Matching Drivers to Your Freight: The Secret to Lower Turnover in F&B Trucking

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For food and beverage carriers, driver turnover is more than an HR issue. It can be a direct hit to service, sales, and profitability.  

 

With the physical demands of touch freight, specialized endorsements, and unconventional schedules, F&B trucking has some of the highest barriers to entry in the industry, making recruiting and retaining drivers a constant challenge. 

 

However, many carriers overlook one of the simplest solutions: matching the right driver to the right freight from the very start. When carriers align job realities with driver preferences and capabilities, turnover rates fall, job satisfaction rises, and the talent pipeline gets stronger. 

 

Keep reading to find out how matching drivers to freight can solve some of the toughest pain points in F&B trucking. 

 

The Physical Demands: Finding Drivers Who Can Handle Touch Freight 

F&B routes often require drivers to unload cases with dollies, climb stairs, and walk products into restaurants or retail stores. This level of physical activity can be a deal-breaker for many drivers, and a quick path to burnout if they weren’t prepared for it. 

 

When carriers are transparent about these requirements upfront and target candidates who are open to physical, hands-on work, they avoid hiring drivers who might quit after a week. Pre-screening for willingness to handle touch freight can help you narrow the applicant pool and ensure the drivers you hire are more likely to stay. 

 

Specialized Endorsements: Eliminating Qualification Bottlenecks 

Refrigerated trailers, bulk liquids, and certain specialty items require endorsements like a tanker or hazmat endorsement to transport food grade materials. Since fewer drivers carry these certifications, carriers often waste time interviewing candidates who won’t be able to move the freight. 

 

By matching job listings with drivers who already hold the required endorsements, you can cut down on delays, prevent idle equipment, and reduce missed delivery deadlines. It also positions your fleet as professional and organized, which are qualities that appeal to drivers who want to invest in a long-term career. 

 

Scheduling Realities: Reducing Mismatched Expectations 

F&B drivers often start their days at 2 or 3 a.m., deliver on weekends, or run through holidays. These schedules can be a deal-breaker for drivers seeking a more traditional work-life balance. 

 

Misaligned expectations around scheduling are one of the fastest ways to drive turnover. By capturing schedule preferences early and ensuring drivers know what the job entails, you can avoid mismatches that lead to no-shows and resignations.  

 

Urban, Multi-Stop Deliveries: Matching Route Experience with Skill Sets 

Delivering to congested urban centers with multiple stops requires a special set of skills, and lots of patience. Drivers who thrive on long-haul open-road work may struggle with city congestion and tight delivery windows. 

 

By identifying drivers who prefer local or regional work, who enjoy customer interaction, and who have prior experience in urban delivery, carriers set their fleets up for success. Drivers who are matched to routes that fit their strengths are less likely to churn and more likely to deliver consistent performance. 

 

Customer Service as a Hiring Priority 

In F&B trucking, drivers are more than freight movers. They are the face of your brand to restaurant managers, grocery clerks, and retail staff. Poor customer service at the delivery dock can damage relationships and even cost accounts. 

 

That’s why matching should also take customer service skills into account. Hiring drivers who are personable, communicative, and customer-oriented ensures positive interactions, fewer complaints, and stronger client relationships. 

 

Competing with “Easier” Driving Jobs 

One of the toughest challenges in F&B trucking is competing with jobs that offer comparable pay along with easier freight handling and more predictable schedules. Drivers often leave for these positions, viewing them as less strenuous than the demands of F&B work. 

 

Instead of fighting this reality, carriers can sharpen their recruiting efforts by clearly positioning F&B roles to the right audience. Advertising that emphasizes steady routes, consistent demand, and the chance to stay active on the job helps attract drivers who value those aspects.  

 

By tailoring job postings and outreach to drivers who are a natural fit for this work, you can strengthen retention and avoid wasting resources on mismatched candidates. 

 

Seasonal Spikes: Building a Proactive Talent Pipeline 

The F&B sector experiences some seasonal swings, such as seasonality by produce type, beverage spikes in summer, or holiday food demand towards the end of the year. Many carriers scramble to recruit drivers at the last minute, lowering candidate quality and hurting delivery performance. 

 

A better approach is maintaining an ongoing relationship with qualified drivers year-round. By keeping a warm pipeline of pre-matched candidates, carriers can ramp up quickly during peak demand without sacrificing quality. 

 

The Bottom Line: Matching Is Retention 

The cost of turnover in F&B trucking goes far beyond recruiting spend, it includes lost sales, disrupted customer relationships, and wasted training investments. Matching drivers to the right freight lays the foundation for stronger retention. 

 

By aligning drivers’ physical abilities, endorsements, scheduling preferences, route experience, and customer service skills with the realities of your freight, carriers can lower turnover, improve service, and build a more loyal workforce. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

Ways to Celebrate National Truck Driver Appreciation Week 

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Every September, the trucking industry takes a moment to recognize the backbone of freight transportation: professional truck drivers. 

 

This year, National Truck Driver Appreciation Week runs from September 14–20, providing a nationwide opportunity to recognize the hard work and dedication of professional truck drivers who keep America moving.  

 

With over 3.5 million professional drivers on the road, the impact of their work is felt in every corner of the economy, from grocery store shelves to construction sites. Yet the job is often demanding, isolating, and underappreciated.  

 

That’s why this week is not only about saying “thank you.” It is also a chance to strengthen driver relationships, boost morale, and show genuine respect for the people behind the wheel. The recognition you show during NTDAW can set the tone for year-round driver satisfaction and retention. 

 

Keep reading for 10 practical and heartfelt ways you can celebrate your drivers this September. 

