It’s a Competitive Market: How to Differentiate Your Freight Carrier

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Thousands of freight carriers exist in the U.S., with at least 750,000 as of April 2023, according to the American Trucking Associations (ATA). To stand out against that level of competition individual carriers must find a way to differentiate themselves, especially when it comes to attracting, and retaining, high quality truck drivers.  

Our team at Drive My Way regularly hears feedback from drivers about this topic and most often drivers will walk away from a position because the company took too long to respond during the hiring or onboarding process. When drivers want to work, they are ready to go, and a long process to get onboard can really deter them from your company.  

We recommend implementing some of the following practices to best stand out from your competition and retain top talent in the trucking industry.  

Overhaul Hiring Practices: Hiring has become a boring, tedious process that can lose potential candidates’ attention, especially millennials, if it is too long, requires dozens of steps, and lacks personalization. Drivers want to know that you care about them as a prospect, while also having full transparency about key factors of the job such as schedules, PTO, benefits, and potential for career growth. If you think your hiring practices might be dated, they already are, and should definitely be overhauled.  

Give Your Company a Face: Increasingly, candidates are associating the likelihood of being content within a workplace with how that company represents themselves out in the world. By showing the human side of your company through your social media networks and website, you can put a face with your carrier’s name. This makes you more memorable to potential candidates and helps current drivers feel part of a real team.  

Ask for Help: Sometimes the best way to attract top talent is to work with a recruiting partner who understands drivers’ needs and can match them to your available positions. Drive My Way’s team works with drivers to assess their qualifications and personal preferences to match them with specific jobs that offer what they want. If your old recruiting techniques aren’t delivering quality drivers, it may be time to consider other options.  

Remember Retention is the New Recruitment: While recruiting qualified drivers is always the first step in building a solid team, retention has become equally, if not more, important in the grander scheme of things. Benefits play a huge role in showing employees they are valued and that you care about their success in and out of their truck. Anything from health perks to driver mentor programs show how your company cares and goes the extra mile to ensure drivers have the most resources to succeed at their job as possible.  

Differentiating your freight carrier is important to attract top talent when it comes to drivers, but it reflects well on the company in all aspects. As you retain experienced drivers, you are able to stand out against your competitors, allowing you to attract more customers and deliver better results. It’s a win-win situation for everyone. 

For more tips on truck driver recruitment, please download our free guide today!  

Updating Your Recruiting Budget? Leave Room for Innovation This Quarter

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Creating an annual budget for recruitment is hardly the most glamorous part of the hiring process, but it’s an essential step to increase retention rates and maximize quality hires. It’s also an opportunity to allocate resources to try out new, innovative solutions that could ultimately change the way your company recruits.  

 

In today’s highly competitive market, recruiters should always be taking note of which strategies are the most effective, and which need to go. This way, budget planning doesn’t just focus on efficiency, it becomes a tool for fueling growth. Keep reading to find out Drive My Way’s tips to create a budget that will keep you ahead of the curve in this evolving industry.  

 

Where’s Your Money Going? 

A great rule of thumb to remember when creating a budget is that if it can’t be measured, get rid of it. You can’t improve a process if you aren’t able to set tangible goals or measure results. This means that the first step in creating a budget with room for exploratory innovation is to understand your total costs.  

 

Creating a graph, like a pie chart, is a great way to evaluate your expenditures and estimate your cost per hire. You should always be sure to include historic or fixed costs, so there aren’t any surprises later that you didn’t count on. Taking a holistic approach allows you to see which costs are paying off, and which costs might not be worth the investment.  

 

The hiring process is extensive, and you have to consider all the costs along the way when creating your budget. These are some of the categories you might include when analyzing your expenditures: 

 

  • Cost per hire 
  • Jobboard advertising costs (niche and general job boards))  
  • Professional social network hiring costs (LinkedIn) 
  • Recruitment software costs  
  • Recruitment events and networking (such as job fairs) 
  • Branding (promotional company videos, logos, advertisements) 
  • Background checks on potential hires  
  • External recruitment agency fees (if your company uses them) 
  • Interview or onboarding costs (such as recruiter salaries and background check fees) 
  • Training costs (during onboarding and annual development training) 
  • You need to be clear about what is and is not included in all of your costs and be sure to account for the hidden costs in screening through all of the leads and applicants you receive that are simply not a fit.  While that volume may bring your cost per lead down, there are large hidden costs in processing that volume.   

