Partnering for Success: How Drive My Way Helps Trucking Companies Thrive in Challenging Times 

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The trucking industry is the lifeblood of the global economy, transporting essential goods and materials across vast distances to meet consumers. However, in recent years, trucking companies have encountered a perfect storm of challenges that have pushed their resilience and adaptability to the limit. From a chronic shortage of qualified drivers to the ever-shifting sands of market demand and the specter of economic uncertainty, the industry has had to navigate a treacherous landscape. In such trying times, forging strategic partnerships and embracing innovation have become the keys to not just surviving, but thriving. 

 

With the American Trucking Associations (ATA) projecting a staggering driver shortage of over 82,000 for 2024, the lack of drivers has become an existential threat for many trucking companies. An aging workforce, high turnover rates, and waning interest from younger generations have combined to create a dearth of qualified drivers, igniting fierce competition for the limited pool of available talent. This scarcity drives up costs and puts immense pressure on operations, forcing companies to adapt and innovate to survive. 

 

Compounding the driver shortage, shifting market demands and evolving customer expectations keep trucking companies on their toes. The meteoric rise of e-commerce has reshaped the transportation landscape, demanding faster, more flexible, and cost-effective delivery. Trucking companies must navigate this new paradigm while also grappling with the ever-present specter of economic uncertainty. The cyclical nature of the business means that companies must always be prepared for the inevitable downturns and market volatility that can squeeze their bottom line. 

 

In the face of these challenges, forward-thinking trucking companies are turning to innovative, technology-driven solutions like Drive My Way to attract and retain qualified, local drivers. Drive My Way leverages advanced algorithms and deep industry expertise to match trucking companies with in-market drivers who are the right fit for their specific needs. By prioritizing quality matching from the outset, these solutions increase the likelihood of long-term retention, minimizing the costs associated with high turnover rates. 

 

This emphasis on finding the right driver-company fit is especially crucial during times of economic turbulence, as it allows trucking companies to focus their resources on other critical areas of their business, rather than constantly struggling to fill open positions. As the industry navigates the uncertain road ahead, those who embrace innovation, adaptability, and a commitment to their workforce will be best positioned to weather the storms and emerge stronger on the other side. 

 

Real-world success stories underscore the transformative impact of strategic partnerships and innovation in helping trucking companies thrive. CEVA Logistics, a leading provider of first and final mile deliveries, partnered with Drive My Way to fill a range of final mile delivery driver positions across the United States. Through a tailored solution and seamless integration with their existing TenStreet system, Drive My Way helped CEVA Logistics streamline their hiring process, resulting in an average of 30 independent contractors per quarter at a cost per hire of just $747. This partnership allowed CEVA Logistics to reduce costs, drive innovation, and generate high-quality leads for their final mile delivery driver positions. 

 

Similarly, Platform Waste Solutions, a pioneering waste management company focused on sustainability, turned to Drive My Way to meet their growing need for Local CDL A and B waste transportation drivers in key markets throughout the southern United States. Drive My Way developed a custom hiring solution carefully tailored to their specific job requirements and geographic footprint. This collaboration helped Platform Waste Solutions achieve their lowest number of open job positions in a long time. In just six months, they hired 18 drivers at a cost per hire of only $557, underscoring the effectiveness of the partnership in reaching critical hiring goals and securing pre-qualified leads at a reduced cost. 

 

The trucking industry is navigating a gauntlet of challenges that demand ingenuity, collaboration, innovation, and resilience. From the unrelenting driver shortage to the ebb and flow of market demand and the ever-present specter of economic uncertainty, trucking companies must be nimble and proactive to stay ahead of the curve. By forging strategic partnerships with companies like Drive My Way and embracing innovative solutions, trucking companies can tap into the tools, expertise, and support they need to thrive in even the most challenging of times. As the industry continues to evolve at a breakneck pace, those who prioritize collaboration and adaptability will be in the driver’s seat, poised to steer their businesses towards a brighter future. 

Key Insights from our Latest Driver Happiness Report: What Every Trucking Company Should Know 

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 In the fast-paced world of the trucking industry, driver happiness can either be your company’s greatest asset or its biggest roadblock. At Drive My Way, we recognize the crucial role that driver satisfaction plays in keeping your business running smoothly. That’s why we put our expertise to work and conducted the 2023 CDL Truck Driver Job Happiness Report, reaching out to over 500 CDL drivers nationwide to gain a deeper understanding of what makes them happy in their careers and lives. 

