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What Drivers Want from Employers in 2026

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As the trucking industry moves into 2026, drivers are becoming more vocal and more selective about what they expect from employers. Competitive pay will always matter, but today’s drivers are looking beyond a paycheck alone. Quality of life, respect, transparency, and long-term stability are now central to how drivers evaluate a job. 

 

Drivers have more information and more options than ever before. Online reviews, social media, and peer recommendations allow them to compare companies quickly. Employers that want to attract and retain drivers in 2026 will need to understand what truly matters behind the wheel. 

 

Here are the key things drivers want from employers heading into 2026. 

 

Fair Pay With Clear Transparency 

Pay remains the foundation of any driving job, but drivers increasingly want clarity alongside competitive rates. This means clear explanations of how pay is calculated, when raises are reviewed, and how bonuses or incentives work. 

 

Drivers want to know exactly what they will earn per mile, per stop, or per load, and how factors like detention, layovers, or breakdowns are compensated. Unclear pay structures create frustration and mistrust, while transparency builds confidence and loyalty. 

 

In 2026, drivers are also paying closer attention to consistency. Predictable income matters just as much as high advertised rates. 

 

Reliable Home Time and Scheduling 

Work life balance continues to rise in importance for truck drivers. While many drivers understand the demands of the job, they still want realistic schedules and dependable home time. 

 

Drivers want employers who set clear expectations about routes, time off, and flexibility from the beginning. Missed home time is one of the fastest ways to lose trust, especially when promises are not kept. 

 

More drivers are prioritizing regional, dedicated, or flexible scheduling options that allow them to plan personal commitments without constant uncertainty. 

 

Respect and Professional Treatment 

Drivers want respect in how they are scheduled, communicated with, and supported. Respect shows up in many ways, including how dispatch communicates, how concerns are handled, and how feedback is received.  

 

Employers who listen to drivers, respond to issues, and value driver input will stand out in 2026. Simple actions like timely communication, polite interactions, and follow through that shows you’re listening to their concerns make a meaningful difference. 

 

Drivers also want employers to recognize experience in practical ways, such as safety awards, performance-based recognition, and confidence in their decision making on the road. 

 

Better Equipment and Safety Support 

Reliable, well maintained equipment remains a top priority for both driver retention and overall company reputation. Drivers want trucks that are safe, comfortable, and equipped with modern technology that supports their work rather than complicates it. 

 

Safety policies also matter. Drivers want employers who prioritize preventive maintenance, realistic delivery schedules, and safety over speed. A strong safety culture signals that a company values driver well-being. 

 

In 2026, drivers are sure to be aware of how equipment quality affects their health, stress levels, and overall performance. 

 

Strong Benefits and Wellness Resources 

Benefits are no longer viewed as extra optional add-ons. Drivers want health insurance, retirement options, paid time off, and access to wellness resources that support both physical and mental health. 

 

Mental health support, stress management tools, and wellness programs are becoming more important as drivers acknowledge the challenges of long hours and time away from home. 

 

Employers who offer meaningful benefits show drivers that they care about long term well-being, not just productivity. 

 

Opportunities for Growth and Stability 

Many drivers want to know that their job has a future, and that their employer is truly invested in their professional development. This may include opportunities for higher paying routes, training programs, mentoring roles, or transitions into other positions within the company. 

 

Drivers are also seeking stability. Clear company goals, consistent freight, and honest communication about business changes help drivers feel secure. 

 

 

 

Companies that listen, adapt, and put drivers first will stand out in an increasingly competitive market. When drivers feel supported and valued, everyone benefits, from safer roads to stronger fleets and better service overall. 

 

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.  

Tips for Employers to Build a Strong Reputation with Drivers

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In the trucking industry, a strong reputation isn’t just about securing contracts or maintaining a polished brand. It’s also about earning the trust and respect of the drivers who keep your business moving. 

Drivers are truly at the heart of your operations, and their perception of your company directly impacts retention rates, recruitment success, and overall productivity. Building a positive reputation with drivers requires intentionality, transparency, and a commitment to their well-being.  

Here are 8 practical tips for fostering trust and becoming an employer of choice in the trucking industry. 