 

Host an Appreciation Event 

Whether it is a cookout at your terminal, a catered lunch, or a grab-and-go breakfast for drivers coming off the road, food is a tried-and-true way to bring people together. Consider making it more personal by having managers and dispatch staff serve the meal.  

 

If you operate across multiple locations, consider coordinating simultaneous events so all drivers feel included. 

 

Give Thoughtful Gifts 

Branded items such as jackets, hats, and travel mugs can be appreciated, but consider adding a personal touch. Quality gear drivers can actually use, like durable work gloves or insulated coolers, shows you understand their daily needs. A handwritten note of thanks tucked in with the gift can add sincerity. 

 

Offer Bonuses or Extra Paid Time Off 

While small tokens are nice, tangible rewards often speak the loudest. A one-time bonus, gift card, or even an extra day of paid time off can go a long way in showing appreciation. Recognizing drivers’ contributions in a way that directly benefits them is always valued. 

 

Share Driver Spotlights on Social Media 

Highlight individual drivers on your company’s social media channels with a photo, brief biography, and a note about their accomplishments. This not only recognizes the driver internally, but also showcases your company’s culture and appreciation to customers, partners, and the public. 

 

Create a Recognition Wall 

If you have a central terminal or office, consider dedicating a wall or bulletin board to feature driver photos, milestones, and personal messages from coworkers. Drivers who are rarely in the office can still be included with a digital version sent by email or posted on your company’s communication system. 

 

Involve Families in the Celebration 

The demands of trucking often extend beyond the driver, impacting and involving their families as well. Invite spouses, children, or other loved ones to events or send them a thank-you letter recognizing their support. Family inclusion can make drivers feel even more valued and respected. 

 

Hold Prize Drawings 

Raffle off useful prizes such as GPS units, high-quality headsets, or fuel cards. Smaller giveaways like restaurant gift cards or truck stop vouchers can keep the fun going throughout the week. 

 

Provide Health and Wellness Perks 

Consider offering free or discounted health screenings, gym memberships, or vouchers for healthy meals on the road. Not only does this show appreciation, but it also supports drivers’ well-being in a demanding job. 

 

Feature Management Ride-Alongs 

Have executives or office staff spend a day riding along with a driver. This can be scheduled during NTDAW as both a symbolic gesture of appreciation and an opportunity for management to better understand the challenges of the road. 

 

Make it a Launchpad for Year-Round Recognition 

National Truck Driver Appreciation Week should be more than a one-time event. It’s important to use it as a springboard to create ongoing recognition programs. Monthly shoutouts, anniversary celebrations, and consistent communication can keep the momentum going long after September. 

 

Why It Matters 

Driver appreciation is not just about boosting morale for one week a year. When drivers feel valued, they are more likely to stay with their employer, take pride in their work, and maintain high safety and service standards. In an industry facing ongoing driver shortages, retention is critical.  

 

NTDAW is also an opportunity to connect with the public. The more customers and community members understand the vital role of truck drivers, the more respect and support the industry receives.  

 

Whether you make a big public gesture or focus on personal touches, what matters most is that your drivers know their hard work does not go unnoticed. It’s also important to remember that no two drivers are alike and what makes a driver feel recognized is a personal preference. While one driver might appreciate a public display of appreciation, another driver might prefer a private note. Please keep this in mind to make sure your celebration considers a variety of ways to show appreciation.  

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

How Drive My Way Helps Building Products Clients Find Specialized CDL Drivers

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In the building products industry, the right drivers are more than just operators. They’re skilled professionals who combine safe driving with specialized equipment handling, customer service, and physical delivery work.  

 

Finding these professionals, however, can be a challenge. Positions like CDL A and B straight-truck drivers, boom-truck operators, and yard spotters demand a unique mix of licensing, technical skills, and hands-on experience. 

 

Drive My Way offers an option for companies navigating these hiring needs. With a trucking-exclusive platform and experience in sourcing niche CDL talent, we connect employers with drivers who meet precise role requirements and are ready to bring their expertise to the job. 

 

A Trucking-Focused Solution for Niche Hiring 

Unlike general job boards, Drive My Way is built specifically for recruiting truck drivers. The platform is designed to match employers with drivers who meet exact requirements, not just in licensing, but in equipment experience, delivery type, and work preferences. 

 

For building products companies, this trucking-specific focus means they can quickly zero in on candidates who already understand their type of work. From CDL A/B straight-truck drivers with boom-operator certifications to local route specialists with customer-facing experience, Drive My Way helps employers connect with talent that fits. 

 

“What’s been different with Drive My Way is we seem to get a much higher caliber of candidates in the pool,” said David Ullman, an HR Manager at J&L Building Materials. “Our driving positions are very niche. We’re looking for a very specialized candidate.” 

 

Case Study: J&L Building Materials 

Family-owned and operating since 1958, J&L Building Materials supplies professional contractors throughout Pennsylvania, Delaware, and New Jersey. They needed to recruit CDL A and B straight-truck drivers, including some with boom-truck operation skills, across multiple locations. 

 

Before partnering with Drive My Way in October 2019, filling these positions was slow and inconsistent. However, with DMW’s platform, the process changed dramatically. 

 

J&L’s David Ullman praised the clean, streamlined interface that made posting and managing jobs easy. “I’ve seen some other platforms out there that can be cumbersome. The Drive My Way solution is just a very clean, streamlined interface.” 

 

Even more important, the candidates were exactly what they were looking for. Average time-to-hire dropped to under 30 days, even for highly specialized roles. The company also benefited from personalized support from their Customer Success Manager, who took time to understand their unique needs and offer targeted advice. 

