Is Your Driver Onboarding Process Efficient?

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One of the challenges facing recruiters is that many fleets are looking to hire the same drivers you are. You’re in competition for the same small pool of candidates. In general, the quicker you recruit, the more likely you are to catch the top drivers. The slower you are, the more likely it is that rivals will scoop up your preferred candidates. A quick and efficient onboarding process is one of the factors which will help you have the edge over your competitors. Onboarding involves the lead to hire process, which is what you implement once you’ve identified a viable candidate willing to sign with you. An onboarding process that isn’t efficient could be costing you drivers.

Lead Velocity

To improve your onboarding process, it’s important to understand a concept called lead velocity. Lead velocity is a way to measure the length of your onboarding. It is a metric that tracks the average number of days it takes to turn a lead into a hire. Lead velocity is different across industries. According to research by the DHI Group, it takes about 25 days to convert a lead into a hire for the transportation industry. This may include employees who aren’t truck drivers, so the number might be a bit skewed. Your own lead velocity might end up being longer than that, depending on your budget and resources as a recruiter. Lead velocity will also vary based on driver type. For example, it’ll take longer to hire an owner-operator than to hire a company driver.

Whatever challenges you face, it’s important that you do everything you can to make sure your lead velocity is as low as possible

Shortening Lead Velocity

Think about what you are doing as a recruiter that is unnecessarily adding length to the lead velocity. Perhaps you’re taking too long to contact leads? Or waiting on drivers to submit their applications? If you have too many leads and not enough recruiters, it can add to lead velocity. Similarly, if you have too many unqualified leads, you’ll lose time searching for the diamond in the rough.

What you really need is a stronger screening method and matching system to help sort through unqualified leads and an overwhelming lead volume

Another solution is to take phone applications. Drivers are understandably pressed on time and will find it difficult to find time to fill lengthy paper or online applications. Consider going through the application with a driver over the phone and even filling it out for them. This shortens your lead velocity if you’re waiting for the ball on the other person’s court.

Onboarding and Orientations

Once your drivers are further along in the recruiting pipeline, there’s still more you can do to ensure onboarding efficiency. Sometimes lead to hire time is affected by a slow orientation process.

Try to schedule orientations often, to allow your hires more options to attend the soonest one

If your closest orientation date is too far away, drivers will be tempted to sign with someone else because they don’t want to wait long to get to work. You can also time your orientations on days of the week that are more convenient for hires. For example, if you notice you sign many drivers on Mondays, then Wednesdays or Thursdays are good days to hold orientation—perhaps both! The very next day is too soon and you must respect that drivers may already have plans. Waiting until the next Monday is probably too late and risks losing that driver to a rival carrier. Offering two orientation dates per week also gives your hires flexibility since they may be unavailable on certain days of the week.

You should also conduct a review of your onboarding process every few months or so. Are there bottlenecks holding the process back? Too many forms to complete or too much time spent on the application? Identify the problem and try to shorten that step. Use metrics to compare lead velocity over different months, different types of jobs, and different locations. Lead velocity is an important component of an efficient onboarding process. Do whatever you can to shorten the lead velocity and you’ll be able to hire more drivers faster.

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The Importance of a Truck Driver Career Path

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truck driver career path

Truckers looking into a new job almost always have a lot of questions about the carriers they’re considering. They want to know what things look like in a month, in a year, in 5 years or even in 20 years. Being able to provide that information to a prospective new employee up-front could give you the edge in getting that driver hired today! So with the driver shortage and the hiring process as it is today, what is the Importance of a truck driver career path for your drivers?

Training to Hire

With all of the talk about the driver shortage, there’s much renewed interest in driving a truck for a living. For those completely new to the industry, the first thing they need to do is get training to get their CDL license.

Whether you offer your own training program, or partner with a local truck driver training school, be sure to let all potential drivers know that you’ve got a job for you once you graduate.

Be clear about what you expect and what they can expect. That can take a lot of stress off a trainee knowing that if they work hard and get through the training program, their next steps are already mapped out.

Driving for Life

Incentivize longevity. This can be through anniversary certificates or awards. Or even financial incentives that pay out after certain milestones are met.  You can also provide opportunities for continuous education to keep skills sharp. And training to ensure that your drivers are always up-to-date with current technology and regulations.