 

Our recently released report is brimming with fascinating trends and key findings that every trucking company should have on their radar. By taking these insights to heart and proactively addressing them, you can boost driver retention, enhance your recruitment strategies, and keep your company moving forward in this competitive industry. So, buckle up and get ready to explore the world of driver happiness – your company’s success depends on it.  

 

Overall Driver Happiness Has Declined  

One of the most significant findings from our report is that overall driver happiness has dropped slightly since 2019. In 2023, only 51% of surveyed drivers reported being happy with their job, compared to 54% in 2019. This decline in happiness was more pronounced among younger and less experienced drivers, with those having less than eight years of experience reporting the biggest drop in satisfaction. 

 

This trend highlights the need for trucking companies to focus on driver satisfaction, particularly among newer and younger drivers.  

New Drivers Need More Support 

Our report also revealed that drivers with 1-2 years of experience reported significantly lower happiness levels than any other segment, with only 44% saying they were happy in their current role. Moreover, three out of four drivers in this group reported actively looking for other jobs. The primary reason for this dissatisfaction? A lack of information and support. 

 

Only 40% of drivers with 1-2 years of experience felt they had the information they needed to be successful in their roles. This finding underscores the importance of providing comprehensive training, ongoing support, and clear communication to new drivers, even after their initial orientation period. By investing in the success of new drivers, companies can improve retention and build a stronger, more loyal workforce. 

 

Happy Drivers Are More Likely to Stay and Refer Others 

Our report confirmed that driver happiness is closely linked to retention and referrals. Happy drivers are three times more likely to refer others to their employer than unhappy drivers, and they are also more likely to express a desire to stay with their company for the long term. 

 

However, our findings also revealed that even happy drivers are nearly twice as likely to look for a new job compared to 2019. This trend suggests that in today’s competitive job market, simply keeping drivers happy may not be enough to guarantee retention. Companies must go above and beyond to demonstrate their commitment to driver satisfaction and well-being, offering competitive compensation, benefits, and a positive work environment. 

 

Communication and Listening Are Key 

When asked about the one change their current employer could make to increase job happiness, drivers highlighted several factors, including better compensation, improved benefits, and more consistent work schedules. However, one factor stood out as particularly important for certain groups of drivers: better communication and listening from management. 

 

Our report found that female drivers and those with less than two years of experience were twice as likely to cite better communication and listening as the key to improving their job happiness. This finding emphasizes the need for trucking companies to prioritize open, transparent communication with their drivers, especially those who may be more vulnerable to dissatisfaction and turnover. 

 

Adapting to Driver Preferences in Recruitment 

In addition to insights on driver happiness, our report also shed light on how drivers prefer to learn about new job opportunities and communicate with recruiters. The top three sources for job information were general job boards (46%), online searches (42%), and word-of-mouth referrals from other drivers (33%). 

 

When it comes to communicating with recruiters, drivers expressed a preference for communication via email (32%), followed by phone (32%), face-to-face interactions (19%), and SMS (16%). These preferences varied somewhat based on factors such as age, gender, and years of experience, highlighting the importance of tailoring recruitment strategies to different driver segments. 

 

By understanding and adapting to these communication preferences, trucking companies can more effectively reach and engage potential hires, ultimately improving their recruitment efforts and attracting top talent to their organization. 

 

  

The 2023 CDL Truck Driver Job Happiness Report is your roadmap to navigating the complex world of driver satisfaction. By diving into these valuable insights and taking action to address the factors that contribute to driver happiness, you can create a work environment that not only supports your drivers but also fuels your company’s success. Imagine a future where your drivers are more content, your retention rates are sky-high, and your recruitment efforts are the envy of the industry. You can read the full report here: Full Report

 

At Drive My Way, we’re not just along for the ride – we’re here to help you steer your company towards a brighter future. By keeping our finger on the pulse of CDL drivers’ evolving needs and preferences, we work hand in hand with trucking companies like yours to build a stronger, more resilient industry that benefits everyone involved.  

How to be Proactive During the Driver Shortage

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How to be Proactive During the Driver Shortage

In today’s highly competitive market, transportation companies often face an uphill battle when it comes to recruiting and retaining qualified drivers.  

 

The ongoing driver shortage has been especially impactful on traditional recruiting methods, amid a post-pandemic oversupply of carriers and record high turnover rates.  

 

With the American Trucking Associations (ATA) projecting a driver shortage of over 82,000 for 2024, it’s important for carriers to be proactive and embrace modern recruiting solutions in order to stay ahead of the curve and remain competitive in this evolving industry.  

 

What’s Causing the Shortage? 

In a constantly expanding economy, some might wonder how there is still a truck driver shortage, especially amid a serious freight recession.  

