The amount of organizations across the nation that are striving to attract and retain women truck drivers will only continue to increase. However, in order to achieve this, employers must make a few changes to how they are approaching recruiting women truckers.
Organizations across the country are rethinking their hiring and retention strategies for truck drivers. They are revamping benefit programs. They are making sure their compensation is competitive in the market. They are putting bonus and incentive programs in place.
But what about taking a closer look at the relationship between dispatchers and drivers?
For the last several years, employers across the country are trying to reverse the problem and understand why truck drivers leave CDL trucking jobs. The truck driver shortage has caused employers to constantly reevaluate and improve how they attract, hire, and retain truck drivers. An abundance of effort, time, and money is often spent to find and hire a few drivers, so when that driver leaves, the employer wonders if all of that effort was just a waste of time and money.
A great way for companies to stay competitive in today's hiring market is to offer unique benefits that prove to drivers that they are willing to go above and beyond.
Companies can stand out from the competition by investing in fleet amenity upgrades in order to create a more comfortable, home-like atmosphere in the cab.
Truck driver shortage increases are continuing to cause pain for companies across the United States. Currently, the shortage of truck drivers throughout the country is up to 48,000 and is only expected to continue to increase, estimated to reach 175,000 by 2024.
It is no surprise that America has been struggling with a truck driver shortage over the past few years. Now more than ever, companies need to reevaluate their recruiting and retention strategies for finding and keeping qualified drivers that meet the needs of their jobs.