 

“I know we would not have had the success we have had without Drive My Way,” Ullman said. “Specifically, our Customer Success Manager took time to listen, ask questions, and then offered strategic guidance and insight that I wouldn’t have had.” 

 

Case Study: Lansing Building Products 

Lansing Building Products, a national exterior-products supplier with over 100 branches in 35 states, faced a similar challenge. They needed CDL A and B straight-truck drivers and yard spotters across a wide geographic range. The positions often required local deliveries, physical unloading, and customer interaction, making it critical to find candidates with the right qualifications.  

 

When Lansing partnered with Drive My Way in early 2021, they were able to integrate the platform directly with their applicant tracking system, Lever. This seamless connection allowed them to move candidates through the hiring process more quickly, resulting in a consistent average of more than two hires per month. 

 

“The great customer service is what I like best about Drive My Way,” said April Smith. “It’s what separates them from the other hiring resources we’ve used in the past.” 

 

Drivers themselves also reported a positive experience with the application process. Marc, a CDL A driver in Rockaway, NJ, said, “It was the easiest experience I’ve had applying for a job. It was amazing.”  

 

Russell, a CDL A driver in Greenville, SC, added, “It went great. I wasn’t familiar with Drive My Way before this, but I’m happy with the experience.” 

 

By delivering both volume and quality candidates, DMW helped Lansing maintain a steady driver pipeline and meet its hiring goals in a competitive market. 

 

Why Drive My Way Works for Building Products Companies 

We’re proud of these success stories from J&L and Lansing, which highlight several key strengths that make Drive My Way a perfect fit for building products employers. These include: 

 

  • Specialized driver matching: Ability to filter and match for boom-truck certification, local delivery preference, and customer service skills. 
  • Clean, trucking-specific platform: Built for driver recruiting, without the clutter of unrelated job categories. 
  • Quality over quantity: Focus on delivering high-caliber candidates who match both qualifications and company culture. 
  • Personalized support: Customer Success Managers who understand the industry and provide strategic hiring insights. 
  • Technology integration: ATS compatibility to streamline the hiring process. 

 

The Bottom Line 

In the building products industry, success depends on having the right drivers behind the wheel who can safely operate specialized equipment, deliver materials efficiently, and represent the company well with customers.  

 

These drivers may be hard to find, but Drive My Way’s trucking-exclusive platform and personalized approach make the search faster, easier, and more effective. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

Stay Informed: Infrastructure and Policy Debates

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Trucking companies operate in an industry that is constantly shaped by policy decisions, infrastructure investments, and legislative changes. In 2025, two of the most pressing issues that could significantly affect operations are proposed increases to federal truck weight limits and continued efforts to solve the nationwide truck parking shortage.  

 

It’s also important to know that these policy debates are not happening in a vacuum. Trucking associations and industry stakeholders are actively working with legislators to shape the outcomes in ways that will affect how carriers manage safety, efficiency, and compliance. 

 

For carriers, staying informed is more than a matter of curiosity, it is a strategic necessity. Decisions made in D.C., and at the state level, can directly impact your bottom line, driver satisfaction, and long-term planning. 

 

Highway Weight Limits: Efficiency vs. Infrastructure Strain 

One major topic under consideration is the proposal to increase federal truck weight limits. Currently, trucks traveling on the Interstate Highway System are limited to 80,000 pounds, a standard that has been in place since 1982.  

 

Advocates for raising this limit argue that heavier loads can improve efficiency by reducing the number of trips required to move goods. Proposals vary, but some suggest allowing six-axle trucks to carry up to 91,000 pounds, with some states proposing up to 96,000 pounds.  

 

Supporters of these changes include major shippers, logistics firms, and some industry associations. They argue that with added axles to distribute weight, trucks can remain safe while increasing payload capacity. By shifting to heavier trucks, supporters claim it would reduce total vehicle miles traveled across the nation, which in turn would lessen fuel consumption and emissions. 

 

However, opponents raise concerns about increased wear and tear on highways and bridges, along with potential safety risks. The American Society of Civil Engineers has consistently graded U.S. infrastructure as needing significant investment, and many transportation planners warn that raising weight limits without adequately funding repairs could backfire and lead to significant costs in repairs.  

 

For carriers, this debate presents a double-edged sword. A change could mean more efficient hauling and fewer trips, but also higher compliance costs, equipment upgrades, or restrictions on certain routes that lack reinforced infrastructure.  

 

Until clear guidelines are passed, be sure to monitor federal and state legislation closely and consider how different outcomes might affect routing, pricing, and equipment investments for your company. 

 

Truck Parking Shortage: Safety and Compliance at Risk 

An equally urgent policy debate is the chronic lack of safe truck parking, a problem that affects drivers across the country.  

 

According to a recent joint report by the American Transportation Research Institute (ATRI) and AASHTO, there is only one available public truck parking space for every 11 drivers on the road. This shortage not only increases stress and fatigue for drivers, but can also lead to violations of hours-of-service rules, putting carriers at risk of penalties. 

 

Several pieces of federal legislation have aimed to address this issue, including the Truck Parking Safety Improvement Act, which proposes dedicated funding for new rest areas, expanded parking at weigh stations, and improvements at existing facilities. While some federal grants have already been allocated to pilot programs in states like Florida and Tennessee, most of the country continues to lack adequate parking infrastructure. 

 

Industry groups like the Owner-Operator Independent Drivers Association (OOIDA) and the American Trucking Associations (ATA) continue to lobby for stronger action and faster implementation. These efforts highlight the importance of unified industry advocacy. For employers, supporting these campaigns can help push the issue to the top of policymakers’ agendas. 