 

While there currently are more carriers than available freight, industry experts worry about the shifting demographics of the trucking workforce as less younger people enter the field and more drivers age out and retire.  

 

The trucking industry has also historically struggled to attract female drivers and other members of underrepresented communities due to a lack of accommodation, safety measures, and support. This disparity continues to limit industry growth and development, despite increasing representation in leadership roles.  

 

At the same time, many drivers have left the field entirely, reporting low pay, insufficient benefits, and a challenging work/life balance. In fact, the transportation industry has lost 6% of its workers since the pandemic, and experts are expecting a shortage of 160,000 drivers by 2030.  

 

Prioritize Retention  

The best strategy to safeguard against the ongoing shortage is to retain the drivers you already have by demonstrating your commitment to their needs. By offering competitive pay and comprehensive benefits, you can create a positive work environment that attracts top talent and decreases turnover rates.  

 

Many drivers leave positions due to feeling underappreciated and unmotivated, which can make your carrier stand out by providing performance-based incentives and opportunities for bonuses such as referral programs, anniversary gifts, or driver-of-the-quarter awards.  

 

It is also important to enhance onboarding processes and prove to your drivers that you’ll be supporting them from the initial interview to their first day behind the wheel and beyond. Implementing frequent touchpoints throughout the hiring process improves communication and allows drivers to become more quickly integrated with existing company culture.  

 

Route optimization software and digital freight matching platforms can also improve the driver experience and even save your company money in the long run. By leveraging modern technology you can reduce down time between loads, create more efficient runs, and make your job offering more attractive.  

 

Diversify Your Selection Pool  

Another proactive strategy is to broaden the scope of your candidate selection pool. By reaching a larger and more diverse audience of differing ages, backgrounds, and experience levels, your company can ensure a steady influx of skilled drivers despite the challenges posed by the ongoing shortage.  

 

Meet drivers where they’re at by posting to a variety of online job boards and social media platforms. Innovative recruiting technology, including AI-driven applicant tracking systems and intelligent driver match technology, such as Drive My Way can make it easier to reach wide audiences and achieve better alignment between drivers and carriers.  

 

It is also beneficial to promote inclusivity by providing opportunities that support members of underrepresented communities in trucking, including women and people of color. These groups can be an untapped resource when looking for new drivers, so consider partnering with important organizations such as Women in Trucking or create a culture of support and acceptance through mentorship programs and training.  

 

Invest in the Future 

Sometimes, the best advice to overcome current setbacks is to set your sights on the future.  

 

By providing educational opportunities for your drivers, such as subsidies that cover the cost of obtaining a commercial driver’s license or other essential training, carriers can attract more candidates that might otherwise have been deemed unqualified.  

 

Partnerships with driving schools are another way to establish a direct pipeline of trained and qualified candidates while demonstrating your commitment to driver education. Hiring recent CDL graduates can also help build a strong foundation of drivers that will benefit your fleet as more seasoned drivers begin to retire.  

 

If your company isn’t currently hiring but you’re worried about experiencing future effects of the shortage, a driver waitlist could be the right solution. With this strategy, you can make offers to qualified drivers, but extend their start date out by as much as three months. Driver waitlists can help recruiting departments run more smoothly while ensuring a steady pipeline of potential hires for when positions become available.  

 

The truck driver shortage has already had a large impact on both carriers and drivers alike, making hiring more difficult while placing a larger demand on all drivers remaining in their positions. However, these strategies can alleviate some of the burden currently felt in all corners of the transportation industry.  

 

For more information on industry trends and how to stay ahead of the curve when recruiting and retaining quality drivers, head to our Employer Blog or connect with us on social media.  

 

Hiring Drivers? Read These 5 Important Tips to Set Realistic Recruiting Goals 

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Recruiting truck drivers can be tricky. With the ongoing driver and freight shortages, coupled with evolving hiring practices industry wide, it is important to have clear standards and policies that follow realistic and measurable recruiting goals.  

 

Every company has different hiring practices depending on fleet size and capability, so setting realistic recruiting goals is an important step for your company to find top talent who are the right fit for the job. Keep reading to find out Drive My Way’s 5 tips to set realistic recruiting goals that will take you from hiring to onboarding in no time.  

 

Understand and Define the Need 

How many drivers do you need? Do you know which drivers are necessary for each market? These are important questions to ask yourself when setting foundational goals in recruiting. If you set goals regarding how many drivers you need and the necessary qualifications, you will be able to assess if your sourcing strategy will provide enough candidates that fit the criteria needed for your company. This is why it is essential to know where potential candidates are looking for jobs or industry updates.  

