In the building materials industry, your delivery team is often the face of your business. They’re the ones navigating jobsite logistics, handling heavy materials with care, and ensuring customers get what they need—on time and intact.
But finding reliable, capable drivers and delivery staff is an ongoing challenge. Turnover is high, competition is tough, and the job demands more than just a valid license. High-performing teams know that smart hiring strategies make all the difference.
Here’s what they do differently—and how you can apply the same best practices to build a standout delivery team.
- They Hire for More Than Driving Skills
Yes, a clean driving record is essential. But top-performing teams look beyond the basics. They prioritize:
Customer service mindset: Your drivers represent your brand at the jobsite. Can they communicate professionally? Handle last-minute requests?
Physical stamina and safety awareness: Delivering building materials is physically demanding and often requires lifting, loading, and navigating uneven terrain.
Problem-solving under pressure: Unexpected delays, jobsite changes, and routing issues are daily realities. You want calm, solution-focused thinkers behind the wheel.
Pro tip: Include scenario-based interview questions like “Tell me about a time you had to resolve a customer issue during a delivery.”
- They Align Hiring with Operational Needs
High-performing companies understand the unique demands of their routes, customers, and delivery schedules. That means hiring with intention:
Know your peaks: Seasonal and early morning deliveries require drivers who can commit to specific shifts and timelines.
Understand your fleet: CDL vs. non-CDL needs, flatbeds vs. box trucks—each requires different qualifications.
Match soft skills to customer types: Some routes might require more face-to-face interaction, while others are strictly drop-and-go.
Tailoring the job posting to these realities helps attract the right kind of candidates from the start.
- They Set Clear Expectations Early
Nothing derails a new hire faster than unclear expectations. High-performing teams avoid this by:
Providing detailed job descriptions—covering not just tasks, but shift schedules, physical requirements, and performance standards
Including a ride-along or shadowing session as part of the interview or onboarding process
Outlining safety protocols and delivery procedures from day one
Clarity leads to better alignment—and fewer surprises for both sides.
- They Streamline the Hiring Process
In a tight labor market, speed matters. If your hiring process takes weeks, you’ll lose good candidates. Best-in-class teams:
Simplify application forms and background checks
Schedule interviews promptly and communicate clearly throughout the process
Offer conditional job offers quickly, pending final checks or assessments
Many also build a bench of pre-qualified candidates, especially heading into busy seasons.
- They Invest in Onboarding and Retention
Hiring is just the beginning. Retention starts with day one. Top teams support new drivers with:
Structured onboarding that covers both systems (like delivery tracking) and hands-on tasks (like load checks)
Ongoing safety training and performance check-ins
Recognition programs for reliability, safety, and customer satisfaction
Career path conversations—showing how a driving role can grow into dispatch, fleet management, or operations
Engaged employees stay longer and perform better.
Final Thoughts
Your delivery staff plays a vital role in customer experience, operational success, and company reputation. Hiring the right people—and setting them up to succeed—requires more than just checking licenses and availability. High-performing teams approach it with strategy, speed, and a focus on long-term value.
By refining your hiring practices, you’ll not only find better drivers—you’ll build a stronger team that delivers excellence with every load.