 

Meanwhile, practical solutions include investing in real-time parking availability apps, scheduling support, and strategic route planning that considers legal rest options. Companies that help drivers find safe and legal places to park can reduce risk while also boosting retention and morale. 

 

Policy Engagement and Advocacy 

Remember that policy changes do not happen in isolation. The input of the trucking industry has already shaped recent legislative victories, such as exemptions for younger drivers in interstate commerce pilot programs or new investments in road repairs through the Infrastructure Investment and Jobs Act. 

 

Carriers can benefit from joining or engaging more actively with industry associations. Whether through regional coalitions, national associations, or direct contact with lawmakers, collective advocacy can make a significant impact. Carriers of any size can also contribute by submitting comments during public feedback periods or attending local transportation board meetings. 

 

By having a voice in policy discussions, you can influence decisions that directly impact business operations. Moreover, early awareness of upcoming changes allows for better long-term planning. 

 

Staying Informed and Adapting 

To remain competitive in this evolving environment, freight carriers must prioritize policy awareness and operational flexibility. That means regularly reviewing updates from trusted sources like the Federal Motor Carrier Safety Administration (FMCSA), ATRI, and industry associations. It also means building internal systems that can adapt quickly to new regulations, whether that involves driver training, technology upgrades, or revising logistics strategies. 

 

In a regulatory environment that changes rapidly, companies that react slowly may find themselves at a disadvantage. Those that stay alert, involved, and ready to pivot will be better positioned to thrive regardless of the legislative outcome. 

 

 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media. 

AI in Truck Driver Recruiting: What It Does Well and Why We Still Need a Human Touch

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Recently, it may feel like artificial intelligence (AI) comes up in every other conversation, no matter the industry or age group you’re speaking with. There’s a reason for that. 

 

AI has already reshaped the way many industries operate, and CDL driver recruiting is no exception. From chatbots to automated screening tools, AI is helping recruiters move faster, make data-driven decisions, and improve hiring and retention outcomes. 

 

However, while AI can streamline parts of the recruitment process, there are still critical elements it cannot replicate. This is where human-first recruiting solutions, like Drive My Way, make a real difference, offering technology-driven tools backed by personalized service. 

 

What AI Can Do for Truck Driver Recruiting 

AI has already proven to be a valuable tool for recruiters. It can process massive volumes of data quickly, analyze trends, and automate repetitive tasks. Here are a few ways AI is actively transforming driver recruiting in 2025: 

 

1. Resume Screening and Matching 

AI tools can scan resumes and applications to match candidates with job descriptions based on keywords, qualifications, and experience. This can significantly reduce the time you spend manually sorting through applications. 

 

2. Chatbots and Candidate Engagement 

AI-powered chatbots are increasingly used to answer FAQs, collect initial candidate information, and keep drivers engaged throughout the application process. Their 24/7 availability helps reduce drop-off, maintain communication, and offer greater convenience for busy drivers who may be on the road at any time. 

 

3. Predictive Analytics 

Some AI tools can assess a candidate’s likelihood to accept a job or stay in a role based on historical data. This allows recruiters to prioritize candidates who are more likely to be a good fit, potentially improving retention rates.  

 

4. Scheduling and Workflow Automation 

AI can help automate scheduling for interviews or driving tests, sending reminders to candidates, and updating internal systems at the same time. This frees up your time to ensure the process still feels personal, while improving efficiency. 

 

These features, and more, depending on the technology invested in, can offer real advantages for large fleets looking to scale quickly. However, it’s important to remember that AI isn’t a complete solution. 

 

What AI Can’t Do 

While AI can manage many technical aspects of recruiting, it still falls short in key areas that are essential to successful driver hiring. Solutions that combine modern technology with a personalized, driver-focused approach will always be better positioned to build trust, improve retention, and make lasting hires. 

 

1. Build Trust and Personal Connections 

Truck driving is more than a job. It’s a lifestyle. Drivers want to know that the company they’re joining understands their needs, respects their time, and values them as individuals. AI can’t have a real conversation or express empathy. It can’t truly listen to drivers.  

 

Recruiting platforms like Drive My Way fill this gap with a people-first approach that centers the driver experience. By taking the time to understand each candidate’s preferences and goals when making a match, Drive My Way builds relationships that AI simply can’t replicate. 

 

2. Go Beyond Keywords 

AI tools often rely on pre-determined keyword matching, which can overlook highly qualified drivers who don’t use the “right” language on their resume.  

 

Drive My Way’s proprietary matching technology looks deeper than surface-level qualifications. It matches drivers to jobs based on lifestyle preferences, route type, equipment, and even home time needs. This results in better cultural and operational fits between carriers and drivers. 

 

3. Adapt to Complex Human Nuance 

A driver’s motivation to switch jobs might be tied to home life, a family emergency, or previous negative experiences with dispatch. AI can’t understand these unique situations like real recruiters can or know how to adjust strategies in real time.  

 

The recruiting experts at Drive My Way offer personalized support that adapts to each driver’s unique situation. This kind of relationship-building leads to higher satisfaction and better long-term outcomes. 

 

4. Represent Your Brand Authentically 

Creating a strong company culture and brand identity is essential to attracting the right drivers. AI can write job descriptions or send automated messages, but it cannot authentically communicate your company’s values, mission, or what it feels like to be part of your team.  

 

Drive My Way helps bridge that gap through branded employer profiles, storytelling-driven job posts, and targeted marketing campaigns that highlight what sets your fleet apart. This human-centered approach helps carriers build a brand that resonates with drivers on a deeper level. 