 

  1. Prioritize Transparent Communication

Drivers appreciate clear and open communication. Be transparent about company policies, pay structures, job expectations, and changes to routes or schedules. Ambiguity and uncertainty can lead to frustration, while transparency fosters trust. 

Use multiple channels, such as regular meetings, clear and consistent dispatch communication, and driver newsletters, to keep your workforce informed. 

Additionally, ensure that drivers have a clear line of communication with management. Consider driver engagement surveys or anonymous feedback boxes to provide drivers an opportunity to voice how they really feel, but be sure to actually implement changes to show you’re listening.  

Encouraging drivers to share feedback and concerns without fear of retaliation builds mutual respect and demonstrates that their voices matter.  

 

  1. Offer Competitive Compensation and Benefits

Compensation remains one of the most critical factors influencing a driver’s opinion of their employer. It is also an essential factor in attracting new, qualified drivers. 

Ensure your pay packages are competitive within the industry and reflect the challenges of the job. Beyond base pay, consider offering bonuses for safety, on-time delivery, and fuel efficiency. 

Comprehensive benefits packages, including health insurance, retirement plans, and paid time off, further enhance your reputation. Flexible options, such as tuition reimbursement or mental and physical wellness programs, signal that you value your drivers beyond just their labor. 

 

  1. Invest in Equipment and Technology

Providing drivers with well-maintained vehicles and modern technology demonstrates a commitment to their safety and comfort. No driver wants to spend hours dealing with breakdowns or operating outdated equipment.

Consider investing in technologies such as electronic logging devices (ELDs), GPS systems, and safety enhancements, like collision mitigation and lane-departure warning systems. Regular fleet maintenance schedules also show drivers that you take their safety seriously. 

 

  1. Foster a Positive Company Culture

A supportive and inclusive company culture can significantly improve how drivers perceive their employer, increasing retention rates and attracting new drivers. 

Create an environment where drivers feel respected, valued, and included. Celebrate achievements, such as safe driving milestones or years of service, to boost morale and show appreciation. 

Consider encouraging collaboration and camaraderie through team-building activities, recognition programs, and company events. Even small gestures, like providing snacks in driver lounges or organizing holiday celebrations, can go a long way in building loyalty. 

 

  1. Provide Opportunities for Growth and Development

Drivers are more likely to stay with an employer who invests in their professional growth. Offer training programs to help drivers sharpen their skills or advance into new roles, such as dispatcher or fleet manager positions.

Continuing education opportunities, like safety workshops or certifications, also demonstrate a commitment to their long-term success. Career development pathways not only improve retention but also attract ambitious drivers looking to grow their careers. 

 

  1. Address Work-Life Balance

The trucking lifestyle can be demanding, but employers who prioritize work-life balance earn the respect of their drivers. 

Provide flexible scheduling options when possible and consider implementing programs that help drivers spend more time with their families. For example, home-daily routes or predictable schedules can make a significant difference in driver satisfaction. 

Additionally, respect drivers’ time off by ensuring they can take breaks and vacations without feeling pressure to return to work prematurely. This shows that you value their well-being as much as their contributions to the company. 

 

  1. Create a Feedback Loop

Drivers’ insights are invaluable for improving company operations. Establish a robust feedback loop where drivers can share their ideas and concerns but be sure to act on them. Conduct regular surveys or hold focus groups to understand their needs better.

When drivers see their feedback being implemented, they’ll feel more connected to the company and recognize their role in its success. Transparency in this process is key, so be sure to communicate how you’re addressing their suggestions and concerns. 

Read more about using current drivers’ insights to improve recruitment and retention here.  

 

  1. Emphasize Safety Above All Else

Safety is a top priority for drivers, and companies that actively promote safe practices earn their respect. 

Provide thorough safety training and ensure drivers have access to updated safety protocols. Equip your fleet with advanced safety features and enforce policies that discourage unsafe behaviors, such as driving while fatigued. 

By creating a culture of safety, you show drivers that their well-being is your top priority. 

 

 

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.  

Treating Drivers like People, Not Leads

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What is the key to recruiting a fleet of qualified, dedicated drivers?  

