How to hire a dispatcher/driver

How to hire a dispatcher/driver, step by step

Here's a step-by-step dispatcher/driver hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a dispatcher/driver job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new dispatcher/driver
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a dispatcher/driver, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A dispatcher/driver's background is also an important factor in determining whether they'll be a good fit for the position. For example, dispatcher/drivers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of dispatcher/driver salaries for various roles:

   Type of Dispatcher/Driver	Description	Hourly rate
   Dispatcher/Driver		$12-28
   Yardmaster/Customer Service/Crew Dispatching	A yardmaster/customer service/crew dispatching officer functions differently depending on their industry or place of employment. Most of their responsibilities revolve around dealing with providing customer support and services, responding to inquiries and correspondence, addressing issues and concerns, providing corrective measures, and producing progress reports... Show more	$12-18
   Transportation Dispatcher	A Transportation Dispatcher's job is to coordinate the transportation of goods by trucks with suppliers, drivers, etc. He/She schedules drivers for pickups and deliveries on specific routes... Show more	$13-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • DOT
   • Relevant Safety Regulations
   • CDL
   • Service Vehicle
   • Pickup
   • Payroll
   • Two-Way Radio
   • GPS
   • Delivery Route
   • Transport Passengers
   • Customer Orders
   • OTR
   • Drop Offs

   Check all skills

   Responsibilities:

   • Manage customer service satisfaction by providing update eta and location of drivers.
   • Spearhead FRA derailment investigations, providing reporting and on-site leadership to emergency situations.
   • Develop, implement, and evaluate the logistics and property accountability plans and policies for the organization.
   • Direct inbound and outbound logistics operations, such as transportation and warehouse activities, safety performance, and logistics quality management.
   • Monitor CCTV cameras for criminal activity.
   • Monitor the entire facility using CCTV while simultaneously performing dispatching duties.

3. Make a budget

   Including a salary range in your dispatcher/driver job description is a great way to entice the best and brightest candidates. A dispatcher/driver salary can vary based on several factors:

   • Location. For example, dispatcher/drivers' average salary in tennessee is 43% less than in new jersey.
   • Seniority. Entry-level dispatcher/drivers earn 55% less than senior-level dispatcher/drivers.
   • Certifications. A dispatcher/driver with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a dispatcher/driver's salary.

   Average dispatcher/driver salary

   $41,265yearly

   $19.84 hourly rate

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   Entry-level dispatcher/driver salary

   $27,000 yearly salary

   Updated December 19, 2025

4. Writing a dispatcher/driver job description

   A good dispatcher/driver job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a dispatcher/driver job description:

   Dispatcher/driver job description example

   Martin Transportation Systems, is seeking a highly qualified Dispatcher/Driver Manager for our Phoenix, AZ dispatch operation. The individual selected will dispatch and manage CDL-A drivers on dedicated, “JIT', round trip loads while safely meeting revenue and mileage goals for drivers and equipment. Candidates must possess excellent communication and computer skills , be multi-task oriented, and enjoy a fast paced work environment. Associates or Bachelors degree in Business Administration or Supply Chain Mgmt. a plus but not required. MTS offers a highly competitive salary and benefits package with an excellent working environment.
   
   Martin Transportation Systems is a solid and stable automotive niche carrier with a success story of over 30 years. Since our one-truck beginning in 1978, we’ve grown to a fleet of over 800 trucks and employ over 1200 drivers, owner-operators and support staff. A dedication to technology and low-cost, high-quality transportation solutions, as well as the acquisition of six other carriers, have let us build a solid customer base that should catapult us into another 30 years of success!

   Driver Manager / Dispatcher Essential Functions:

   • Overseeing, coordinating, dispatching and managing CDL-A drivers to ensure timely pick up and delivery of all truckload shipments from vendors to auto assembly plants or other locations
   • Assist with and enforce driver electronic log compliance to HOS regulations and company policy
   • Interface with other central dispatch staff, customer service and customers
   • Promote driver safety and safe work place performance
   • Interfacing and updating computer trucking systems
   • Evaluate driver performance and compliance

   DRIVER MANAGER/DISPATCHER

   • All shifts available
   • Candidates must possess excellent communication and computer skills
   • Must be multi-task oriented
   • Degree in Business Administration or Supply Chain Management a plus but not required
   • Previous dispatching experience in the transportation industry preferred
   • Previous Brokerage experience a plus

   Benefits:

   MTS offers an excellent wage and benefits package including health, dental and vision insurance, company paid life insurance, and 401K with 25% company match. Short-term and long-term disability insurance is also available.

   Copy this example

   

5. Post your job

   To find dispatcher/drivers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any dispatcher/drivers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level dispatcher/drivers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your dispatcher/driver job on Zippia to find and recruit dispatcher/driver candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with dispatcher/driver candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new dispatcher/driver

   Once you have selected a candidate for the dispatcher/driver position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new dispatcher/driver. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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