 

Double Down on What Works 

After evaluating your overall costs, it’s important to determine and optimize the return you make on your investments. Key performance indicators (KPIs), such as total offers accepted, net new candidates, and time-to-hire, are all important metrics that highlight the success of recruitment strategies.  

 

Although budget season should be all about planning for growth, it’s important to reinforce the recruiting tools that are working best for your company currently. While reviewing previous budgets, evaluating sources that have been successful in the past based on highest ROI allows you to understand and make predictions about the channels most beneficial to your company.  

 

Analyzing ROI will also reveal the recruiting strategies that are no longer generating success. These should not be viewed as failed solutions, but as opportunities to implement new or experimental recruiting tactics.  

 

Leave Room for Innovation  

It’s always smart to allocate funds for the most successful recruiting solutions, but if you continue to budget the same way each quarter, you’ll get the same results. Carving out 5-10% of your budget for experimentation with new strategies ensures that your recruiting practices stay aligned with market trends. Keep in mind, experimentation means you need to be open to something new and it may include challenges along the way and some failures. It’s all an important part of the learning and experimentation process.  

 

With an industry wide 90% turnover rate for large carriers, it’s more important than ever that your recruitment solutions are evolving and innovative. This means trying out new channels, marketing strategies, branding, hiring events, or even introducing new staff. Providing incentives for recruiters and maximizing digital presence are also tools that many companies use today to stay ahead of the curve. 

 

 

In today’s market, there are countless recruiting strategies that all claim to be the most effective. The truth is that every company is different and requires a unique solution. Creating a budget for recruitment is the ideal time to evaluate which strategies are most successful for your company, and which should be replaced by something new. If you don’t leave room to try new things, you’ll continue to get the same old results.  

 

Here at Drive My Way, we believe that experimentation and innovation are key to growth. How does your company budget for recruiting? Do you have tips for scaling your recruiting strategies while remaining true to what’s already working best? Be sure to reach out to us on our social media so we can continue learning!  

Why Your Company Should Have a Driver Mentor Program

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Driver retention is one of the most important, and sometimes most challenging, parts of the recruiting process. With the current driver shortage and evolving recruiting practices, it’s more imperative than ever to stay ahead of the curve and keep your drivers safe, satisfied, and engaged.  

 

One sure fire way to foster a team environment, while improving driver safety and retention rates, is to create a driver mentor program. By pairing new hires with more experienced team members, you can show your drivers that you appreciate their work and are willing to invest in them. In addition, mentoring relationships at any stage of your career can help you achieve personal and professional development goals, such as learning a new skill, strengthening a competency, or becoming more productive, just to name a few. Keep reading to find out why a mentor program could be the best move for your company.  

 

Mentor vs. Manager: What’s the Difference? 

You might be asking yourself: what’s the point of a mentor when you have a great team of managers on the payroll? Mentors play a less formal role, allowing management to maintain the necessary level of professionalism. A mentor gives new drivers a chance to ask questions they might not be comfortable asking managers, and takes the pressure off while they are initially familiarizing themselves with company protocols. Mentoring is open and collaborative relationship between a mentor and mentee that is built on trust.  The relationship is defined by both parties. It can be formal or informal.  

 

“Engagement is the key to learning and development and being involved in a mentoring relationship can be quite profound as both mentors and mentees make themselves vulnerable, trusting in the process as they confidentially share insecurities, struggles ,mistakes, and valuable learnings with each other. It’s a level of transparency that makes this experience unique and helps accelerate one’s personal and professional development. Having a strong mentoring program not only helps to engage and advance women in the organization, it builds supportive relationships and fosters a culture of learning.” 

⁠—Beth Potratz, President and CEO, Drive My Way 

  

What Are the Benefits? 

By instating a driver mentor program, you aren’t just helping your newest team members. You are also helping the experienced drivers who become mentors, as well as your company as a whole!  

 

For the mentee, the benefits cannot be understated.  