Be overt about the amount of possible driving options you have for your drivers. Different phases of their lives could change their preferences about time at home vs. time away.

Equipment preferences can change. Or even how much money they need to make at various stages in their lived. Knowing that you’ve got them covered at all steps, is an advantage to help you retain drivers. And this helps drivers feel confident in their role as a driver for your company.

Non-Driving Roles

Sometimes drivers have a need to pull in off the road for good. For whatever reason. But when they’re a good employee and not yet ready for retirement, what kind of truck driver career path might be mapped out in those situations. Often times good drivers can become the best instructors. Or even move into a role in the dispatch office or operations management.

Letting a driver know that these options are available to them along the way might make those transitions from the road to the office smoother when the time comes.

Paint the picture early for your drivers that you have a truck driver career path formulated for them at every stage of their lives. And advertise this on your website and other recruitment materials. For those new to the industry, be clear about your training programs and what comes next. Once they’re ready to hit the road on their own, give great options that fit their lifestyle at each phase. If they grow weary on the road, or can no longer drive, communicate other options for them outside of the 18 wheels. Doing this can instill an additional sense of loyalty to you from your drivers and help you to retain the best drivers.
truckers.

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Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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6 Best Truck Driving Companies to Work For

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best trucking companies to work for

Truck drivers are constantly bombarded with information by companies about why they are great to work for. They also hear about companies through their reputation with other drivers. Both seasoned drivers and rookies want to hear about the best truck driving companies to work for. The top companies have some of the best salaries and compensation, benefits, and other perks. But more importantly, they also prioritize home time, have a strong company culture, and are known for respecting their drivers.

Ultimately, the best truck driving companies to work for are the ones that suit the individual needs of drivers, including that of region, type of runs and hauls. Nevertheless, there are some companies that consistently rank high, regardless of preferences. Here are 6 of the best truck driving companies to work for in 2019, in no particular order.

Walmart Trucking

Walmart has their own private fleet and pay their drivers extremely well. The average full-time driver with Walmart earns about $86,000 per year and works 5.5 days a week. Walmart’s benefits include medical, dental, vision, pharmacy, and life insurance. Drivers also have the opportunity to enroll in a 401(k) plan and a stock purchase plan. Since Walmart is looking to hire the best of the best, drivers need considerable experience before Walmart will consider hiring them. Apart from a great compensation package, the company makes sure drivers are home once a week and get reset hours off the road. They pay for activity, mileage, and training, and drivers won’t have to load and unload freight. Walmart’s private fleet has one of the lowest turnover rates in the country and for good reason.

Old Dominion Freight

Old Dominion has been around for over 85 years is the official freight carrier of Major League Baseball (MLB). They have club partnerships with many of the MLB teams, and serve the West Region, Midwest, Northeast, Southeast, and Gulf Region of the country. Old Dominion consistently gets high ratings from drivers and Glassdoor. According to Glassdoor, the average salary for long-haul drivers is $82,354 per year. Old Dominion offers medical, dental, vision, and life insurance. In addition to a 401(k) plan, drivers have the option to enroll in employee wellness programs and employee assistance programs. The company has been ranked best LTL National Carrier in 2017 (it’s 8th consecutive year) and received the US EPA 2017 SmartWay Excellence Award (it’s 3rd consecutive year). Paid time off includes both vacation days, sick/personal time, and an addition paid “birthday holiday”.

NFI

NFI IndustriesNFI is a fully integrated supply chain solutions provider headquartered in Camden, NJ. At NFI, truck drivers benefit from dedicated, local, and regional routes to give a variety of home time options with predictable schedules, consistent weekly pay, and career pathing opportunities. Drivers become part of a team that helps move goods the world relies on every day. NFI values family, integrity, safety, customer, teamwork, and social responsibility.