 

It’s not just about finding the right skill set or filling vacancies quickly. The real secret lies in recognizing and valuing drivers as individuals, not just as leads.  

 

In an industry where retention and job satisfaction are critical, the importance of treating drivers with respect and understanding cannot be overstated. Keep reading to find out why prioritizing personal connections in the recruitment process is essential for attracting and retaining a strong and committed team of quality drivers, and what strategies can help demonstrate your dedication to every candidate.  

 

The Impact of Treating Drivers as People 

Most truckers are well experienced in the recruiting process, and they can sense insincere or apathetic marketing tactics from a mile off. Treating drivers like leads, instead of real people, can discourage applicants from continuing through the process and can affect a carrier’s reputation and industry standing.  

 

Find the best matches for your jobs.  

Treating drivers like people means considering their unique skills, career goals, and job preferences. If you look at candidates simply as leads without any distinct qualities, you run the risk of believing that you can fill any job with any driver.  

 

The best job matches are made when a driver’s unique experiences and preferences align with what is required of a position. Some drivers may prefer less home time, while others need to be with their families frequently throughout the week. Newer drivers may prefer the most modern model trucks, while seasoned veterans would be more comfortable with classic and reliable models.  

 

Finding the right driver for each position requires you to get to know the priorities, goals, and preferences of each individual. Your recruiting becomes more precise and accurate when you treat drivers like people. From a driver’s perspective, this approach is beneficial because it meets their needs, making them more likely to be productive and perform at their best. 

 

Increase retention.  

Treating drivers like people will also help you recruit with more lasting value. When drivers feel appreciated, supported, and listened to, they are more likely to remain in a position long-term.  

 

With the ongoing driver shortage and industry-wide high turnover rates, fostering loyalty and job satisfaction is crucial. When drivers feel valued, they develop a stronger attachment to their company and are less likely to seek opportunities elsewhere. 

Carriers can demonstrate this appreciation through concrete actions such as conducting driver engagement surveys to understand their needs and concerns and offering appreciation programs to recognize certain safety and career milestones.  

By consistently showing that they care about their drivers’ well-being and professional growth, carriers can build a more dedicated and stable workforce, enhancing overall operations and success.  

 

Make recruiting more efficient.  

Recruiters often have limited time and resources to fill numerous open positions. While it may be tempting to quickly contact as many candidates as possible to expedite the hiring process, this approach often results in high turnover within a few months.  

 

Prioritizing quantity over quality may yield short-term gains, but it won’t attract the best drivers for the job. Treating drivers as individuals rather than leads allows for a more efficient process, as you can concentrate on engaging with top matches, ultimately leading to more enduring and successful hires. 

 

Focus your energies on qualified, interested drivers and ensure they have a smooth process from recruiting, to onboarding, to their first day behind the wheel. Drivers will appreciate this, as their questions and concerns can be answered quickly and directly, making it easier to assess if the position is the right fit.  

 

Strategies to Show Drivers Your Commitment  

The best way to demonstrate to drivers that you value them as people, not leads, is to create driver-centric strategies that focus on their well-being and professional growth.  

 

From the initial marketing to attract potential candidates to orientation and onboarding, these methods will help foster a positive work environment, boost morale, and enhance driver retention. 

 

 

  • Offer a Referral Program: Encourage current drivers to refer others, demonstrating your trust in your employees and commitment to building a positive reputation. Referral programs can attract quality candidates who will have an easier time adjusting to company culture and practices.  

 

  • Establish a Digital Presence and Brand Identity: Use your website and social media to display your company culture, values, and real driver experiences through testimonials. Transparency builds trust with potential recruits, and a recognizable brand identity can attract drivers and differentiate your company from competitors.  

 

  • Optimize Your Applications: Simplify the application process. Lengthy forms can discourage applicants. Make sure your online application is user-friendly and mobile-responsive, such as including auto-fill features and digital signature capabilities.  

 

 

For more advice on recruiting and retaining qualified drivers in today’s competitive market, be sure to check out the rest of our Employer blog posts and connect with us on social media.  

