From 10+ days to 20 minutes
GTS turned SEEK applications into a structured top-of-funnel, qualifying 36% of candidates and shortlisting 19% in a fraction of the previous time.
Read the GTS storyTransportation & logistics hiring — proven with GTS
Turn driver applications into review-ready shortlists.
Built around the workflow used by GTS Freight: bring SEEK applications into the right role, capture licences and supporting evidence, compare each CV with the active job, invite suitable candidates to a structured voice interview, and give managers one clear place to decide what happens next.
- SEEK and manual candidates in one flow
- Licence and role evidence captured upfront
- TalentFit and structured voice screening
- Human-owned shortlist decisions
GTS-shaped workflow
Multi-location MC driver hiring
Role mappedEvidence capturedManager review
Candidate experience in the GTS rollout
Let drivers interview when the road allows—not only when the office is open.
“It was really a good experience with you.”
The transport workflow GTS put into practice
From SEEK application to a shortlist your managers can explain.
Keep the repetitive steps consistent across locations while preserving human verification and the hiring team’s final decision at every stage.
Map each SEEK job to the right role or add a candidate manually. Separate workflows can support different locations and driver routes, so every application starts with the right form, criteria, and communication sequence.
One visible intake without treating every depot or driver role as identical.
Mapped candidate intake
Step 01
SEEK and manually sourced candidates enter the correct location-specific driver workflow.
Ready to map your first transport role?
Start with one driver route, define the evidence and human review points, then measure your own qualification and interview cycle.
GTS proof, with wider operational-hiring context
A real transport workflow—with outcomes from the teams using it.
59% filtered before interview
Sands Fridge Lines automated screening, compliance checks, and document collection across logistics roles, filtering 59% of applicants before interview.
Read the Sands Fridge Lines story
39% interviewed after working hours
Pet Circle used on-demand AI interviews for high-volume blue-collar hiring, with 39% of candidates completing interviews after hours.
Read the Pet Circle storyStart where GTS started
Turn one high-volume driver role into a repeatable workflow.
GTS’s published results came from its configured initial rollout across application capture, qualification, voice interviews, and shortlisting. Your outcome will depend on role, volume, criteria, and process—so start with one route and measure what changes.
Questions, answered
Questions before you rebuild a transport hiring workflow
Ground the rollout in the role evidence you genuinely need, the decisions your people own, and the integrations already in your hiring process.
How does Skill Society work with SEEK applications?
SEEK applications can be mapped into the correct Skill Society role workflow, while candidates can also be added manually. The exact handoff depends on your setup; GTS used a structured SEEK intake as part of its rollout.
Can each depot or driver role use different screening criteria?
Yes. Each role can use its own application fields, job description, qualification rules, interview questions, timing, and communication flow. That lets a line-haul role differ from a local or short-haul role without losing consistency within each campaign.
What licence and role evidence can the application collect?
A configured application can collect CVs, licence images, road-authority records, fatigue-management accreditation, work rights, availability, consent, and other role-relevant documents or declarations. Your requirements should be lawful, necessary, and appropriate for the role.
Does Skill Society automatically validate licences or make compliance decisions?
Not by itself. Skill Society can collect evidence, apply approved answers-based routing, and flag records for review. Your hiring team remains responsible for verifying document validity and making legal, compliance, and hiring decisions unless a separate verified integration is part of your setup.
Can candidates complete voice interviews after hours or on mobile?
Yes. When voice screening is enabled for a role, candidates can complete the structured interview on mobile or desktop without booking a recruiter call. In GTS’s initial rollout, 40% of candidates interviewed outside working hours.
What evidence does the hiring manager receive?
Depending on the configured workflow, managers can review the application evidence, CV-to-job TalentFit report, recording, transcript, overall assessment, question-by-question analysis, strengths, gaps, concerns, and recruiter-owned workflow stage together.
Who makes the final hiring decision?
Your people do. Skill Society organises and evaluates evidence so a hiring team can review consistently; it is not positioned as an autonomous hiring-decision system.
Is the 20-minute GTS result guaranteed?
No. The move from more than 10 days to 20 minutes is GTS Freight’s documented initial-rollout result. Your result will depend on applicant volume, role design, evidence requirements, team process, and the workflow you configure.