Ward Trucking

Ward Transport and Logistics cover the mid-Atlantic region and cover through Truckload, Flatbed, Reefer, Expedited, and Containers. They offer Less than Truckload (LTL), Truckload (TL), Logistics (3PL), and Brokerage services throughout the US, Canada, Puerto Rico, and Guam. According to Glassdoor, average salary for delivery drivers is $32,078 per year, but for truck drivers is $50,129. Ward will offer medical insurance for eligible employees and dependents with premiums discounts based on years of service with Ward. Dental and vision plans, along with flexible spending accounts are also available for eligible employees and dependents. Ward also boasts an employee wellness program, employee assistance program with professional counselors, and a personal health partners (PHP) program to assist with medical questions, claims issues, and treatment options. The company will cover paid holidays and up to five weeks of vacation per year.

Melton Trucking

Driver development and support for students are hallmarks of Melton Trucking. The company welcomes recent CDL school graduates and drivers who have not had any over-the-road driving experience. Each new driver takes part in the Driver Development Team to transition into the job and lifestyle. Melton also offers a Pre-Hire and Tuition Reimbursement Program for those who don’t yet have a CDL-A license to transition into a CDL certification program.

Melton offers competitive compensation. There is a $1500 sign-on bonus and referral bonuses ranging from $250-$1000. Melton will offer performance incentive bonuses as well, including for tarp, over-sized loads, layovers, and clean DOT inspections. According to Glassdoor, average salary is $52,595 per year for flatbed drivers, and $53,573 per year for OTR truck drivers. In addition to medical, dental, vision, and short-term disability insurance, Melton offers a 401(k) plan and employee assistance program. The company seems to value driver preferences as there is a pet and rider program and profit-sharing programs. Melton also guarantees that all employees will be at home on Christmas Day in addition to 6 holidays a year, and 1-3 weeks of vacation.

Watkins & Shepard Trucking

Watkins & Shepard (now a subsidiary of Schneider) offers many kinds of trucking including over-the-road (OTR), Team Driving, Regional, Intermodal, Tanker, LTL, and Straight Truck. They mostly transport home furnishings and over-dimensional goods including products from overseas. OTR drivers for Watkins & Shepard, can expect about an average of 600 miles per haul. Regional drivers on the other hand will stay close to home and have more consistent routes and freight. According to Glassdoor, the average salary for truck drivers is $61,956 per year. Benefits include medical, dental, vision, and life insurance, as well as accident insurance. After five years of service to Schneider, driver associates are admitted into the Advantage Club which allows attending sports events like NFL games or NASCAR races. The company prioritizes health and safety, boasting a CDL defender plan and family legal plan as well as performance bonuses based on safety.

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Ultimate Guide to Retaining Truck Drivers

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6 Components To Include in a Driver Engagement Survey

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driver engagement survey

Employee surveys are becoming a popular and strong way to measure the engagement and satisfaction with the job. A driver engagement survey can help employees understand performance and retention. Collecting data directly from employees also allows drivers to better communicate their goals and motivations.

We surveyed our driver community on Facebook, and the majority of poll participants unfortunately reported that they don’t feel valued by their current employer. With the driver shortage more pertinent than ever, if employers don’t address this issue with their drivers, they risk quickly losing them to their competition.

Different aspects of a trucking job will be important to different drivers. Some drivers may prefer more home-time and are willing to be paid less. Other drivers may prefer to work longer hours if it’s reflected in their salary. Companies need to understand what makes each of their drivers feel valued and act accordingly to ensure they are meeting their drivers’ needs. When conducting your next driver engagement survey, be sure to cover these 6 components.

1. Salary and Compensation

By far, the number one motivator of work performance for drivers will be the bottom line. The average truck driver salary is around $41,000 per year. This figure depends on factors such as years of experience, type of run, etc.

You’ll want to ask your drivers how satisfied they are with their current level of pay and if they feel they are on track for bonuses and promotions.

Drivers will be concerned about fairness. If perceived fairness by the employer isn’t there, drivers will quickly jump ship.

2. Home Time

Home-time is a major factor drivers consider when evaluating job satisfaction. Drivers with families will particularly want to spend more time at home if possible. Some drivers wouldn’t mind more time on the road if the company allows for partners to travel on the road with them.

Drivers will have different preferences which may change over time as their family situation may change.

Make sure to delicately ask about this topic in the survey and gauge how much time drivers are currently spending at home, and how much they would like to. This may impact the run they are currently completing for your organization.