  • A low pressure way to learn about company culture and expectations.  
  • Access to an experienced driver’s tips, tricks, and advice.  
  • Guidance whenever they have questions.  

 

At the same time, experienced drivers who take on the responsibility of becoming a mentor will experience benefits too.  

  • A chance to progress their career by developing coaching skills.  
  • Increased pay or other company incentives. 
  • The feeling of company recognition for being selected in this important role.  

 

Besides increased retention rates, there are other ways a mentor program can benefit your company.  

  • Lower your insurance rates with safer drivers.  
  • Foster a team environment through increased positivity and communication.  
  • Save money on training seminars.  

 

Changing the Face of Trucking, One Mentor at a Time 

Driver mentor programs also offer another benefit, one that will help in developing the entire trucking industry. As more women and members of underrepresented communities enter the field, mentors are a great way to ensure they receive the support and guidance they need while forging new paths in the industry.  

 

Organizations such as Women In Trucking (WIT) offer their own mentorship opportunities, including their Mentor Match Program and online community platform Engage. Through these programs, WIT promotes connection, support, and mentoring for women entering the field and offers a chance for experienced drivers to give back.  

 

Although programs like these are changing the trucking industry, there is no better way to support your drivers than by starting at a company level. A driver mentor program demonstrates to these employees that you appreciate and prioritize them, enabling you to grow your fleet while attracting top talent from diverse backgrounds.  

 

 

Driver mentor programs are a great way to save money and time while demonstrating to your drivers that their success is your top priority. Mentors also encourage diversity and growth in an evolving industry and are becoming an important differentiating factor in today’s highly competitive market.  

 

We’d love to hear any mentor success stories, or lessons you’ve learned while pairing up drivers, so be sure to reach out to us on social media! 

How to Recruit Truck Drivers in 2023

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Recruiting and retaining quality truck drivers is one of the biggest priorities for companies across the country in 2023. As one of the largest occupations in the United States, companies are always looking for new ways to hire. The question is, how do you recruit truck drivers, while simultaneously increasing your retention rate? The answer is to get creative and stand out from your competitors.  

What Are Truck Drivers Looking for in Their Next Job?  

With so many options available, truck drivers are making careful considerations before they accept a job offer. Trucking is one of the toughest jobs out there and drivers want to make sure the company they work for aligns with their career goals and personal needs. Some of the most common benefits that drivers look for include:  

  • Fair Pay 
  • Consistent / predictable home time 
  • Health Insurance 
  • Retirement Options 
  • Versatile Schedule & Paid Time Off 
  • Ongoing Training & Development  

When deciding how to recruit truck drivers to your team, you will want to ensure that you offer a comprehensive benefits package that is appealing to drivers in all stages of life, including those who are single, married, have children, etc. Offering competitive pay, bonuses, and regular raises is also key in attracting and retaining drivers. Ultimately, each driver you hire is going to have unique needs, so working with each person to understand what he/she wants during the recruitment and hiring process is also important.  

Who Are Your Potential Candidates?  

When companies consult with us about how to recruit truck drivers, we always want to make sure we help them identify the type of candidates they are looking for to fill their open positions.  

  • How much experience would you prefer they have? 
  • What are the routes you need filled?  
  • What can a driver expect in terms of pay, perks, and benefits? 
  • Do their values and work ethic match the company’s mission?  
  • Do you need drivers interested in team jobs?  

It is also important to remember that the demographics for truck drivers have evolved in recent years and your top candidates may not be the same as they were ten, or even five, years ago. The United States Census Bureau states that, “Among younger truckers under age 35, more of them are women, Hispanic and more educated than their older counterparts age 55 and older. They are more likely to be high school graduates and have some college education.” With that said, old recruiting tactics may no longer apply in trying to connect with a younger demographic or with women entering the trucking industry.   

Millennials 

A key demographic that is emerging with truck drivers is Millennials. This age group ranges from 27-42 and were born in, or after, 1981. This age group is less than the median age of truck drivers, which sits at 46, but offers potential for companies looking to recruit new talent. Truck drivers in this age range are looking for positions that will fit well with their lifestyle including benefits packages, flexible schedules, opportunities for advancement, positive work culture, and community. Recruiting a younger demographic requires creativity and willingness to foster an online presence on social media.  

