Over-the-road (OTR) drivers are the backbone of long-haul trucking, moving goods across state lines and keeping supply chains running. However, finding and keeping quality OTR drivers is no small task.
These drivers face unique challenges compared to regional or local drivers, and your recruiting and retention strategies need to reflect that.
Keep reading for our breakdown of how to successfully hire and retain OTR drivers, with seven tips that can apply to building a stronger driver team overall.
Understand What OTR Drivers Want
The first step to attracting and retaining quality OTR drivers is to understand what makes their position and experiences unique.
OTR drivers often spend weeks away from home, and that lifestyle isn’t for everyone. When recruiting, be upfront about the realities of the job, but be sure to highlight the benefits your company can offer.
Consider these factors that many OTR drivers are motivated by:
- Higher pay potential compared to local routes
- Bonuses (sign-on, safety, mileage, etc.)
- Freedom and independence on the road and flexible scheduling
- Opportunities for adventure and seeing the country
When you tailor your messaging to speak directly to what OTR drivers value, you attract candidates who are genuinely interested and prepared for the demands of the role.
Offer Competitive Pay and Benefits
Pay may not be the only factor drivers consider, but it’s undeniably a major part of attracting and retaining top talent.
Competitive compensation goes beyond base pay; it also includes offering a complete package that makes drivers feel valued. Consider offering the following:
- Mileage pay that is fair and transparent
- Per diem options to cover expenses on the road
- Health, dental, and vision insurance
- 401(k) matching and retirement planning options
- Flexible home time policies
When drivers feel they are earning what they are worth, they are much more likely to stick around and spread word to help build your reputation.
Prioritize Home Time — Even for OTR Drivers
As every recruiter and employer knows, most OTR drivers end up on the road and away from home up to weeks at a time. Even the most committed OTR drivers will eventually need a break. Offering predictable home time schedules is critical for retention and fostering a committed workforce.
Some companies now promise:
- Guaranteed home time after a certain number of days or weeks on the road
- Flexible scheduling for family emergencies
- Paid time off (PTO) that can be scheduled in advance
Drivers who know they will get meaningful time at home are far less likely to experience burnout.
Streamline Your Hiring Process
CDL drivers are busy and often access the internet on the road with mobile devices. A slow, complicated hiring process can turn off good candidates and increase your recruiting expenses.
Ensuring that your recruiting and hiring processes are efficient and accessible is a key step to attracting and retaining the talent you are searching for.
Consider these factors to streamline your hiring process:
- Respond quickly to applications and inquiries, considering that drivers may prefer various forms of communication including phone calls, email, text message, social media, or in-person.
- Simplify onboarding with digital paperwork and online orientation when possible. Be sure to make as many resources as possible mobile access friendly
- Communicate clearly about steps, timelines, and expectations. Track candidates to ensure nothing is missed or delayed.
Remember: drivers have options. If you take too long to bring them onboard, they might move on to a company that is faster.
Invest in Driver Support and Communication
Once hired, OTR drivers can often feel isolated on the road. A strong communication system, with dispatch, management, and other drivers, is key to helping them stay connected and committed to your company.
- Assign dedicated driver managers who act as a single point of contact. Make sure they are able to communicate through various channels.
- Use mobile apps and technology for easy updates, routing help, and check-ins
- Mental health struggles are prevalent but often overlooked among CDL drivers. Offer mental health support and open-door policies to display your commitment to the wellbeing of your drivers.
Drivers who feel seen and supported are more likely to remain in their positions and recommend your company to others.
Recognize and Reward Your OTR Drivers
Recognition goes a long way. Commercial driving can be a challenging career, and sometimes a note of gratitude or social media shout-out can keep a driver from looking for other opportunities.
Consider celebrating milestones like:
- Safe driving awards
- Driver of the Month programs (on social media, company websites, and more)
- Years-of-service bonuses
Small gestures, even a simple thank-you call, can make a huge difference in showing drivers that their hard work is valued.
Provide Growth Opportunities
Many OTR drivers are looking for more than just a paycheck, they want a clear and meaningful career path with real opportunities for growth.
It is not enough to offer a good salary; drivers want to know they have a future with your company. When you invest in their professional development, offer advancement opportunities, and show a genuine commitment to their success, drivers are far more likely to stay for the long term.
Help your OTR drivers envision a future at your company by offering:
- Opportunities for additional endorsements (Hazmat, tanker, etc.)
- Training programs to become trainers, dispatchers, or safety coordinators
- Clear promotion paths for leadership roles
When drivers feel that they can grow with you, they will stay with you longer.
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.
