Truck drivers play a critical role in the U.S. economy, with 3.49 million individuals employed in the industry—accounting for 1 in every 33 jobs nationwide. Yet, a growing shortage—currently at 80,000 drivers—is expected to nearly double to 160,000 by 2030. Retirements make up over half of future hiring needs, while industry growth accounts for 25%.
To address these challenges, must implement driver recruitment strategies that are both targeted and effective.. In this article, Hire Velocity explores untapped talent pools like women and veterans, as well as practical solutions and best practices to help recruiters attract and keep top driver talent.
When it comes to recruiting truck drivers, you'll want to understand what motivates them to leave their current position, then convey those perks as they apply to your company. A recent driver opinions study found these most important topics to convey to potential hires:
The rise of technology within the industry is helping transportation companies to increase brand awareness, personalization, and widen their audience as well. Many truck drivers are on social media more than past years, with 96% of truck drivers have their own facebook account, making it a critical strategy for recruiting. The benefits include:
When recruiting truck drivers via Facebook, consider these helpful tips, as well:
If you offer training or schools, you can recruit from your own talent pool before competitors get the chance. There are many benefits of company-sponsored licenses, including:
Companies that offer CDL training include Maverick, Swift and Dart, while companies like C.R. England, TMC and ROEHL Transport have their own truck driving schools.
One area of talent that transportation companies are starting to focus on more heavily is the female population:
Attracting female drivers needs to be a focused effort in order to be effective. Following these best practices helps set companies up for success:
Veterans are another untapped talent pool for truck driver recruitment. There are currently 18.2 million military veterans in the United States and 1 in 10 of them are truck drivers. Consider the following:
In addition, the 2019 Fixing America's Surface Transportation (FAST) Act is helping to make truck driving a career considered by younger applicants. Launched in mid-June 2019 by U.S. Department of Transportation’s Federal Motor Carrier Safety Administration (FMCSA), is a 3-year nationwide pilot program permitting 18-20-year old veterans to operate large trucks in interstate commerce without completing the CDL knowledge test if they:
26,000 service members and veterans are already participating in the program.
If your goal is to foster a positive culture that empowers drivers to stay with the company and creates an environment where drivers feel safe, valued, and successful, it's important to conisder the below for retention:
Recent data shows that 55% of companies are using strategies such as driver appreciation events to help implement incentive programs and 36% of companies offer flexible work arrangements. Driver incentives that work most effectively are:
Hiring and retaining qualified drivers is a growing challenge—but with the right driver recruitment strategies, your company can gain a competitive edge. From tapping into overlooked talent pools to creating meaningful incentive programs, small shifts can drive big impact.
Want a clean, shareable version of these strategies? Download the PDF and take these insights with you.
Ready to improve your driver recruiting results? Contact Hire Velocity to learn how our customized RPO solutions can help you find and retain top transportation talent.