 

5 Traits the Best Trucking Jobs Have in Common

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You can tell a lot about a carrier by how it treats its drivers. Turnover rate, industry reputation, and overall employee satisfaction are all important markers that can make or break a company in today’s competitive market.  

 

Although every truck driver brings unique experience and preferences to the table, there are some traits that all drivers look for in a good trucking job. By understanding and implementing these traits, employers can attract and retain top talent.  

 

Whether you are looking to improve your current operation or attract new drivers, keep reading to find out 5 traits that the best truck driving jobs have in common.  

 

Competitive pay and benefits 

It should not come as a surprise that the top priority for most drivers is receiving a competitive salary and compensation. Drivers remain in high demand as the industry-wide driver shortage continues, which means they can be selective when it comes to choosing a job. Offering fair pay and benefits is a fantastic way to attract talent and increase your standing in the industry.  

 

Although driver compensation always differs depending on many factors, there are other financial incentives that motivate current drivers and new applicants, such as sign-on bonuses and paid time off. Other incentives can include yearly raises to increase company loyalty and safe miles bonuses.  

 

Providing financial incentives and benefits like insurance shows that you value your drivers, which can lead to positive word-of-mouth recommendations. On the other hand, compensating your drivers below the industry standard is sure to raise red flags and impact your company’s reputation.  

 

Listening and communication  

Although fair pay remained drivers’ top concern in Drive My Way’s most recent Driver Happiness Survey, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.   

 

In the same survey, only 51% of drivers surveyed said they were happy at their jobs. Demonstrating your commitment to listening to your drivers’ needs and considering their opinions can have a dramatic impact on retention rates and overall employee satisfaction.  

 

Consider implementing programs to learn what could be improved at a management level, while giving drivers a chance to speak freely and be listened to. Driver engagement surveys, anonymous suggestion boxes, and regular one-on-one meetings are proven methods to foster open communication and demonstrate that management values drivers’ input.  

 

Home time and flexible scheduling  

One of the most difficult parts of any trucking job is the time away from home. Even local or regional drivers can spend most of the day away from home or work an irregular schedule due to delivery requirements.  

 

Although employers can’t change the rigid nature of shipping and delivery schedules, ensuring drivers have ample time off is a wonderful way to reward employees and increase satisfaction. For OTR drivers, who spend an average of 300 days (about 10 months) out of the year on the road, regularly scheduled home time can mean even more.  

 

If a driver has been on the road for days at a time, ideally they should be able to take a few days off. Allowing opportunities for drivers to choose their schedules and runs the longer they have been employed is also a strategy that can increase company loyalty and employee satisfaction.  

 

Quality equipment 

By investing in reliable, quality equipment and technology, you also invest in the safety and well-being of every driver on the team.  

 

Carriers don’t have to have the newest or most expensive models to provide a high-quality working environment for their drivers. Regular maintenance and adherence to safety regulations ensure that vehicles are dependable and minimize the risk of breakdowns or accidents. This not only enhances safety but also reduces downtime and stress for drivers. 

Additionally, investing in technology such as route optimization software and telematics can significantly improve drivers’ efficiency and job satisfaction. Route optimization software helps drivers navigate more efficiently, reducing travel time and fuel costs, while telematics provide real-time data on vehicle performance, enabling proactive maintenance and immediate issue resolution. 

 

Opportunities for growth  

If drivers feel as though an employer is committed to their continued growth and learning, they are more likely to perform better and remain at the company.  

 

From the start of the onboarding process, drivers should be aware of opportunities to receive further training, certifications, or internal promotions. Providing a clear path for career advancement not only boosts morale but also enhances drivers’ skills and expertise, benefiting both the employees and the company. Mentor programs are another great method to engage drivers and strengthen company culture while improving overall employee performance.  

 

 

 

Looking for more advice on how to best attract and retain qualified drivers to join your fleet? Head over to our Employer Blog posts or connect with us on social media to receive the newest updates on the trucking industry.  

Innovative Onboarding Techniques: How to Set Your Drivers Up for Success

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CDL driver onboarding

Onboarding is one of the most important parts of the recruiting process. It can convince a new driver to stay on the team for the next decade, or it can send them packing before their first shift begins.  