 

 

 

 

AI has proven its value in helping companies scale and streamline recruitment. However, driver hiring is not only about efficiency. It’s about connecting the right people to the right jobs in a way that respects their lifestyle, values, and career goals. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.

The Cost of Weather Delays: Financial Impacts on Freight Companies

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For freight companies, time equals money. Few things disrupt schedules and increase expenses more quickly than unpredictable weather.  

 

From hurricanes and flooding to tornadoes and winter storms, severe weather events can derail operations and come with steep financial consequences no matter the time of year. Understanding how to calculate, manage, and reduce the costs of weather delays is essential for companies that want to stay competitive and profitable. 

 

How Natural Disasters Impact Freight Operations 

When a hurricane closes roads, a flood submerges key freight corridors, or a tornado damages necessary infrastructure, freight companies are often forced to delay or reroute shipments.  

 

These disruptions have ripple effects throughout the supply chain. Depending on the severity and timing, a weather-related delay can lead to: 

 

  • Increased fuel costs due to longer or less efficient routes 
  • Driver overtime and layover costs if delays keep drivers on the road longer than expected 
  • Missed delivery deadlines, which can result in customer dissatisfaction, penalties, or lost business 
  • Vehicle wear and tear from traveling in adverse conditions or on alternate routes 
  • Idle equipment, which still costs money even when not in use 

 

These are just some of the direct costs. The broader impact includes the long-term effects on customer relationships and overall business reputation. 

 

Calculating the Financial Cost of Delays 

Quantifying the cost of a weather-related delay can help you make more informed decisions about whether to invest in technology, adjust scheduling practices, or develop contingency plans.   

 

Here are some basic factors for every carrier to consider: 

 

  • Driver pay and overtime: If your drivers are paid hourly or by the mile, extended delays mean extra pay. This can increase even more if overnight accommodations are needed. 
  • Cost per missed delivery: If contracts include penalties for late delivery, each missed deadline could mean hundreds or even thousands of dollars lost. 
  • Opportunity cost: A truck delayed by 10 hours is 10 hours it’s not available for the next job. 

 

Tracking these figures over time can give you a better sense of the real financial risks associated with different types of weather events. 

 

Managing and Mitigating Costs 

While no one can control the weather, companies can take steps to reduce the impact of delays. The most effective strategies involve preparation, technology, and flexibility. 

 

Invest in Forecasting and Planning Tools 

Advanced weather forecasting tools tailored for logistics companies are a game-changer. These platforms don’t just tell you that a storm is coming, they can show when and where it will impact your route using predictive AI technology. With real-time weather integration, dispatchers can re-route trucks or reschedule pickups and deliveries before the weather causes serious delays. 

 

Use GPS Tracking and Telematics 

GPS tracking allows real-time visibility into where trucks are at all times. When bad weather hits, dispatchers can make informed decisions quickly, such as rerouting around a flooded area or holding a truck back to avoid a storm. Telematics systems also provide insights into driver behavior, idle time, and fuel efficiency, all of which can help manage costs during weather delays. 

 

Optimize Routes in Advance 

Route optimization software analyzes multiple data points, including traffic, road conditions, delivery windows, and weather, to find the most efficient paths. When companies use these tools proactively, they can often avoid delays altogether by adjusting departure times or selecting alternate routes before the weather causes major disruptions. 

 

Build Flexibility into Schedules 

Weather delays can’t always be avoided, so it’s always important to plan for some level of disruption. Buffer times in delivery windows and flexible appointment scheduling with shippers and receivers can reduce the pressure when a storm hits. Clear communication with customers about potential delays also goes a long way in maintaining trust. 

 

Create a Weather Response Plan 

Every company should have a weather response plan that outlines who does what when a major weather event is forecast. When everyone knows their role, your entire team can respond quickly and effectively to minimize downtime and costs.  

 

Here are some considerations when creating a weather response plan: 

 

  • Assign a team to monitor weather and traffic alerts 
  • Designate alternative routes or backup plans 
  • Communicate with drivers about safety protocols 
  • Notify customers of delays and revised ETAs 

 

 

 

 

Weather-related delays are an unavoidable part of the freight industry, but their financial impact doesn’t have to be devastating. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

Challenges in the Transportation of Building Materials

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Transporting building materials is a critical component of the construction supply chain. From lumber and drywall to concrete, steel, and glass, these materials are essential, but their transportation presents a unique set of logistical challenges.  

 

These products are often bulky, heavy, and sometimes fragile, requiring specialized handling and careful planning.  

 

For any carrier or owner-operator that facilitates the transportation of building materials, understanding and addressing these challenges is key to ensuring safe, timely, and cost-effective delivery.  

 

Bulky and Heavy Loads Require Specialized Equipment 

One of the most immediate challenges in hauling building materials is their sheer size and weight. Oversized items like steel beams or precast concrete panels may exceed standard trailer dimensions or weight limits, requiring flatbeds, step decks, or even extendable trailers.  

 

These loads may also need permits for oversized transport and escorts depending on their dimensions and routes. 

 

What to do: 

  • Invest in a diverse fleet that includes flatbeds and heavy-haul trailers. 
  • Train dispatch and logistics teams on how to secure the necessary permits and route approvals. Make sure communication between dispatch, drivers, and management is streamlined, because miscommunication can lead to costly delays, missed permit requirements, or routing errors that may result in fines, delivery disruptions, or even load rejections at the job site.  
  • Ensure drivers are trained in load securement, especially for irregularly shaped cargo. 

