The recruitment process for starting out as a freight broker is entirely different from a typical job interview or selection process. With the traditional job hunt, one sends out their resume and application, tries to network with those who might possibly be able to make a connection or open a job door, and one goes through interviews to “sell” their capability to work effectively.
The ritual is repeated again and again, whether in-person or online by millions every day. For decades, it was already frustrating, and in recent years with tons of layers added by computers, landing a job right away seems even more distant now.
Freight Brokering Differences
In comparison, the recruitment process for a freight brokerage position is very, very different. Instead of the above, the discussion and focus is on the right fit for collaboration based on a transparent relationship. Both entities, the freight broker and the network, have to arrive at a win-win status to make the relationship work well.
Interestingly, there is a significant demand for competent brokers to be brought on board as well. The demand for freight brokering isn’t letting down. The opposite is occurring, and freight companies, clients and suppliers are all taking extra steps to handle an increasing need for shipping.
Unlike today’s typical hiring process that can take months just to hear whether there might even be an interview, maybe online or by phone, much less in person, freight brokering recruitment happens very quickly, within days even. Candidates know where they stand, no one’s time is wasted, and people can make decisions about their career future quickly.
The Process One Can Expect
The freight agency recruiting process taken with most freight broker selections tends to follow a four-step process. That includes the following:
- Initial screening
- Leadership potential
- The offer
- Onboarding and training
Notice how a decision is already made by the third step? That’s because the very nature of freight broker recruitment is about proactive selection, not about a negative approach toward elimination. The most essential step happens first – the initial screening. This point is probably the most efficient; it confirms whether there is a viable match or everyone should go their separate ways.
It’s actually a tremendous favor to the candidate. Instead of playing games and keeping people waiting, a candidate knows right away if they are a fit or should look elsewhere. Then, if there is a fit, things move to the next stage for the qualities sought in a successful broker: leadership.
Leadership is considered essential because the broker doesn’t work alone; he or she will ultimately be operating a team ideally with a synergy that produces exponential results and revenue for all involved.
If both a fit and strong potential for leadership are present, then it’s time for an offer. That’s the key step for getting started; the offer is made and, if accepted, things quickly move into the fourth phase – training and onboarding. No one comes in knowing all the details of an operation perfectly. Good onboarding is about proactively helping a selected candidate make that transition from outsider to insider for the most effective performance and related results.
No Promises But Lots of Potential for Opportunity
No one who is worth their credibility is going to say there is a guaranteed, automatic path to a career. It’s a constant dance of trying to find the right fit between the freight company and broker.
That said, freight brokering has exponential potential for big career changes, growth for brokers looking to expand or change their markets, or opportunities for those trying to get started for the first time. And given the current economy, it’s a great time to jump in.