3. Relationship with Dispatcher

The main point of contact that most drivers have with the company is their dispatcher. If a driver’s relationship with their dispatcher is poor, there will be plenty of room for misunderstanding between them.

When drivers face unexpected road conditions, weather, or vehicle issues, they will want to relay the information to dispatch.

If dispatchers have not cultivated a good relationship with the driver, they will be more likely to not share the information and deal with it alone. This could mean unexpected scheduling delays. Avoid this issue by asking drivers in a driver engagement survey if they are happy about how dispatch is treating them and what management can do to improve the relationship.

4. Fleet Amenities

Drivers spend an average of 70 hours a week on the road. This means the truck itself is home for an extended period of time. Amenities ensure that the drivers can feel as comfortable and secure as possible, even though they are living and working in a truck. In addition to investing in the latest amenities for trucks, employers can ask drivers about which amenities are important to them.

It would be a waste to invest thousands of dollars on a feature which most drivers are indifferent towards.

Ask drivers which amenities they are happy with and which additional ones they’d like to have. Including a rating scale in the survey would help. You may be surprised how many amenities drivers may not care much about, and which ones they do care about.

5. Benefits Packages

Along with salary, benefits packages are a strong determinant of job satisfaction. Health insurance, vision and dental packages are the norm, but what else could companies be offering their drivers to differentiate from competitors?

Ask drivers about their current insurance packages, and how satisfied they are with them. Which other features and options would they like to have in those packages?

Some companies automatically enroll employees in retirement plans, while others ask drivers for their preferences. Some drivers may not want to choose and wouldn’t mind their employers choosing for them. Other drivers would rather have their spouse or partners choose and offload the decision to them. Asking drivers about how and why they’d like to make those decisions, and working around their preferences, will increase overall satisfaction with the process.

6. Company Culture and Values

This may be one of the most overlooked important factors in driver job satisfaction. In addition to the dispatchers, drivers will be in contact with dozens of other company representatives. How well are those individuals treating the drivers?

One of the most common complaints drivers have is that they are not felt respected. While top management of the company may strive for certain values, this may not percolate throughout the organization.

Each employee must implement and realize a company’s culture, otherwise they just become words and not actions. In a recent Drive My Way survey of drivers, the majority of recipients responded that they do not feel valued. Ask your drivers how valued they feel and how management can ensure that everyone in the organization is treating drivers with respect. Remember that if drivers don’t feel valued, they wouldn’t recommend that company to others.

There are a dozen other questions one could ask in a driver survey, but here are some of the basics. Other surveys can also gauge a driver’s sense of meaning, autonomy, and purpose. First though, ask questions about basic driver preferences to get a rough sketch of satisfaction and potential changes.

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Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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4 Tips for Recruiting Truck Drivers

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recruit-truck-drivers

Given the shortage of drivers currently facing the truck industry, there’s a constant need to keep recruiting truck drivers. Hiring, training, and retaining drivers over the long-term is crucially important. At the end of the day, it all begins with recruitment of the right candidates.

If you can’t attract talent and recruit them into the organization, you won’t be able to even think about retaining them to meet the demands of the market. These four tips will help you improve truck driver recruiting.

1. Make your Marketing Driver-centric

Remember that drivers are going to find information about prospective companies and fleets on the regular marketing channels. So, good recruitment actually begins with good marketing presence and carefully curated content.

What kinds of content currently exists on the company website and Facebook page? If it is only information about how successful the company is, it won’t be of much use to a prospective employee. Ideally, much of your content is also driver-centric—that is, it details what kinds of benefits the drivers can get from that company.

Ultimately, a driver wants to know that the company will treat their drivers with care and provide the benefits they are looking for.

Highlight any wellness programs and culture initiatives that differentiate your company from the rest of the competition. Clearly provide information on schedules, work-life balance, fleet amenities and the rest.

The best marketing also includes testimonials from current drivers who have been satisfied with the experience so far. When designing the content, remember the drivers will always ask, “what can they do for me?” Making your marketing driver-centric will ensure that you provide an excellent answer to that question and will form a strong impression in their minds

2. Target the Right Audience

Before you start moving prospective drivers through the recruiting pipeline, you must make sure you’ve selected the right pool of candidates for the job.