 

It’s also important to understand why the opening exists to be able to create hiring goals. If a driver is retiring, how far in advance should you be looking for a replacement? If you’re anticipating growth within your company, how should this reflect in your hiring practices? Defining your company’s demand is an important step to creating specific and attainable recruiting goals.  

 

Set Goals on a Timeline 

Setting goals is a key part of working ahead of time and being prepared. The hiring process can take a lot longer than you anticipate. Background checks and drug clearing house processing alone can add days or weeks. Allotting extra time and being flexible when creating will help you remain on track and still be able to measure your success.  

 

Even with goals set, you should still start ahead. Strike up connections with potential candidates, even if the time isn’t right yet. You’ll thank yourself later for being proactive now, by networking with drivers who could be a fit down the road.  

 

Establish Clearly Defined Minimum Qualifications  

Save yourself time and money by setting recruiting standards specific to your company. Well defined hiring criteria will ensure that every candidate meets the basic requirements, so you can spend more time with these candidates to eventually find the perfect match. It’s also important to be up front about your minimum qualifications. For example, if your company requires hair-follicle drug testing and you mention this on the job posting, candidates may self-select out and save you both in the long term. 

 

You also can’t have unrealistic expectations for applicants. You might prefer drivers to fill out an extensive application, but in today’s competitive market, drivers tend to not fully complete applications until all their questions have been answered. Be sure to make job listings mobile-friendly, and don’t be afraid to reach out to candidates with partially completed applications or you could lose top talent by setting unattainable goals.  

 

Provide Goals with Incentives for Recruiters 

Providing recruiters with incentives is a smart move to encourage high hiring rates and team morale while achieving your recruitment goals. When doing this, it is also important to make sure to have goals measuring quality metrics and not just hiring volume.  

 

As potential candidates progress through the phases of the hiring process (sourcing, screening, interview and selection, background check, offer and acceptance, orientation and training), it is important to measure your conversion rates through each of these phases to ensure efficient and effective practices. Providing incentives for recruiters successfully bringing candidates through this process will help you achieve your goals while keeping your team invested in the company.  

 

Set Goals From Recruiting to Orientation  

You have to look at the total candidate experience. As a recruiter, the job isn’t finished until the driver has officially started, and retention is a key measurement of recruiter success. To improve retention rates, hold the recruiter accountable for not just hiring the driver, but also for retaining them. By setting goals and providing incentives along each stage of the hiring process, your recruiters will ensure that they will create an open channel of communication with the candidate that should exist even after they’ve been hired. 

 

Metrics like volume of candidates attending an orientation, the speed of the process, and the amount of support they receive along the way are important markers to monitor and adjust when creating recruitment strategies.  

  

Setting goals for driver recruitment can help you achieve the results your company is looking for, but it’s important to keep one more thing in mind. Every step of the recruitment process should be measurable and able to be evaluated at any time. This means that recruiters should do a good job at marking where candidates are in the process, and management should organize and remain up to date on qualitative and quantitative results.  

 

Here at Drive My Way we’re always looking to learn more about the best recruiting processes and hiring strategies. If you have any ideas for us, please reach out on our  social media so we can continue learning!  

Pros and Cons of Lowering the CDL Driver Age Requirement

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cdl age requirementFrom shipping delays to empty shelves and rising prices in supermarkets, the effects of the truck driver shortage can be felt all across the country. Carriers and advocates have tried a number of ways to get more drivers into the industry. From raising pay to letting pets ride in the cab, a lot of different perks have been offered to get people interested in a career in trucking. 

Probably the most controversial response to the driver shortage has been to lower the age requirement to cross state lines in a CMV to 18. As of right now, drivers can get their CDL at 18, but can’t go interstate until they turn 21. This leaves most CDL trucking driving jobs to drivers 21 or older. 

Advocates say opening up this new age demographic to trucking will help alleviate effects of the driver shortage and get the industry moving in the right direction again. Opponents say that the safety risks associated with lowering the interstate CDL age requirement aren’t worth the potential benefits. Here’s everything you need to know about the age requirement debate for interstate truckers. 

What’s the Latest News?

Back in September of 2020, the Federal Motor Carrier Safety Administration (FMCSA) proposed a program that would allow 18–20-year old’s to operate a CMV across state lines. Nothing happened at the time, but the program was eventually picked up as part of the Bipartisan Infrastructure Bill that was passed in November of 2021.  

