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Truck Driver Recruiting: Then vs. Now

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The trucking industry has been essential to the US economy for nearly a century, which means that drivers, recruiters, and industry experts have seen many trends come and go over the years. This is why with advancements in technology, new legislation, and a vacillating economy, it’s more important than ever to stay up to date on modern recruiting tips and tactics.  

 

When exploring current industry trends, it’s helpful to understand past practices to gain a better perspective on the future direction of driver recruiting. Here at Drive My Way, we’ve researched how the trucking industry and recruiting strategies have changed over time. Keep reading to find out more about the past, present, and future of recruiting and retaining quality drivers.  

 

The ‘Golden Age of Trucking’ 

Although commercial drivers have been responsible for transporting the majority of US freight since the early 1920s, there have been many changes over the years that have affected the challenges and benefits of working in this industry. These changes have in turn affected recruiters’ ability to attract and retain top talent.  

 

The industry saw a very rapid rise from initial developments in the early twentieth century to wide scale support from national organizations and the US government throughout the 1960s and 70s. Truckers making the journey from New York to LA became commonplace in these decades, especially following the development of organizations like the Federated Trucking Association of America and the American Highway Freight Association. At the same time, new truck stops began to appear across the country, making life easier for OTR drivers.  

 

The 1970s are sometimes referred to as the ‘Golden Age of Trucking’ due to drivers’ successful participation in unions and strikes protesting the rising fuel costs during the energy crises of 1973 and 1979. This decade saw a major increase in truck driver salaries, which led to an influx of new and younger drivers. The unionization of truck drivers resulted in Department of Transportation (DOT) regulations that improved the work life and safety of commercial drivers. And the popularity of  movies like Smokey and the Bandit didn’t hurt truck drivers’ reputation either!  

 

The Roots of Today’s Driver Shortage 

The 1980s, however, saw the trucking workforce to become de-unionized, which resulted in wages being cut nearly in half. These effects are still being felt today, as low salaries and insufficient benefits are often the number one cause for driver turnover. In the decades since, recruiters have had to work harder to come up with creative strategies to find and recruit top talent and incentivize them to stay.  

 

For a long time, recruiters looked mostly to truck driving schools as their sourcing pool for candidates. This often led to companies sponsoring these schools to create a direct pipeline. In recent years, digital recruiting strategies and changing driver preferences have created a unique array of channels for recruiters to utilize. 

 

“The evolution of driver recruiting over the last decade has not been subtle,” said Lance Pshigoda, VP of Sales at Drive My Way. “Organizations who have not embraced technological advancements that address time-to-hire analytics, driver processing speed, and industry specific onboarding platforms are struggling not just to remain competitive, but to survive.”  

 

Recruiting Today 

Nowadays, social media is the fastest growing channel for recruiters. Professional social networks like LinkedIn, digital job board sites like ZipRecruiter and Indeed, and casual networks like Facebook have changed how recruiters reach out to and build relationships with potential drivers. Utilizing social media is especially important to reach younger drivers, as the average age of a professional truck driver in 2023 is over 40 years old, which represents 72% of the professional truck driver population, according to Zippia.  

 

“Driver retention is as important, if not more important, than hiring in today’s environment given the investment costs associated with sourcing applicants.  Targeting a younger generation of the driver population cannot be accomplished by simply upping signing bonuses and offering new equipment to drive,” said Pshigoda.  

 

“Today’s emerging driver population wants to know they have a career trajectory, and an organization that is invested in their individual success.  That they are partners in the company’s success rather than employees easily disposed. A clear, expedited hiring and retention plan outlined for both the driver and the organization employing them ensures longevity and the successful venture of the partnership.” 

 

Recruiters trying to encourage diversity in the drivers they hire and retain are also implementing strategies like referrals, internships, and driver mentor programs. These advancements support drivers who are underrepresented in industry settings, such as women and people of color. Diversifying your recruiting pool and supporting new hires with modern strategies are important steps to stay ahead of the curve in a competitive market.  

 

Over the years, there have been many changes to the trucking industry that have affected how recruiters find and retain top talent. In today’s world, it’s essential to stay up to date on modern strategies and leave room in your recruiting budget to try innovative solutions. Looking at past trends can be helpful in understanding what drivers are looking for now and how they search for jobs in today’s market. 

 

For more tips on recruiting truck drivers, download our Ultimate Guide to Truck Driver Recruiting, or 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!