Women 

“The percentage of professional drivers who are female has increased to 13.7 percent in 2022, an increase of more than three percent since 2019,” according to the Women in Trucking Association (WIT). With this substantial increase, companies must be more cognizant of the female demographic and what it will take to recruit female drivers to their teams. WIT offers a couple strategies to help recruit and retain drivers including broadening the talent search to include underrepresented demographics, including the female demographic, as well as offering opportunities and benefits that would resonate with female drivers.  

By recognizing the unique capabilities of different demographics, you can diversify your candidate pool and recruit talent from across the board.  

A Few Things to Avoid During Recruitment  

According to the U.S. Bureau of Labor Statistics, “between 1995 and 2017, the annual turnover rate at large TL carriers averaged 94.0 percent and that at small TL carriers averaged 79.2 percent.” This alarming statistic shows that recruiting new employees is more than just onboarding; it is an ongoing relationship that must be fostered to be mutually beneficial for company and employee.  

Recruiters can follow all the best tips out there when it comes to finding top truck drivers to join their teams, but certain mistakes can end up costing even the most experienced recruiters a new hire at present, or later down the road, if an employee feels unhappy with his/her position. During the recruitment and onboarding process it is vital to remember: 

  • Communication is Key: From the first interaction to successfully onboarding a new driver, communication is the foundation of a successful relationship. People feel valued when they feel that employers are keeping them updated on where they are at in the hiring process and have a support system once they accept an offer. Even after onboarding, touching base with your recruits and asking for their feedback, goes a long way in establishing loyalty and increasing retention.  
  • Hire More Than the Stereotypical Truck Driver: As discussed earlier, the demographics for new drivers entering the market are very different than they used to be, so it’s important to keep an open mind when it comes to reviewing resumes and interviewing candidates. Don’t rely on referrals alone, consider the benefits of hiring younger drivers, female drivers, and even new drivers, especially for team jobs.  
  • Make It Personal: Drivers want to feel that they have a connection to your company, so offering personalized feedback is a nice touch during the recruitment process. Company-wide, it is also important to create a culture that makes each employee feel valued and that there is a community atmosphere.  

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting. We look forward to helping you recruit and hire for your team! 

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!  

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week

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Truck driving is a career that is not for the faint of heart. With long hours, physical demands, and the stress of working on the road, it goes without saying that truck drivers are some of the hardest workers out there. Not only is truck driving a strenuous job, but it is also a vital one. Without the dedication of America’s truck drivers, communities across the nation would go without necessary goods; from food to clothing, truck drivers are the cornerstone of transportation in this country. For this and many other reasons, we honor our truck drivers every year during National Truck Driver Appreciation Week.  

History of National Truck Driver Appreciation Week  

According to the American Trucking Associations (ATA), National Truck Driver Appreciation Week is a time for Americans to show gratitude to the millions of truck drivers who make sure goods are delivered to communities across the country. This program is an annual celebration that was started by the ATA in 1988 to recognize the vital role that truck drivers play in our supply chain and economy. To put it into perspective, at least 80% of communities throughout the U.S. rely on trucks to meet their freight transportation needs. This year, National Truck Driver Appreciation Week is September 10th –16th.  

 

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week  

There are many wonderful appreciation ideas for celebrating your drivers during National Truck Driver Appreciation Week. From bonuses to free lunches, these gestures go a long way in showing gratitude for your drivers. Some other creative ways to celebrate your drivers include:  

Ask Your Drivers: One of the best ways to celebrate your team is asking for their feedback. By having an open dialogue with your drivers, you can see the areas where the company is excelling, and the areas that could use improvement. Perhaps your drivers would benefit from the use of new technology. Do you have a bonus structure in place? Even new seats in their trucks could go a long way in showing that you value your drivers’ well-being. By asking them what would make their job more comfortable, you not only are able to show appreciation, but also demonstrate that their opinion has an impact on the company as a whole.  

Survival Kits: Way cooler than a gift basket, survival kits are a creative way to put together items that your drivers can use while they are on a haul. From healthy snacks to new tech, a truck driver survival kit is a fun gift that shows your team that you value their hard work and are dedicated to providing them with tools they need to continue to do their job well.  