 

An effective onboarding process sets the tone for the entire driver experience, from the moment they’re hired to the long haul ahead. In a career like truck driving, the onboarding process is especially important to cover safety regulations, how to manage equipment, and the relationships between dispatch, management, and drivers.  

 

Wondering how to implement innovative onboarding techniques that engage truck drivers of all experience levels? Keep reading to find out what strategies to keep in mind to streamline your onboarding process and set your drivers up for success.  

 

Clear Communication is Key  

An effective onboarding process establishes clear communication channels from the start. Different drivers may prefer different methods of contact, so it helps to offer various channels such as phone calls, emails, text messages, and instant messaging apps. 

 

Some companies encourage communication by assigning a dedicated contact person to each driver. This personalized approach fosters trust and encourages open communication to address any questions or concerns drivers have throughout the process.  

 

Regular updates are essential to keep drivers informed about any changes or updates relevant to their role, and to ensure new hires feel quickly integrated into company culture. Frequent touchpoints also demonstrate transparency and help drivers stay engaged and prepared. 

 

It’s important to remember that communication goes both ways. This is why implementing feedback mechanisms, such as engagement surveys, suggestion boxes, or one-one-one meetings, shows drivers that their opinions are valued and can lead to improvements in communication and onboarding processes. 

 

Invest in Technology  

Integrating modern technology solutions is one of the best methods to streamline the onboarding process and make it easier for both drivers and employers. Reducing the time a driver spends completing the hiring and onboarding processes can have immediate payoffs by improving employee satisfaction and decreasing driver turnover.  

 

Manual paperwork is time-consuming and error-prone, and often results in drivers needing to rewrite the same information over and over. By implementing electronic document management systems, essential information can be gathered more efficiently and easily stored and retrieved.  

 

Applicant tracking systems also help to organize the onboarding process by centralizing important data and ensuring that each driver completes the required steps efficiently and effectively. These systems automate tasks such as collecting applicant information to repopulate other forms, saving drivers time and effort.  

 

Along with diminishing the time drivers spend filling out redundant data, applicant tracking systems can assist with scheduling interviews and conducting background checks, helping to streamline the hiring process and ensure compliance with hiring regulations.  

 

Another way technology can improve the onboarding process is by creating mobile-friendly options to submit and sign important documents, access digital training materials, and communicate with HR or mentors.  

 

A digital onboarding portal can provide new hires with centralized access to interactive training modules, orientation videos, company policies, and onboarding checklists in a structured and user-friendly platform. The flexibility of remote onboarding and training will also attract busy drivers that value completing essential onboarding tasks at their own pace and schedule. 

 

Consider Mentor Programs  

A proven strategy to increase driver retention rates and foster a culture of support and continuous learning is through offering mentor or buddy programs. These work by pairing new hires with seasoned drivers to provide insights and career advice, even beyond the onboarding process.  

 

Mentors can share practical tips, best safety practices, and real-world insights that may not be covered in formal training programs, while helping new drivers quickly integrate into the company’s culture.  

 

The various processes and paperwork required throughout onboarding can often feel repetitive and impersonal, but mentor programs demonstrate that a company is invested in their employees and their success. Feeling welcomed and connected to a company from the start can increase driver retention and engagement while creating a work environment of communication and support.  

 

Create a Cohesive Onboarding Checklist  

A disorganized recruiting and onboarding process doesn’t just waste time and money, it can also result in dissatisfied drivers that will increase your turnover rates. 

 

By having a structured checklist for the onboarding process, employers ensure that no important steps are missed and that every driver has a smooth introduction to the company. A checklist also helps employers avoid delays in processing and allows HR to track the progress of every new driver.  

 

Since onboarding can be a complex process with multiple steps, a checklist breaks down each step into manageable tasks, providing clear guidance to both the employer and the new hire on what needs to be done and in what order. Additionally, a checklist helps to standardize the onboarding process across all new hires, ensuring consistency and fairness. This can be especially important for larger companies with multiple locations or hiring managers. 