This program is officially called the Safe Driver Apprenticeship Pilot Program (SDAP). The program will be in place for 3 years, almost as a test run. After that, the FMCSA will publish their findings and let congress know whether they endorse it becoming law. As of right now, there’s no information on when carriers can start applying to be a part of the SDAP, but the FMCSA said they’ll post an announcement on their website when that happens. 

Cons to Lowering the Interstate CDL Age

The biggest and most obvious criticism of lowering the CDL age are the safety concerns associated with letting teenagers get behind the wheel of a 15-ton semi-truck. Teenagers are 3 times more likely to get into a crash than drivers over the age of 20. When you combine that statistic with the increased difficulty of driving a CMV, it’s easy to see why some are skeptical of lowering the CDL age. Also, some feel that lowering the CDL age requirement is just a way to avoid the bigger problems facing the trucking industry right now, such as low driver pay. 

Another issue that’s not considered a lot of the time with lowering the interstate CDL age is insurance. We spoke with Jeff Ice, Retired Managing Director with Risk Strategies Transportation about what this change will mean for the insurance industry and carrier’s policies.

“I don’t see the insurance industry modifying the underwriting requirement of a 21 year old minimum age for CDL or even non-CDL drivers. Actually, most insurance carriers have a 23-25 year old requirement and I don’t see them backing off that. So yes it’s a conundrum. Driver shortage vs. insurance experience/requirements. With the expanding use of real time fleet telematics, maybe this change will make a positive impact on the industry years down the road, but in the near term, I just don’t see the insurance industry backing down,” shared Jeff. 

Also, some drivers fear that if the CDL age gets lowered, so will their wages. 18–20-year-old drivers earn much less on average than older workers and are more likely to take lower offers from trucking companies. This will put older drivers who have made considerable gains in pay over the last few years in a tough spot. 

Pros to Lowering the Interstate CDL Age?

When we think of lowering the CDL age, we might think of freshly 18 year old drivers who have never been in a truck before, hopping on the highway. In the majority of instances, this won’t be the case. To address safety concerns, the pilot program institutes a mandatory 400 probationary period where any driver 18-20 must have an experienced driver in the passenger seat at all times. An experienced driver is defined as any driver who is 26 or over, has at least 5 years of CMV driving experience, been driving for the last two years, and has had no preventable accidents or pointed moving violations. 

Lindsey Trent, President and Co-Founder of the Next Generation in Trucking Association had this to say on the topic of training young drivers and the associated insurance issues.

“It’s going to be a process. There are companies that will allow a carrier to insure an 18-20 year old driver, but they’ll obviously have to pay more for that policy. If we can train a young person to be an exceptional driver and put them through a longer training process, we’ll eventually get those statistics in with the Safe Driver Apprenticeship Program. We’ll get answers to questions like, “Are these 18-20 year old drivers just as safe as a 26 year old who has their CDL,” shared Lindsey. 

Also, there’s already a number of young drivers out there who are already driving CMVs. In all 50 states, any person 18 or over can get their CDL A or B; they just can’t travel across state lines. Couple that with the SDAP only allowing 3,000 apprentices in the program at one time and you can see that many of the safety concerns have been addressed. 

18-20 is a very important age range, when many people choose the careers that they’ll be in for the rest of their lives. This is one benefit to lowering the interstate CDL age. The industry will be reaching young people at that critical time in their lives. For an industry that needs to get younger, lowering the CDL age seems like a no brainer. 

Whether you’re for or against lowering the CDL age requirement, as of right now, it’s happening. Even if it’s just on a small-scale test basis, we’ll soon see 18-year old’s out on the highway delivering freight. Only time will tell whether or not the concerns will outweigh the positive effect this change may have on the industry. 

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How to Combat the Trucking Shortage

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truck driver shortage
Anyone who has been in trucking for even a few years is no stranger to the trucking shortage. This phenomenon has been growing for several years, and despite the unexpected twists of the past year, the truck driver shortage continues. As a single company, there is little you can do to change the overall industry conditions. However, there are ways to combat the trucking shortage in your own fleet.

Overview of the Driver Shortage

The current trucking shortage is a combination of several intersecting factors. First, there are still limited numbers of drivers entering the trucking field. This has been an ongoing trend for several years, and the industry as a whole has struggled to recruit and retain millennials and younger drivers. Second, the FMCSA’s Clearinghouse is in full effect. The Clearinghouse cleaned driver databases and removed tens of thousands of drivers who did not pass the drug and alcohol screening. The majority of these drivers have not taken steps to re-enter trucking. Both the lack of young drivers and the decrease as a result of the Clearinghouse were relatively expected influences. COVID-19 has added several additional challenges. 