 

Fragility and Risk of Damage 

While some building materials are heavy and durable, others, such as glass, tiles, or insulation, are fragile and require careful handling. The risk of damage increases during loading, unloading, or when traveling over rough terrain. 

 

What to do: 

  • Use padding, secure strapping, and edge protection. 
  • Partner with shippers to establish clear handling protocols. 
  • Ensure all drivers and loading teams are trained in fragile material transport. 

 

Weight Restrictions and Regulatory Compliance 

Building materials often push the upper limits of weight restrictions. Federal and state laws strictly regulate gross vehicle weight, axle weight, and load distribution to prevent road damage and ensure safety. 

 

Proactively calculating and verifying weight ahead of time helps avoid costly overweight fines, delays at weigh stations, or the need to reload shipments. Taking these steps early in the process keeps deliveries on schedule and helps maintain a company’s reputation for reliability and compliance. 

 

What to do: 

  • Conduct detailed weight assessments before loading. 
  • Use weigh stations or onboard scales to prevent overweight violations. 
  • Stay up to date on state-by-state regulations, especially when crossing state lines. 

 

Tight Delivery Schedules and Coordination with Construction Sites 

Construction projects operate on strict timelines. Delivering too early can mean materials sit unused and exposed; too late, and projects get delayed. Additionally, many job sites have narrow access roads, limited unloading space, or require specific drop-off windows. 

 

What to do: 

  • Maintain strong communication with contractors and site managers. 
  • Use GPS tracking and ETA updates to ensure accurate arrival times. Be sure to update both drivers and contractors of any potential delays or changes in delivery time.  

 

Adverse Road Conditions and Remote Locations 

Many construction projects are in areas that are still being developed or are far from major transportation routes. These remote job sites often present serious challenges: unpaved or poorly maintained access roads, tight turns, low-clearance bridges, weight-restricted roads, or even no formal road access at all.  

 

These conditions can lead to delays, increased vehicle wear and tear and even failed deliveries if not addressed properly in advance. 

 

What to do: 

  • Equip trucks with durable tires and off-road capabilities when necessary. Some deliveries may require off-road-capable trucks, lighter vehicles for bridge compliance, or even equipment like forklifts or cranes to handle unloading due to a lack of paved surfaces or dock access. 
  • These locations often require slower driving speeds or alternate routes, so standard transit times may not apply. Build in time buffers to account for delays caused by terrain or road conditions without disrupting the delivery schedule. 
  • Coordinate in advance with site personnel to assess the best delivery paths and unloading areas. Drivers should then be briefed on specific challenges they might encounter en route and on-site. 

 

Weather-Related Challenges 

Rain, snow, wind, or extreme heat can all impact the transportation of building materials. All drivers should be trained and prepared for driving in adverse conditions year round, but those who transport building materials should be especially aware of the impact weather-related challenges can have. 

 

Materials like lumber or drywall can be damaged by moisture, while icy or muddy roads can make access to already-challenging job sites more dangerous. 

 

What to do: 

  • For moisture-sensitive materials like lumber, drywall, or insulation, use heavy-duty waterproof tarps rated for highway speeds and secure them tightly with bungee cords or ratchet straps to prevent flapping or tearing.  
  • For high-value or highly fragile materials, such as glass or engineered wood products, consider using enclosed trailers or curtain-side trailers to provide full protection from rain, snow, and road debris. 
  • Assign dispatch teams to use tools like the National Weather Service, Weather Underground, or transportation-specific apps like Drivewyze to track storms along planned routes. If a storm is forecasted to hit a delivery area, proactively reschedule with the job site or shift departure times to avoid peak weather events while still meeting project deadlines. 

 

 

By understanding the unique logistics of building material transport, carriers can minimize risk, reduce delays, and build long-lasting relationships with contractors, suppliers, and builders. 

 

Drive My Way addresses your unique challenges and secures skilled hires for your construction and building materials operations. Schedule a call today to learn more!

Fleet Compliance: What Every Carrier Needs to Know

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In today’s highly regulated transportation industry, fleet compliance is more than just a legal obligation. It’s a foundational element of safe, efficient, and responsible operations.  

 

Whether you’re managing a private fleet, for-hire vehicles, or a mixed operation, staying compliant with government and industry standards helps protect your business, drivers, and the public. 

 

Keep reading to discover what every carrier should know about fleet compliance, and some best practices and preventative measures to maintain compliance.  

 

What Is Fleet Compliance? 

In general, fleet compliance refers to following a wide range of rules, regulations, and standards set by federal, state, and local authorities that govern commercial trucking.  

 

These rules are in place to promote road safety, protect the environment, and ensure fair labor practices. While it can feel like a complex web of paperwork and oversight, compliance is essential to avoiding fines, preventing accidents, and keeping your fleet operating without disruption. 

 

Key Areas of Fleet Compliance 

Fleet compliance involves several core areas that every U.S.-based trucking company must manage carefully. All carriers operating within the United States are required to follow regulations set by the Federal Motor Carrier Safety Administration (FMCSA).  

 

Here are five critical areas that form the foundation of fleet compliance 

 

Driver Hours of Service (HOS) 

The FMCSA sets limits on how long drivers can be behind the wheel and how much rest they must get. These rules are in place to prevent fatigue-related accidents. 

 

HOS Rules Include: 

  • Maximum of 11 hours driving after 10 consecutive hours off duty 
  • 14-hour limit on total workday 
  • 60/70-hour limit over 7/8 consecutive days 

 

Compliance Tip: Use Electronic Logging Devices (ELDs) to automatically track and record driver hours and flag violations in real time. 