 

 

 

 

For more advice on boosting your recruiting efforts, be sure to check out the rest of our Employer Blog posts and follow us on social media.  

How to be Proactive During the Driver Shortage

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How to be Proactive During the Driver Shortage

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

 

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

 

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

 

What’s Causing the Shortage? 

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

 

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

 

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

 

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

 

Prioritize Retention  

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

 

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

 

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

 

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

 

Diversify Your Selection Pool  

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

 

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

 

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

 

Invest in the Future 

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

 

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

 

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

 

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

 

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

 

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

 

Looking to Diversify Your Candidate Selection Pool? Here’s How

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Diversify Your Truck Driver Candidate Pool

In today’s highly competitive market, there’s no “one size fits all” approach to recruiting and retaining qualified truck drivers.  

 

Recruiters must be willing to explore a variety of strategies and sources to find top talent and build strong, reliable teams. By increasing the scope of your recruiting efforts and demonstrating your commitment to the needs of all your drivers, you not only enhance the diversity of your candidate selection pool, but also foster a culture of inclusivity and understanding within your company.  

 

Keep reading to find out why diversifying your candidate selection pool contributes to a more dynamic and innovative workforce, and how expanding your recruiting efforts could position your company for long-term success in the ever-evolving landscape of the transportation industry. 

 

Why does this matter? 

You might wonder why you should expand your candidate selection pool if you’ve seen continued success from your long-time sourcing strategies.  

 

Even if you have a steady stream of applicants and a team of quality drivers, it’s still important to focus on future growth and prepare for potential changes in the industry. By expanding your candidate selection pool, you not only mitigate risks associated with unforeseen challenges, but also ensure adaptability and resilience in the face of evolving demands and opportunities. 

 

Sourcing your candidates from a diverse array of backgrounds, experience levels, and skill-sets also improves the overall function of your company. Diversity is not just a buzzword, it is something that helps companies better reflect the communities they serve while driving innovation and improved decision-making.  

 

Diverse teams offer a wider variety of perspectives and experiences, which leads to more effective problem-solving and creative solutions. In a field like trucking, where split-second decisions can have a large impact, diverse perspectives also enhance safety and efficiency.  

 

Broaden your reach  

The best approach to diversify your candidate selection pool is to source your drivers from a variety of channels. It’s important not to rely on a single method, especially as technologies change and the industry continues to grow.  

 

In today’s industry, social media should play a large role in your recruiting efforts, alongside traditional methods such as flyers, recruiting fairs, and team referral benefits. Meet drivers where they’re at by posting to a variety of online job boards and social media platforms, ensuring maximum visibility and engagement. By leveraging the power of social media, you can reach a broader audience of potential candidates, including passive job seekers who may not actively be searching through traditional channels.  

 

Utilize innovative technology to assist with your recruiting efforts, such as AI-driven applicant tracking systems or intelligent driver match technology. Driver-centric platforms, such as Drive My Way’s personalized recruiting software that matches truck drivers and owner operators with carriers looking to hire, can revolutionize your recruitment process by streamlining candidate selection and ensuring better alignment between drivers and carriers.  

 

Embrace diversity  

Another key step in expanding your candidate selection pool is by attracting a diverse group of applicants. By embracing diversity and highlighting it as a strength at your company, a wider variety of drivers will be encouraged to apply and refer others as well.  

 

Promote inclusivity by providing opportunities that benefit and support members of underrepresented communities in trucking, including women and people of color. Consider offering options such as mentor programs, which have been proven to positively impact drivers and build stronger communities within carriers.  

 

A diverse group of applicants can also include factors such as differing age groups and experience levels. A wide range of age of applicants is important for safeguarding against future uncertainty, especially as many trucking carriers face the challenges of an aging workforce. By valuing the contributions of drivers across different stages of their careers, you foster a culture of mentorship and continuous learning while strengthening your company’s resilience and adaptability in the face of evolving industry demands. 

 

Network and collaborate  

Look to other members of the trucking industry to continue growing your company and discover new methods of recruitment. Industry associations, such as the American Trucking Association or The National Association of Small Trucking Companies, are useful for making industry connections that can help your company find new ways to build relationships with potential candidates.  