When COVID-19 hit the trucking industry, there was a wide range of consequences depending on the company and haul type. For some, demand spiked overnight, and hiring drivers immediately was the biggest challenge. For other companies, business dried up, and they may have laid off drivers to keep the business afloat.

As we move through 2021, there continues to be mismatched supply and demand within different trucking niches.

In addition, drivers who were laid off have likely been collecting unemployment benefits. With the additional stipend provided by many states, some drivers are getting a good payout and are not incentivized to return to their driving jobs. The increased federal aid for unemployment is set to run through September 7, 2021, but many states intend to reduce unemployment benefits sooner. This may help reduce the trucking shortage, but fleets will still be contending with the other ongoing challenges. 

An Inside Look at the Shortage

The combination of factors mentioned above meant that it’s a driver’s market right now. Top drivers have their pick of jobs, and companies must have compelling offerings to attract drivers to their fleet. 

Drive My Way’s CEO, Beth Potratz, has deep expertise in HR and the trucking industry. She shared these insights on the ongoing driver shortage.

Beth Potratz

Beth Potratz, CEO of Drive My Way

“In the industry, there has been a stark decline in drivers searching for jobs, advertisement cost per lead is at an all-time high, and the average cost per hire has increased 41% higher month over month. ​

With local jobs aside, results with Drive My Way are consistent with the trends. Throwing more money at advertising will not fix the problem. Focus on the quality of your offering: pay, home time flexibility, and equipment quality. ​

The critical thing is that with fewer drivers looking for a job, those that connect first will win. It’s vital that you aggressively make a timely connection with drivers that express interest. Other recruiters are trying to reach them as well. Make those that express interest and who have completed a full app a priority.”

There is no single solution to becoming a top recruiting company, but successful hires start with an appealing job offer and a driver-centric culture. Optimize your offerings to bring in quality drivers that are right for your fleet.

How To Combat the Driver Shortage

Improve Your Job Offering

Because demand for drivers is high and supply is low, drivers can be particular and choose from top companies. Attracting drivers has to start with a top offering. At a minimum, your total compensation package – pay, home time, and benefits – should be at or above the industry average for that job type and region. If you offer a significant sign-on bonus, make sure that the rest of your package is also strong. The majority of drivers prefer higher pay to a large initial bonus and may be skeptical if the bonus is too big. Historically, some companies withhold pay in job advertisements to stay competitive with drivers. With demand for drivers as high as it is, that is a luxury that no company can afford. Drivers are looking for the best offer. Bring something valuable to the table, and make sure drivers are clear on your offer. 

Your total compensation package – pay, home time, and benefits – should be at or above the industry average. If you offer a significant sign-on bonus, make sure that the rest of your package is also strong.

In addition to a compelling compensation package, it’s important to clearly communicate the job description. The best job descriptions are specific and transparent. Drivers want to know what they’re getting into, and they don’t want surprises down the road. Make sure the most important details stand out, and use clear, concise language and formatting to convey the information. A well-written job description tells drivers that you are organized and understand their priorities.

Fine Tune Your Recruiting

A good job description may bring drivers in the door, but it’s up to recruiters to keep drivers interested. When a driver expresses interest in a position, it’s important to contact drivers quickly. That may mean changing staff hours to include shifts that are outside of the typical 9AM to 5PM. When demand for drivers is so high, even a few hours can be the difference in making the hire. If you have a top driver who is unsure about the position, put them in touch with a current driver. This demonstrates your trust in your drivers and is a clear commitment to transparency and company culture. If the compensation package is strong, one good conversation may be enough to convince a driver that you are the right fit.

female trucker

If drivers are not responding to your digital advertisements and marketing efforts, expand your candidate pool and evaluate your minimum qualifications. Reach out to underrepresented driver groups such as women, drivers of color, and young drivers. There are many great employees out there who you may be missing because your ads are not in the right places.

Another opportunity to bolster driver interest is through referral programs. Offer incentives (financial or otherwise) to current drivers who bring in new candidates. To incentivize driver retention, offer the referral bonus to your current driver after the new driver has stayed for 90 days or a similar trial period. Expanded marketing efforts and referral programs are a great way to help combat the truck driver shortage. 

Retain Current Drivers

One of the best ways to combat the effects of the trucking shortage in your fleet is to reduce the number of new drivers you need. Retention is just as important as recruiting. Start your retention efforts in the structure of your jobs. For example, if you are planning to give bonuses, reward longevity and performance over time rather than a hiring bonus. In addition, make sure your current drivers feel valued. Appreciation can come as a financial incentive, but you can also use home time, company or truck gear, or recognition to show drivers they matter. 

truck on the roadThe final, but perhaps most important, retention strategy comes from driver input. Drivers have years of valuable experience, and if they stay with your company for a long time, there’s a reason. Find those drivers who have stayed loyal, and ask why they stay. Then, amplify the things you are doing well! Many people focus on eliminating problems to improve retention, but it can be similarly effective to increase positive aspects of the job.