 

Driver Qualifications and Licensing 

All drivers must hold the appropriate Commercial Driver’s License (CDL) and meet specific qualifications, including medical certification. 

 

Required Documents: 

  • Valid CDL with correct endorsements (such as tanker, HazMat, etc.) 
  • Medical Examiner’s Certificate 
  • Driver Qualification (DQ) file, including driving records, previous employment verification, and road test results 

 

Compliance Tip: Keep DQ files up to date and conduct annual reviews of motor vehicle records (MVRs). These documents are often important for essential tasks such as insurance underwriting, safety audits, and verifying driver eligibility. 

 

Vehicle Inspections and Maintenance 

Proper maintenance is essential for road safety and compliance. FMCSA regulations require routine inspections and detailed maintenance records for each commercial vehicle.  

 

Minimum Requirements: 

 

Compliance Tip: Use fleet management software to track inspections, repairs, and ensure timely servicing. 

 

Drug and Alcohol Testing 

To maintain a safe working environment, carriers are required to implement drug and alcohol testing programs for drivers operating commercial motor vehicles. 

 

This is when testing is required: 

  • Pre-employment 
  • Random testing 
  • Post-accident 
  • Reasonable suspicion 
  • Return-to-duty and follow-up 

 

Compliance Tip: Partner with a certified consortium or third-party administrator (TPA) to manage your testing program. 

 

Emissions and Environmental Standards 

Trucking companies must also comply with environmental regulations concerning emissions and fuel usage, especially for fleets operating in states with stricter guidelines like California.  

 

Considerations Include: 

  • Use of clean diesel or alternative fuels 
  • Compliance with state-specific emissions laws (such as CARB regulations) 
  • Regular engine diagnostics to ensure emissions systems function properly 

 

Compliance Tip: Stay updated on evolving EPA and state-level guidelines and plan for fleet upgrades or retrofits if necessary. 

 

Why Fleet Compliance Matters 

Non-compliance can lead to serious and consequences, including: 

 

  • Costly Fines and Penalties: Violations can result in thousands of dollars in fines per infraction. 
  • Out-of-Service Orders: Vehicles or drivers found to be non-compliant can be taken off the road immediately. 
  • Higher Insurance Premiums: Poor safety ratings and compliance scores can drive up your operating costs. 
  • Legal Liability: In the event of an accident, lack of compliance can increase your company’s legal exposure. 

 

Best Practices for Staying Compliant 

Maintaining fleet compliance is a year-round effort, involving your entire team. Here are some recommendations to ensure your fleet remains compliant.  

 

  • Invest in Compliance Management Tools: Fleet management platforms can automate tracking for HOS, maintenance, inspections, and more. 
  • Train Staff Regularly: Ensure drivers, dispatchers, and office personnel are updated on current regulations and best practices. 
  • Conduct Internal Audits: You shouldn’t wait for a DOT audit, perform your own regular checks to identify and fix issues early. 
  • Keep Records Organized: Maintain digital or physical copies of all compliance-related documents and ensure they are accessible during inspections. 
  • Work with Experts: Consider hiring or contracting compliance specialists or consultants to help keep your company up to speed. 

 

Fleet compliance isn’t just required; it’s a vital part of running a successful and responsible trucking business. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

Ensuring Freshness: The Challenges of Produce Trucking and Cold Chain Management

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When it comes to transporting fruits, vegetables, and other perishable items, timing and temperature control are everything.  

 

Unlike dry goods, produce is incredibly sensitive to changes in its environment. That’s why cold chain logistics, the system of storing and transporting goods within a temperature-controlled supply chain, is so vital to the produce industry.  

 

Trucking companies play a key role in ensuring that fresh produce arrives at its destination in peak condition. However, navigating the challenges of produce hauling requires a combination of specialized equipment, real-time monitoring, strict scheduling, and a deep understanding of compliance and food safety standards. 

 

Why Cold Chain Logistics Matters 

Cold chain logistics refers to the end-to-end process of keeping perishable items at specific temperatures throughout every stage of transportation and storage. For produce, which can spoil or lose quality quickly if not stored correctly, this is non-negotiable. 

 

Temperature deviations, even for a short period, can lead to reduced shelf life, spoilage, or even food safety risks. For retailers and grocers, this translates to financial losses and wasted inventory. For trucking companies, poor cold chain management can mean rejected loads, lost contracts, and a damaged reputation. 

 

The Role of Refrigerated Trucks (Reefers) 

At the center of cold chain logistics for produce is the refrigerated trailer, commonly known as a reefer. These trucks are equipped with built-in refrigeration units designed to maintain a set temperature, typically between 32°F and 55°F, depending on the type of produce being transported. 

 

Here are a few factors to consider when using reefers for produce hauling: 

  • Temperature Sensitivity: Different types of produce require different temperatures. For instance, lettuce needs cooler temperatures (32°F–36°F), while tomatoes do better around 50°F–55°F. Mixed loads require careful planning to avoid cross-contamination or spoilage. 
  • Airflow and Humidity Control: Consistent airflow and humidity levels are essential to prevent moisture buildup, which can cause mold or rot. 
  • Pre-Cooling: Reefers must be pre-cooled before loading. Loading warm product into a warm trailer and turning on the unit after the fact leads to uneven cooling and potential hot spots. 

 

Real-Time Tracking and Telematics 

Technology is now a game-changer in produce transportation. Modern reefers are often equipped with telematics systems that provide real-time data on: 

 

  • Temperature and Humidity 
  • Trailer Door Openings 
  • GPS Location and Route Progress 
  • Reefer Unit Performance 

 

With real-time alerts and remote monitoring, both carriers and clients can track conditions during transit. If the temperature drifts outside of the acceptable range, the system can send alerts to dispatch or the driver, allowing them to take immediate action.  

