Build a reliable, high-performance moving crew that elevates your brand and delivers five-star experiences.
Your crew is the face of your business—the people customers see, hear, and trust. Hiring the wrong fit leads to high turnover, lost training investment, and damaged reputation. This guide shows you where to find candidates, how to define the ideal profile, and a proven interview process complete with a job description template.
1. Where to Find Candidates
Cast a wide net across both general and industry-specific channels:
Online Job Boards: Indeed, Glassdoor, Craigslist
Social Media: Facebook Jobs, LinkedIn
Local Resources: Community bulletin boards, vocational schools, workforce agencies
Staffing Agencies: Specialized moving/warehouse placement firms
Pro Tip: Post a clear “crew member” ad highlighting competitive pay, benefits, and growth opportunities to attract quality applicants.
2. Define Your “Perfect Crew Member”
Before reviewing resumes, get crystal-clear on what you need:
Must-have competencies (e.g., safe driving, heavy lifting)
Desired soft skills (e.g., punctuality, teamwork, problem-solving)
Budget constraints (how many crew members you can afford)
Experience level (seasoned pros vs. trainable rookies)
Exercise: Write down your top 3 “deal-breaker” requirements and top 3 “nice-to-have” traits.
3. Job Description Template
Customize this template for each role—driver, mover, packer, etc.—to screen candidates effectively.
Job Title: ⎯⎯⎯⎯⎯
Location: ⎯⎯⎯⎯⎯
Overview:
A brief 2-3 sentence summary of the role’s purpose.
Key Responsibilities:
List 5–7 core duties (e.g., “Inspect and operate 16–22 ft moving trucks,” “Load and unload customer belongings safely”)
Required Skills & Qualifications:
Must-have certifications or licenses (e.g., valid commercial driver’s license)
Essential hard skills (e.g., heavy lifting, basic vehicle maintenance)
Soft skills (e.g., punctuality, communication)
Experience:
Specify minimum years or types of relevant experience
Note any background checks or driving record requirements
Compensation & Benefits:
Hourly wage or salary range
Perks (e.g., bonuses, health coverage, paid training)
4. Craft Targeted Ads
Use your job description to create ads that speak directly to your ideal candidates:
Example:
“Seeking reliable, team-oriented movers in [City]! Must have clean driving record, strong work ethic, and passion for customer service. Competitive pay + performance bonuses. Apply now with your resume at [email].”
5. Conduct Effective Interviews
Move beyond “yes/no” questions to uncover real insights:
Behavioral Questions:
“Tell me about a time you solved a last-minute scheduling conflict.”
“Describe how you handled a customer complaint on the job.”
Scenario Exercises:
“If a fragile item breaks in transit, how would you address it with the customer?”
Open Dialogue:
Focus on candidate-led conversation—let them do most of the talking.
Seal with, “What questions do you have about working here?” to reveal priorities.
Reject Quickly and Respectfully: If they don’t fit, let them know via email the same day—maintaining goodwill and your professional brand.
6. Onboarding & Retention
Once you’ve hired the right people, set them up for success:
Structured Training: Cover safety protocols, packing techniques, and customer service standards.
Mentorship: Pair new hires with a seasoned mover for on-the-job guidance.
Recognition: Celebrate achievements—“Mover of the Month,” bonus for zero claims.
Quick Action Checklist
Post your open roles on at least 3 platforms
Finalize a detailed job description for each position
Screen resumes against your “deal-breaker” criteria
Use behavioral and scenario questions in interviews
Implement a structured 1-week onboarding plan
By hiring thoughtfully—defining needs, writing clear job descriptions, and interviewing strategically—you’ll assemble a crew that drives your moving business to new heights. Good luck out there!