those great-fit candidates.

Source: Joveo and TalentNeuron Research

Who Posts the Most?

The competition is moderate when it comes to recruiting delivery drivers. Top employer Amazon distributed more than 34,000 unique job postings in the last 12 months. Other familiar faces rounding out the top companies posting the most include UPS and FedEx.

Recommendation: Be sure to get your posts out to all the right job boards and on social media. We may be a little biased, but one great way to automatically post jobs across the best-performing sites is to use programmatic job advertising – plus you can take advantage of job titleJob title expansion means leveraging alternative job titles, using commonly searched terms. These are published as new listings in addition to the original post. and geographic expansions.

Source: Joveo and TalentNeuron Research

Show Candidates the Money!

The national median advertised salary for delivery drivers is approximately $38,000, as of April 2024. Employers advertising salaries higher than this will defo have a competitive advantage when it comes to sourcing!

Recommendation: If you offer a great salary, don’t forget to call it out in your job description, even if your state doesn’t enforce it legally.  This will help you attract more candidates, lower CPCs, and fill your funnel faster.

Source: Joveo and TalentNeuron Research

An Eye on DE&I: How Do You Measure Up?

We know diversity is important! In fact, 67% of today’s candidates take a serious look at potential employers’ DE&I programs, and what they find influences their decision making. And, as we well know, the more diverse your workforce, the better your business outcomes!

Recommendation: Does your state make the top or bottom three? If you find you’re falling a bit short, it’s time to do something about that… and there are a lot of great job boards out there to give your DE&I program the fillip it needs.

Source: Joveo and TalentNeuron Research

Occupational Gain to Attract and Retain

By understanding what occupations delivery drivers come from, you can tailor your job ad content and channels to reach those folks, in addition to the standard talent supply in your location. For example, many delivery drivers come from previous roles in retail, customer service, and other driving occupations.

Recommendation: Identify the right channels with a combination of keyword research, using a programmatic job advertising partner with publisher-level historical data and expertise. Now go get those great-fit candidates

Source: Joveo and TalentNeuron Research

Curious about how your own talent sourcing and recruitment advertising efforts compare? Find out what it takes to be best-in-class and leave your competition in the dust.

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