Ultimately, one company won’t resolve an industry-wide truck driver shortage. Instead, do your best to get clear, compelling, and concise job postings in front of the right drivers. Then, respond quickly to top candidates to make the hire. For current drivers, ensure that your HR structure supports driver retention so you can keep the good drivers you already have. 

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4 Mistakes to Avoid on Truck Driver Job Board Websites

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There’s a multitude of choices out there for CDL drivers when it comes to searching for a new truck driving job. Jobs are being advertised every day in truck stops and magazines. Add to that the barrage of emails, text messages, and phone calls drivers get daily, the messaging can become overwhelming. And definitely confusing.

An employer’s goal should be to get their job posting in front of drivers in a marketplace once the driver is ready to receive it, and where the driver is comfortable giving out their personal information to connect. Truck drivers should trust that the job board will help find the best matches for the specific type of job they want. But that doesn’t always happen. Here are 4 pitfalls to know before using another truck driver job board website.

1. Quantity Over Quality

Many job boards pride themselves on the premise of “quantity over quality”. It’s all about the volume of leads. Carriers want to find pools of available drivers to fill their open jobs. But does more always mean better?

Some job boards claim to have thousands, hundreds of thousands, or even a million+ drivers. But if all of those “leads” don’t have anything to do with the types of jobs you’re seeking to fill, what difference does it make?

You’re going to still need to do a lot of work to sift through that pile of names to try and find someone who fits your needs. Focusing on quality over quantity has many benefits. Although the approach requires having a more methodical recruitment system, it can end up saving you time, money, and energy in the long-run.

2. Driver Privacy / Information Security

Hiring managers want more than just a name and phone number to start a conversation with a prospective driver. A completed DOT application is probably your ideal place to start. However, for drivers to feel comfortable providing more than some basic personal data, those drivers need to trust that their information is safe and secure and not going to be sent out or sold without their knowledge.

Job boards are notorious for sharing collected information with third-parties.

You should make sure you’re listing your jobs with reputable services so that drivers are willing to share more information with you prior to connecting with them. This helps ensure your search for a candidate starts off on the right foot.

3. Driver-Focused

Truck driver job boards often don’t have the drivers’ needs first. If the focus isn’t about what’s in it for the driver, the job postings on those boards might not get much traction if they don’t grab the driver’s attention and keep it.

Driver-centric recruiting techniques result in the most fruitful leads. When searching for job boards, be sure that they fit the drivers needs with the way they work and the way that they interact with them. Being mobile friendly, easy to use, and most importantly, speaking to drivers in a way they want to be spoken to, are things that make drivers feel like a particular truck driver job board is a good for them.

4. Qualified Matches

Truck drivers only decide to go looking for a new job when they no longer feel that their current job is meeting their needs. Those needs might be financial, driving preferences, work / life balance considerations, time away from home, or benefits related.

No matter what the reason, any good truck driver job board should know what the driver is looking for, as well as what the carrier needs are in order to produce a good match. A match that is qualified on each side’s preferences.

If you take a little bit more time up-front to be clear on what you’re looking for and what type of company the job is for, you can find yourself further down the hiring path faster, with the perfect candidate for your next hire.

If you’ve already spent too much time searching for truck driver job boards that you hope will find you great candidates to hire, we invite you to try something different and register with Drive My Way. We pride ourselves in standing out in the market, focusing on matching you with the right driver for your job instead of providing you with a giant list of “leads” that waste your time. If you’re ready to try something different and recruit for retention, schedule a demo of our platform today.

ultimate guide to truck driver recruiting

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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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.

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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7 Truck Driver Appreciation Ideas

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One of the biggest complaints from truck drivers is not about salary or benefits, but rather that they don’t feel appreciated by their fleets. Drivers want to feel like an integral part of the team, not just another number or a cog in the machine. National Truck Driver Appreciation Week in September is a great time to set aside and show drivers your appreciation, but it doesn’t have to stop there.

Driver appreciation can and should be a year-round activity. After all, appreciation is a key component of driver retention. So whether you’re a recruiter, dispatcher, fleet manager, or executive, take some time to show your drivers how much you and your company value them. Here are seven truck driver appreciation ideas you can use anytime.