Many driving fleets will have very specific needs and requirements that not all candidates would be ideal for. Targeting the precise segment of candidates can make the process more efficient and effective.

With the aid of databases, you can select drivers based on driver type, years of experience, haul experience, geographical location, or other factors. Focusing on any one of these particular segments ahead of time will save you time and energy as a recruiter. It also increases overall effectiveness of converted drivers. Not optimizing this part of the process means you’ll spend potentially hours chasing leads which were never well-suited for that particular fleet or job.

If you don’t have data on prospective drivers, Drive My Way can help you target the specific segment of drivers needed for your particular situation.

3. Use the Latest Digital Recruiting Methods

Use the latest and smartest, strategies to attract and recruit the talent you’re looking for. Social media is growing as a tool and drivers use these platforms to research companies, read comments, and evaluate employers. When viewers like, follow, share, or comment on your content, it can increase the audience exponentially.

Making sure you’re advertising job postings on social media isn’t enough. Post engaging content on your platforms which drivers will want to view. In addition, search engine optimization of your content will ensure that your website is receiving as much traffic as possible.

Use software such as Google Analytics or Google Keyword Planner to optimize your posts for trending phrases and words. Since drivers are on the road often, they’ll use their mobile devices instead of laptops to search for job leads.

Making the application process simple and easy will go a long way toward removing recruiting bottlenecks. Make sure that the applications are short and mobile-friendly.

Drivers will usually not have enough time to fill out long applications in one sitting. So make a shorter version with only basic information required, with the option to complete the remaining later.

Digital tools for recruitment and advertising are constantly improving, so keep and eye out for the latest and use your judgment on whether it would be useful.

4. Re-engage Old Leads

One unique challenge in the trucking industry is the unusually high turnover rate for drivers. This presents a difficulty for recruiters which isn’t faced in most other industries or sectors of the economy.

By re-engaging old leads and cold leads, recruiters can continually bring people into the pipeline even if they had dropped out before.

Many prospective drivers who were previously unavailable or chose to drive for a different fleet may be available soon. Leads and prospects that have gone cold or did not convert into driver status should not be forgotten. Instead, keep them in mind for the future.

While you don’t want to constantly pester them as to their status, you do want to make sure you follow up from time to time. Use drip marketing or engaging content on blogs, social media, or newsletters to stay connected with them and keep them in your radar. This leads to your fleet being fresh in their mind, and on their radar, when they’re considering a new employer.

While recruitment and HR management in the trucking industry presents unique difficulties, it also provides some opportunities through these tools and tricks. Master these four tips and recruiting truck drivers for your company will become less daunting.

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Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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Avoid These 4 Mistakes to Retain Women Truck Drivers

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retain women truck drivers

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. Implement these 4 ideas to attract and retain women truck drivers.

1. Offer Flexible Work Options

Employers are able to get their drivers home more often by offering more local opportunities or implementing software that enables smart route scheduling. This is especially attractive to women drivers who are seeking a position that offers more work-life balance.

2. Showcase Women in Recruiting Language and Imagery

In order to hire more women truck drivers, employers need to communicate this mission. When advertising trucking jobs, it’s important to remember to also feature women drivers in imagery. In addition, evolving the voice used for recruiting messaging will allow organizations to appeal to more women as well.

3. Offer Advancement Options for Women

Companies that have women in leadership roles will oftentimes attract more women truck drivers as they see firsthand that women are welcome and capable of advancing in the organization. In addition, organizations that implement programs that specifically focus on engaging and advancing women will see a better response in driver retention than organizations that do not.

4. Ask for Feedback From Women Drivers

Like all drivers, women truckers enjoy sharing their opinion about their level of job satisfaction and future outlook on their position. Therefore, companies that fall victim to not asking for feedback from their women drivers will miss the opportunity to know what’s working well and what needs to be improved.

Avoiding these 4 mistakes will help ensure that employers are evolving their company culture to embrace and support women truckers.