Family Time: Truck driving is demanding physically, but it is also draining emotionally. Many drivers spend weeks at a time away from their families, which is tough. A great way to show appreciation for drivers is to include extra time with family. Whether that is an extra day off, family company events, or the option to bring your family on the road, these gestures mean the world to drivers. This story, shared on Healthy Trucking of America, highlights the ups and downs of having a parent that is an OTR driver. By ensuring that your drivers have a healthy work-life balance and plenty of time to spend with family, you can not only increase driver retention, but show your team that you genuinely care about them having quality time to spend with their spouses and children.  

 

Showing Gratitude for Your Drivers Year-Round  

While showing your gratitude to your drivers during National Truck Driver Appreciation Week is a wonderful gesture, year-round appreciation is an important tool for companies to invest time and energy into, so they can increase driver retention. For additional truck driver appreciation ideas, download our Quick Guide to Truck Driver Appreciation.  

 

What are some ways your company shows appreciation for your drivers during National Truck Driver Appreciation Week, or year-round? Connect with us on Facebook, LinkedIn, or Instagram; we would love to hear from you!  

5 Key Elements of an Effective Fleet Safety Program

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Truck driving is one of the most dangerous jobs in America. In 2017, workers in the trucking industry experienced more fatalities than any other occupation. A successful fleet safety program minimizes the risk of crashes due to unsafe driving practices and can safeguard employers against costly legal liabilities.  

Building a culture of workplace safety starts at the top, but commitment and goal setting should be seen on all levels of an organization. Many accidents are preventable, but only if drivers and management receive the correct training, resources, and encouragement.  

Every carrier is different, so it’s best to create a fleet safety program unique to your company. Make sure to keep your program up-to-date, and maintain consistent messaging across digital and in-person channels.  

Keeping your drivers safe, healthy, and happy is key to improving driver retention and boosting efficiency across the board. Although there’s no way to guarantee an accident won’t happen, a fleet safety program is the best strategy to protect your drivers and avoid false claims and damaging lawsuits. These 5 tips can help you establish a successful fleet safety program that keeps your company ahead of the curve.  

 

  1. Carefully Screen and Select Team  

Set yourself up for success by establishing clear hiring standards and a consistent screening process. With the ongoing driver shortage, you might be tempted to reach out to drivers you might otherwise deem “risky” or inexperienced for the job. Although this might seem like a short term solution, consider the FMCSA’s estimate that the average cost of a commercial truck accident with just one injury is nearly $150,000.  

Make sure to identify every driver in the fleet. Even drivers who own or rent their personal truck can be a liability and should be included in company assessments. It’s also important to recognize each driver’s ability and level of exposure. This way, you can ensure that every driver receives the training and resources that will make them a strong asset to the team.  

 

  1. Identify Existing Problem Areas 

It’s important to manage accidents as they occur to mitigate legal fees, but it’s even smarter to get ahead of the problem. Review your most recent safety related incidents, such as citations, claim payouts, or accidents. This step is helpful for setting goals and understanding what aspects of your fleet safety program might require the most planning.  

Some carriers find it helpful to establish an accident review group. Discussing what occurred and where responsibility lies can be beneficial when determining if your company is going to be liable for penalties or fines. This is also a great time to provide feedback and training to prevent similar accidents in the future!  

 

  1. Establish Written Policies and Procedures  

Create accessible and comprehensive policies and procedures to set clear expectations. Every policy should emphasize driver safety over everything else, whether regarding driving time restrictions, drug and alcohol testing, or safety training.   

Policies on incident reporting, license checks, and scheduled vehicle maintenance are preventative measures that will keep your team on the same page. One-on-one or team meetings can also help to hold drivers accountable and aware of company policies.  

Establishing plans with a specific timeline is a great strategy to track employee achievements and maintain success in a long term program. Key milestones create attainable goals that keep a team cohesive, informed, and engaged.  

 

  1. Consider the Newest Technology  

Investing in management technology, such as GPS-enabled or video monitoring software, might be one of the most important steps in enhancing fleet safety. Although the merits of certain technology, like dash cams, is still debated, software has proved effective in protecting the safety of drivers and carriers.  