 

Consider collaborating with trucking schools to identify and nurture talent early on. These partnerships might take longer to pay off, but they can result in a steady stream of qualified candidates who already know your company values, expectations, and culture.  

 

Focus on retention  

Increasing driver retention rates by prioritizing the experience of every driver is not only vital for recruiters aiming to attract top talent and improve overall driver satisfaction, but also for expanding the scope of your candidate selection pools.  

 

Investing in programs and infrastructure that demonstrate a commitment to drivers’ needs, mental health, and physical well-being is key to achieving this goal. Consider implementing options such as a regular driver engagement survey, which shows dedication to drivers’ feedback and perspectives, thus fostering a culture of inclusion and empowerment within your company.  

 

Offering other opportunities to support drivers, such as training for veterans transitioning into the industry or resources to prioritize and protect your drivers’ mental health, can position your carrier as a forward thinking and driver-centric organization where any truck driver would want to work.  

 

 

 

For more information on evolving trends in the trucking industry and how to stay ahead of the curve when recruiting and retaining quality drivers, be sure to follow us on social media and stay up to date on our Employer Blog posts.  

3 Tips to Focus on What’s Really Important as a Truck Driver Recruiter

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Truck driver recruiters have so many responsibilities, sometimes the job can feel overwhelming. Dealing with many moving parts and competing priorities, such as monitoring DOT and company standards, staying up to date with current marketing trends, and knowing where to look and how to screen for quality candidates, it’s important to focus your recruiting efforts and know what’s worth your time.  

 

Over the years, truck driver recruiting strategies have also changed greatly. It can be difficult to know what new technology or approach could save you hours of work and increase your reach to a larger pool of candidates, or what could just add more stress to your plate. Wondering how to focus your recruitment efforts and find efficient strategies that still yield effective, quality results? Keep reading for Drive My Way’s 3 key tips to make the most of your time as a driver recruiter.  

 

Know What’s Working, and Change What Isn’t  

One of the most important questions a recruiter should ask themselves often is what is the Return on Investment (ROI) of your efforts? This is the easiest way to tell on paper if a strategy is working, and it’s essential for analyzing expenses and creating a budget. Having measurable results is important for deciding which efforts you should continue, and which are wasting time and money.  

 

Looking at your metrics can help you narrow down your sources and determine which are the smartest investments for your carrier. It’s important to know which sources yield the highest quality candidates, instead of just the highest quantity.  The amount of candidates making it through the phases of the hiring process, driver turnover rate, and driving safety records are important success markers that reflect the quality of your candidate pool.  

 

Have an Evolving Strategy in Place 

Creating a concrete recruitment strategy to rely on is one of the best ways to alleviate stress in the day-to-day job tasks of a truck recruiter. How do you find candidates? What’s your pre-screening process? How do you measure how far along candidates are in the hiring process?  

 

Knowing the answers to these questions can also help you tell what parts of your job you need to focus your attention on, and which are running smoothly. If you’re facing trouble with something like driver application abandonment, prioritizing finding a solution will save you time down the road, and likely help out in other areas of the recruitment process.  

 

Touchpoints are also an important part of a good recruiting strategy, and will keep you feeling organized with your time and efforts. Touchpoints are any point of contact with potential candidates, and they help improve recruitment and retention by creating a personalized, effective experience for both sides. Having a strategy in place for when and how you make contact will save you time and make a difference in the quality of your recruiting efforts.  

 

Leave Room for Growth  

Finally, it’s important to look to the future. Creating goals and planning for future growth is a great way to ensure that you remain focused on what matters while building upon current success. Leave room for innovative ideas when creating your budget, while maintaining the strategies that are proven to work best.  

 

Planning for future needs also helps you when you run into unexpected problems. Strategies like creating a driver waitlist or considering hiring international drivers could help you manage peak hiring periods. Are you planning to add new regional locations? Are you expanding into new segments? If you have plans for growth on the horizon, you’ll need more drivers. Plan accordingly! One of the best ways to do this is to look at your carrier’s long-term strategy overall, so you can plan for where you’re headed.  

 

 

 

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!