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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Bad Dispatchers Contribute to the Truck Driver Shortage

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Organizations across the country are rethinking their hiring and retention strategies for truck drivers. They are revamping benefit programs. Companies are making sure their compensation is competitive in the market. Fleets are putting bonus and incentive programs in place.

But what about taking a closer look at the relationship between dispatchers and drivers?

Truckers report that their relationship with their assigned dispatcher greatly contributes to their level of satisfaction with their job and with the trucking company. As an employer, here are some tips to keep in mind when evaluating dispatchers.

Train Dispatchers in the Trucking Industry

Some truck drivers are paired with a dispatcher who lacks industry experience and a clear understanding of the work. If the dispatcher and driver aren’t on the same page, there will be a disconnect, frustration, and oftentimes, quick turnover.

Some companies hire dispatchers who lack industry experience but know how to operate complicated dispatch software—allowing the company to pay them lower wages due to the level of experience.

Instead of throwing them to the wolves, companies need to make sure the dispatcher is fully trained before working with truckers. The dispatcher needs to get to know the drivers, understand the work, and feel confident about the industry before jumping in.

Ensure Dispatchers Are Honest with Their Drivers

Dispatchers with a lack of industry experience sometimes make claims to truck drivers that stretch the truth. Some of these statements could include:

  • I’ll definitely get you home this weekend
  • Your load will be waiting for you when you get back
  • You have plenty of time to make this delivery

It is the company’s responsibility to monitor these conversations in order to quickly correct false statements and ensure a good-standing relationship between the dispatcher and driver. The dispatcher is oftentimes the driver’s main point of contact at the organization, so if the dispatcher isn’t being truthful, the company will quickly earn a bad reputation.

Encourage Dispatchers to Share Driver Feedback

If a driver shares unsatisfied feedback with a dispatcher regarding their job, it is the dispatcher’s responsibility to share that feedback with the organization.

To encourage this, companies need to have frequent conversations with dispatchers to ensure they have a current pulse on driver satisfaction and areas of improvement.

This will reduce drivers feeling unheard and will improve communication across the organization as a whole. In turn, dispatchers can also share areas of improvement for drivers, and this can be used for driver incentive programs.

Overall, companies need to consistently evaluate the quality of their dispatchers. The relationships between drivers and dispatchers should be consistently evaluated and improved.

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Hiring More Drivers Won’t Fix the Truck Driver Shortage

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truck driver shortage

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. It will likely continue to increase and is estimated to reach 175,000 by 2024.

To deal with this overwhelming truck driver shortage, some companies believe that they simply need to hire more drivers before other companies do. Unfortunately, this is a small band-aid on a much larger issue. Here are two reasons why fixing the truck driver shortage will take much more than just hiring more truck drivers.

1. Drivers and Employers Aren’t on the Same Page

There are not enough drivers to go around. But, there is also not enough time in the day for companies to find qualified drivers for their jobs. Day after day, recruiters face the process of sorting through the weeds to find drivers that meet their requirements. An overwhelming 88% of fleets report that most applicants are simply not a fit for their jobs.

This results in time wasted on both sides. Drivers are frustrated because they can’t find a company that meets their professional qualifications and personal lifestyle preferences. Employers are frustrated that they can’t find drivers that meet their needs.

fix-truck-driver-shortage

To spend less time searching for qualified drivers, employers need to make sure their job descriptions are accurate and optimized for their ideal driver. Exaggerating pay, benefits, or home time only results in retention issues and a damaged company reputation. Consider including driver testimonials, offering a driver referral bonus, or utilizing digital marketing to reach a broader audience. Each of these ideas can help increase the number of potential candidates that match the company’s ideal driver target market.

2. Employers are Focusing on Hiring, Not Retaining

Some employers have figured out how to attract qualified drivers for their jobs, but retaining them is another story. In this market, employers who offer great benefit packages, competitive pay structures, and performance incentives see a better long-term retention rate for drivers than companies who are just average.

However, aside from the pay and benefits, drivers also want to work for companies who treat them with respect, offer challenging and meaningful work, value their efforts, and find a way to get them home with their families more.

In other words, retaining qualified drivers in this market requires companies to consistently and creatively implement ideas to make sure their drivers are happy and engaged with their work.

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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