Best Practices in Recruiting and Retaining Professional Truck Drivers

Professional truck drivers are the backbone of the transportation industry. They play a pivotal role in ensuring goods reach consumers efficiently and on time. However, the industry has been grappling with a persistent challenge—the shortage of qualified drivers.

According to recent data, the shortage has reached staggering numbers, with a deficit of over 60,000 truck drivers across the United States. This scarcity not only poses operational hurdles for transportation companies but also threatens the timely delivery of goods, especially considering the escalating demands projected for the 2024 freight market.

In this article, we uncover the challenges and best practices to recruiting and retaining professional truck drivers; and how these tips can lead to success for you in 2024.

Expectations for the 2024 Freight Market

As we anticipate the landscape of the 2024 freight market, analysts forecast the current down cycle to turn upwards after the second quarter. Once the demand increases, the importance of quality truck drivers becomes even more pronounced. Their role in meeting delivery deadlines and maintaining the supply chain's integrity is pivotal in ensuring customer satisfaction and overall business success. That’s why getting the truck drivers in place now is paramount.

Challenges in Recruiting and Retaining Professional Truck Drivers

Recruiting and retaining skilled truck drivers present multifaceted challenges for transportation companies. The industry's demanding nature, long hours on the road, and extended periods away from home often deter potential candidates.

Moreover, issues like competitive wages, concerns over safety, and a lack of work-life balance contribute significantly to the struggle of attracting and retaining qualified professionals.

Today’s Driver Landscape

Retiring Baby Boomers are one of the leading factors of the driver shortage. Currently, the average age of professional drivers is 52. Additionally, over 60 percent of drivers are older than 45, and just six percent are younger than 35.

Competition from other industries has also swayed potential drivers who instead are going to work in the construction, oil, and energy industries. Stricter regulations are also playing a role in making the talent pool shallower.

As the industry deals with the aging workforce and stricter regulations, companies have to look at millennials to fill the vacancies. According to Pew Research Center, millennials have surpassed Baby Boomers as the nation’s largest living generation. The question remains, how can the industry attract this new generation of drivers to its talent pool.

The first way is to understand how the budding population look at their careers. A recent survey by Fleet Owner tracked factors that matter to today's workforce:

• 23% indicated that the ability to make an impact on the business mattered most
• 20% wanted a clear path to advancement
• 16% would be interested in a company that provided development and on-going feedback
• 13% listed income as their top priority

While one key is understanding the new workforce, the second is finding and enticing them. Today's new workforce grew up in a digital world on mobile platforms and social networking. That’s where companies need to be to recruit them.

Best Practices in Recruiting and Retaining Truck Drivers

Recruiting professional truck drivers stands as a foundational challenge for companies aiming to navigate the complex web of supply chain demands. At the heart of this challenge lies the quest for skilled drivers who not only possess the technical expertise to maneuver vehicles but also embody reliability, adaptability, and a commitment to safety. As the industry grapples with a persistent shortage of qualified drivers, the task of recruitment has become increasingly pivotal, demanding innovative strategies that go beyond traditional approaches. Exploring and implementing best practices in recruiting drivers isn’t merely about filling positions; it's about fostering a sustainable and thriving workforce These best practices include:

• Competitive Compensation and Benefits: Offering competitive pay packages along with attractive benefits such as healthcare, retirement plans, and performance incentives can significantly enhance the appeal of a driving career.
• Prioritize Safety and Well-being: Emphasizing a culture of safety, providing adequate rest periods, and promoting mental and physical wellness initiatives can help in retaining drivers.
• Enhanced Training and Support: Offering continuous training, mentorship programs, and access to advanced technologies not only improves driver skill sets but also fosters a sense of support and growth within the company.
• Work-Life Balance: Implementing flexible schedules and home-time policies can contribute to a healthier work-life balance, making the profession more sustainable for drivers.
• Recognition and Appreciation: Acknowledging and celebrating driver achievements, milestones, and contributions can boost morale and job satisfaction.

The Role of Third-Party Logistics Providers

Partnering with a leading third-party logistics (3PL) provider can be a game-changer for companies facing challenges in managing and hiring professional truck drivers. These providers bring expertise, resources, and a network of skilled drivers, alleviating the burden of recruitment and retention from the company's shoulders.

Advantages of working with a 3PL:

• Access to a Skilled Workforce: Established 3PLs have a pool of pre-vetted, experienced drivers, streamlining the hiring process for companies.
• Technology Integration: 3PLs often leverage cutting-edge technology for efficient fleet management, improving driver productivity and satisfaction.
• Compliance and Regulation Management: Navigating the complex regulatory landscape can be daunting. Partnering with a 3PL ensures compliance with industry regulations and standards.
• Scalability and Flexibility: A 3PL's resources allow companies to scale operations as per demand fluctuations without the hassle of recruiting additional drivers.
• Focus on Core Competencies: Outsourcing driver management enables companies to redirect their focus on core business strategies, driving growth and innovation.

The shortage of professional truck drivers remains a critical challenge. However, by implementing effective recruitment and retention strategies and considering collaborations with reputable third-party logistics providers, companies can navigate these challenges more efficiently.

Prioritizing the well-being of drivers, offering competitive packages, and leveraging the expertise of 3PLs can significantly contribute to a successful and robust supply chain, ensuring goods reach consumers on time and enhancing overall business performance.