Telematics are increasingly being used by fleets to monitor and provide insights into driver and vehicle operation. Telematics utilize internal computer systems to gather and report data on speeding, harsh braking, distracted driving, and more.  

 

  1. Reward Drivers with Incentive Programs 

Positive reinforcement is one of the best ways to retain drivers and effectively accomplish safety goals. Employees that feel encouraged and recognized will work harder and be more receptive to program changes. Incentive programs are one of the best ways to support drivers and create a fun and engaging workplace.  

To reward increased fleet safety, incentives like bonuses, company recognition, more vacation days, or merchandise can go a long way. Providing incentives upon the completion of specific goals encourages more participation, and friendly competition is a great way to get the whole team involved.  

 

Creating a fleet safety program is an important step in mitigating the effects of safety-related incidents on the road. However, no program is one size fits all. It’s important to consider your company’s history, who your drivers are, and what strategies would be most beneficial.  

Is there a safety tip you’ve noticed has had a great impact on your fleet? What about something you’ve learned to avoid? Connect with us on social media to let us know your best safety tips and advice!  

Dashboard Cameras: The Pros and Cons

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One topic that has become increasingly controversial in the trucking industry is the use of dashboard cameras. Everyone from drivers and carriers to industry experts has an opinion on the use of these cameras and whether they provide any real benefits. For some, the argument is in favor of dashboard cameras because they can increase protection for the driver and company, while reducing liability. Others argue that dashboard cameras infringe on drivers’ privacy and create distrust between drivers and their companies.  

Pros: Liability and Protection 

People who are pro-dashboard camera believe they benefit drivers by adding a level of safety and increased protection from liability during accidents.  

As truck driver Steve commented on our Facebook poll, “Outward facing cameras are great. They can be used to prove fault in accidents.” 

Even though most people do not realize it, the majority of vehicular crashes involving trucks are actually caused by passenger vehicles. Two independent studies by The University of Michigan Transportation Research Institute and the National Highway Traffic Safety Administration (NHTSA), found that cars are at fault from 71-91% of the time in fatal crashes with trucks. While drivers are often not at fault for the crashes, they, as well as the carriers, often end up being held liable for the accident. For trucks with outward facing cameras, they are most easily able to prove their case and liability status based on footage from the incident.  

They provide a constant eye in the case of danger and damage. 

Dashboard cameras are an important option for protecting truck drivers from wrongful allegations which reduces costs and liability for carriers. With such great benefits, many carriers are opting to install dashcams. 

Cons: Privacy and Micromanagement  

While dashboard cameras can improve safety and protection for drivers during accidents, many would argue that they are an invasion of privacy, especially inward facing cameras, as many drivers’ trucks are also their homes.  

As truck driver GS Bass told us, “I feel the cab is my personal space, private, my domicile while working. I know companies can dip into any inward camera and observe.” Similarly, another driver, Eric, observed, “This is my home when it’s not moving.” 

Most drivers live in their trucks while making hauls, so not only is it their office, but it is also their living room, kitchen, and bedroom. The use of dashcams takes away from drivers’ rights to have privacy and makes their every move available to the carriers, as well as anyone else you could access the camera’s footage. With that said, drivers would have no room to even scratch their nose without someone watching. 

Another argument against dashboard cameras is micromanagement of a driver’s decisions. Let’s say you have a trucker who has been a great driver for over 10 years and has vast experience making sound driving decisions. Dashboard cameras allow the carrier to scrutinize and judge every decision a driver makes, without understanding its nuances and consequences. 

Steve told us, “They make driving less safe because we now drive for the camera. If a traffic light turns yellow and you have to brake even minutely hard, it causes the camera to go off. We then get called in and coached on hard brakes. This coaching gets put in your record and you accumulate points for it. If someone pulls out in front of you, and you hit the brakes too hard, points. If you’re listening to the radio too loud when the camera comes on, or taking a drink of coffee, or looking out your side windows (like checking your mirrors), points.” 

For drivers, this can create frustration as someone who has never driven a rig tries to tell them how to do so.  