1. Use Social Media

One of the simplest ways to show driver appreciation is by shout-outs on social media. Many fleets engage in these already and highlight different drivers individually. Make yours more meaningful by making the social media posts personalized to each driver. You can include the reasons why you think this driver is unique and special and has made an impact on the job and the company. Testimonials from other drivers and company leadership about their work will make the posts more unique. Photos are a must, but if you want to go the extra mile put together a quick one-minute video of gratitude.

2. Gift Giving

Gifts for truck drivers seem like an obvious choice to show appreciation but be careful as these can go horribly wrong. If you choose generic gifts or don’t put much thought or meaning behind the gift it can end up backfiring.

Just like Christmas gifts to extended family, the trick is to make each gift personalized to each driver.

Something that will help the everyday lives of truck drivers will also help them feel valued. For example, some drivers may be passionate about healthy eating options, so consider a crockpot or recipe book. Others may be interested in the latest tech, so Bluetooth headsets or XM radio would be good options. Gift cards are okay but find out what the driver’s favorite restaurants or stores are first.

3. Truck Servicing

Maintaining and cleaning the equipment is an essential part of the job for drivers. Arrange to wash windows or tires or find other simple ways to clean and service the trucks before the drivers can get to it. Leave a friendly note of your gratitude to surprise them. Even gift cards for truck servicing or cleaning will be appreciated. Don’t forget that a clean and well-maintained truck is a great marketing tool, and thus is a benefit to both driver and company. Drivers will also appreciate anything you can do to make sure the receiving company will be unloading the truck so that they don’t have to.

4. Thank You Notes

Sometimes the simplest ways of showing gratitude are the most effective. Hand-written thank you notes are a time-honored tradition of showing thanks all around the world. Make sure to make your notes personalized to each driver, highlighting their strengths and what makes them such a valuable part of the company. Having it signed by multiple people increases the impact. Ideally, a note like this could come directly from company leadership. Notes on special occasions like birthdays or workplace anniversaries are a must, but a surprise note out of nowhere is even more special.

If you want to go the extra mile, consider writing one note for the driver and a separate note to send to their families.

They are usually the ones behind the scenes supporting the drivers and sacrificing home time for the job, so a note to them will be much appreciated.

5. Treat Lunch

Another simple way to show your appreciation for drivers is to just cover a meal for them. Taking them out personally to lunch when they are in town will be something they will look forward to and boast about. Find out what some of their favorite restaurants are and let them know it is covered by the company. For greater impact, you can have company leadership cook and serve a meal for many drivers together all at once. Inquiring about favorite dishes or bringing your own homemade recipes adds a special touch. If you’re unable to schedule something to treat a driver to lunch, arrange for packed lunches for drivers to take on the road with them.

6. Giveaways

While the occasional small gift will be much appreciated, you can create some buzz and excitement about giveaways that fosters more engagement. This works best for larger and more expensive gifts. Usually, giveaways will be used for special events or occasions such as National Truck Driver Appreciation Week. That said, you can pleasantly surprise drivers by engaging in this at any time during the year. Drivers can enter into drawings to win prizes covered by the company, such as new tech or gadgets. Make sure to highlight the winners and encourage more people to enter the drawing next time. Giveaways can be a popular way to build some driver engagement.

7. Solicit Feedback and Send Encouragement

Drivers want to feel part of the team and that means listening to their feedback and acting on it. Nothing will make a driver feel more engaged in the company than seeing their suggestion implemented. Ask them to propose ideas for potential solutions to challenges faced on the job, and the appreciation will take care of itself.

Making feedback and encouragement a two-way dialogue will boost engagement and show your gratitude to drivers.

Inform your company’s leadership about accomplishments or efforts by individual drivers and copy the drivers on email. Texting or emailing drivers every once in a while also keeps morale high. Best of all is encouragement and appreciation which is publicly viewed and recognized.

As you may have noticed, most of these appreciation ideas are not objects or things. While gifts and tangible objects are nice, most people place greater value on more abstract acts of gratitude. Showing appreciation doesn’t have to be time or cost extensive and can be done at any time. Acts of appreciation should focus on showing drivers that you respect them and their contributions to the fleet. Showing truck driver appreciation establishes trust and respect and builds loyalty to your company.

Quick Guide to Truck Driver Appreciation

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Quick Guide to Truck Driver Appreciation

Truck driver recognition is a great way to show your drivers they are appreciated. This quick guide helps employers learn about truck driver appreciation and how to make drivers feel valued.

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6 Components To Include in a Driver Engagement Survey

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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.

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.

Get the Ebook