 

These digital systems also allow for detailed trip reports, which are often required for compliance or quality assurance. 

 

Load Planning and Scheduling Challenges 

Fresh produce operates on tight timelines. That means delays in pick-up, transit, or delivery can severely impact product quality.  

 

Efficient scheduling and route optimization are essential to minimize transit times and reduce the risk of spoilage. Companies must be especially mindful of: 

 

  • Harvest Schedules: Produce often needs to be picked up directly from farms or packing houses shortly after harvest to maintain freshness. 
  • Appointment-Based Deliveries: Grocers and distribution centers usually require precise delivery windows, with little tolerance for early or late arrivals. 
  • Seasonality and Weather: Different crops are in season at different times and in different regions. Companies must adapt quickly to seasonal surges and changing weather that may impact transit conditions. 

 

Compliance with Food Safety Regulations 

Refrigerated transport of produce falls under strict regulations from the FDA, USDA, and the Food Safety Modernization Act (FSMA). One key component is the Sanitary Transportation Rule, which outlines best practices for: 

 

  • Vehicle cleanliness and inspection 
  • Temperature control documentation 
  • Prevention of cross-contamination 
  • Proper training for drivers and logistics staff 

 

Carriers must be able to provide documented proof of temperature maintenance, cleanliness, and handling procedures in the event of an inspection or dispute. Failing to do so can result in costly load rejections or penalties. 

 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.  

Leveraging the Strengths of Drivers at Every Age: Maximizing Your Team’s Potential

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In the trucking industry, a diverse workforce brings a wide range of strengths that can benefit companies in multiple ways.  

 

Drivers from different age groups offer unique perspectives, skills, and experiences that, when properly leveraged, can lead to improved efficiency, retention, and overall success. By understanding and utilizing the strengths of drivers at every stage of their careers, trucking employers can maximize their team’s potential and create a more balanced and productive workforce. 

 

Young Drivers (Under 30): Energy and Adaptability 

Including generations “Z” and Millennials, these are the youngest drivers that may be a part of your fleet. They could be recent graduates of CDL school or just new to the field, but they can provide a significant impact on modernizing and improving operations while strengthening your fleet for the future.  

Strengths:

According to sources such as modern workplace software companies OfficeRnD and Espresa, younger generations often bring these strengths to the table: 

  • Because many young drivers have grown up around advanced technology and increasing digitization, they are often considered tech-savvy, ‘digital natives’, who will embrace new technologies and have a smaller learning curve when it comes to adapting to them in the workplace.  
  • Younger generations often seek continuous feedback and opportunities for growth, making them great candidates for investment and internal promotion.  

How You Can Leverage These Strengths: 

  • Invest in training programs that help young drivers refine their skills and grow within the company. 
  • Introduce mentorship programs that pair young drivers with seasoned professionals to accelerate learning. 
  • Utilize younger drivers for roles that require frequent adjustments to technology and logistics. 

 

Mid-Career Drivers (30-50): Experience and Reliability 

According to the American Trucking Associations, the average age of an OTR driver is around 46, highlighting the integral role drivers of this age range play in carriers across the nation.  

Many drivers in this age range combine trucking experience with prior careers in logistics, warehousing, or other industries. They may have been driving for decades or have made a mid-career pivot, but drivers from this generation are most often known for their reliability and dedication.  

Strengths: 

  • A solid balance of strong technical skills and competencies based on varying career experiences. 
  • Established work ethic and professionalism. 
  • Proven ability to handle a variety of routes, loads, and driving conditions. 

How You Can Leverage These Strengths: 

  • Assign leadership roles such as trainers or mentors for new hires. 
  • Provide career development opportunities, such as advanced certifications or specialized training. 
  • Offer stability and incentives to retain mid-career drivers, ensuring continuity in operations. 

 

Senior Drivers (50+): Wisdom and Safety 

These drivers bring valuable life and work experience to the table, whether they’ve been in the industry for decades or joined more recently as a second career. Their maturity, professionalism, and strong decision-making skills make them excellent mentors and reliable team members. They’re often well-suited for roles in training, coaching, or leadership development. 

Strengths: 

  • This age range is often said to value loyalty, prefer face-to-face communication, and associate productivity with time spent in the office. 
  • Through their years of professional experience, many drivers of this generation offer exceptional problem-solving skills and the ability to mentor younger drivers. 
  • Additionally, older drivers have been found to be among the safest on the road. FMCSA data shows that crash rates tend to decrease with age, particularly among drivers aged 60 and older.

How You Can Leverage These Strengths: 

  • Designate senior drivers as safety coaches to reinforce best practices and compliance. 
  • Utilize their expertise in specialized or high-value freight operations. 
  • Offer flexible schedules or part-time roles to retain their contributions while accommodating their needs. 

 

Creating a Cohesive Multi-Generational Workforce 

Understanding the differences and abilities of each generation of drivers is just the start. To fully maximize the strengths of drivers at every age, employers should foster a culture of collaboration and continuous learning.  

 

Here are a few strategies: 

  • Cross-Generational Mentorship Programs: Encourage knowledge sharing by pairing young drivers with seasoned professionals. 
  • Flexible Work Arrangements: Accommodate varying needs by offering different scheduling options for different career stages. 
  • Recognition and Retention Strategies: Acknowledge contributions across all age groups to boost morale and job satisfaction. 

 

 

By understanding and leveraging the unique strengths of each age group, trucking companies can create a well-rounded, high-performing team that drives success for years to come. 

 

For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.