A Potential Solution  

While proponents and opponents of the argument each make valid points, there is middle ground that can be reached on the topic of dashboard cameras. Many truck drivers would be amenable to forward-facing cameras if they don’t have to deal with the inward cameras. The benefits of forward-facing cameras are undeniable to both truckers and carriers. If carriers take this too far with inward facing cameras, they will face resistance because of privacy concerns. 

Another consideration is how much flexibility and freedom carriers choose to give individual drivers. If a carrier decides to institute a dashboard camera policy without consulting with their drivers, they will likely see extreme resistance.  

On the other hand, if a carrier allows drivers to make their own decisions about dashboard cameras, and just educate them on the pros and cons, they may find that more and more drivers will voluntarily elect to install cameras. 

6 Trucking Associations to Know in the Industry

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6 Trucking Associations to Know in the Industry

Professional associations have been around as long as skilled workers have had jobs. These associations exist to safeguard the profession, and they provide guidance and lobbying efforts and otherwise advocate for the industry’s workers. For many industries, there are several beneficial associations that help support its members and mission. The trucking industry is no exception. There are many groups that exist to help truck drivers find resources to help with their experience within the trucking industry. Here we’re going to explore the basics of 6 trucking associations you need to know.

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1. Women in Trucking (WIT)

The number of female truck drivers continues to rise, and trucking associations like Women in Trucking are playing a role in that. The mission of WIT is to encourage hiring women in the trucking industry, promoting women’s accomplishments, and removing any obstacles the affect women truckers. WIT’s website is full of resources for women in the trucking industry. Female drivers and women working in the trucking industry can find information about training, mentoring opportunities, and events.

2. American Trucking Associations (ATA)

The largest national trucking association is the American Trucking Association. Founded in 1933, the ATA exists to provide a voice to the nation’s truckers. There are affiliate groups of the ATA in all 50 states to help trucking businesses grow. This group helps to advocate and advise truckers, across a broad range of topics specific to these drivers, and the ATA connects and educates members via numerous events, conferences, and councils held each year. There are a number of membership types available representing many facets of the trucking industry. And with over 10,000 members, their collective voices are being heard.

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3. National Association of Small Trucking Companies (NASTC)

The National Association of Small Trucking Companies exists to provide help and support tailored to smaller trucking companies. The NASTC seeks to be the voice for these smaller companies and provides buying power that larger companies are usually afforded. By working as a co-op of over 10,000 companies, members can reap the benefits of larger organization discounts on things like fuel, insurance, and many other trucking company needs. This brings a lot of benefit to smaller companies that need it.

4. Trucking Industry Defense Association (TIDA)

This network of trucking professionals exists to defend the trucking industry by reducing the cost of claims and lawsuits against it. TIDA has a number of membership opportunities, as well as a mentor/mentee program, which helps new members maximize their membership. Members benefit from education and networking, and TIDA membership also provides endowments and legal resources that members might need. With over 1,500 members, TIDA is committed to working together to defend the industry.

5. Commercial Vehicle Safety Alliance (CVSA)

The Commercial Vehicle Safety Alliance is a trucking association that covers all of North America. The CVSA exists to provide improved safety and uniformity across commercial motor vehicle inspection and enforcement activities. The CVSA accomplishes this by providing education and guidance to policy-makers and policy-enforcers alike. Creating common inspection criteria and reducing redundancy across the countries was the primary driver of this group. This group has four different membership types available, and it covers the continent with 5 regional groups.

6. Truckload Carriers Association (TCA)

This trucking association has a singular focus on the truckload segment of the trucking industry. The Truckload Carriers Association started over 80 years ago and is dedicated to the interests of truckload carriers. The TCA represents dry van, flatbed, refrigerated, tanker, and intermodal container carriers. This group provides its members with benefits that can increase profitability, help teach employees, and provides resources and representation in Washington DC to bring positive changes to the trucking industry.

Trucking associations are a positive influence in the overall trucking industry. These 6 associations are a place to start when you’re seeking to find information about groups that your company might want to join. And there are many more groups that exist at the national, state and local level. In many cases, you might need help for something very specific to your location or to very specific issue. Depending on your particular needs in any situation, you might find something more specifically suited to that situation.

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