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Promoting Professional Development Opportunities for Drivers 

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In today’s competitive trucking industry, retaining qualified drivers and attracting top talent are persistent challenges for employers.  

 

One proven strategy to address these challenges is promoting professional development opportunities for drivers. By offering structured career advancement programs, companies can boost driver satisfaction, foster loyalty, and position themselves as desirable employers in the industry.  

 

Keep reading to find out why professional development matters and how trucking companies can integrate it into their operations in 2025.  

 

The Importance of Professional Development in Trucking 

For many drivers, the trucking profession is often viewed as a career with limited growth opportunities. This perception can lead to dissatisfaction, high turnover rates, and difficulty in attracting new recruits.  

 

By offering professional development opportunities, you can send a strong message: you value your drivers and are invested in their future. 

 

Professional development also benefits trucking companies in several keyways. First, it significantly enhances driver retention. When drivers feel supported in their career aspirations, they are more likely to remain loyal to their employers.  

 

Second, it helps attract top talent in a highly competitive labor market. Prospective drivers, especially younger candidates, are drawn to companies that prioritize their growth and offer clear pathways for advancement.  

 

Finally, professional development leads to better overall operational efficiency. Well-trained drivers are more likely to adopt safe driving practices, use time-saving technologies effectively, and contribute to a positive company culture. 

 

Additionally, professional development programs help address broader industry challenges, such as the aging workforce and the shortage of qualified drivers. By equipping drivers with advanced skills and preparing them for leadership roles, these programs ensure the sustainability of the trucking industry. 

Building Effective Professional Development Programs

Developing a comprehensive professional development program requires thoughtful planning and a commitment to addressing the needs of drivers.

Here are several ways trucking companies can structure these programs to maximize their impact: 

  1. Skills-Based Training Many drivers want to improve their technical abilities, whether by mastering advanced equipment, obtaining certifications (such as HazMat), or becoming proficient with new technologies like electronic logging devices (ELDs). Offering ongoing training in these areas not only enhances drivers’ expertise but also ensures that the company remains compliant with industry regulations and ahead of technological advancements. 
  2. Mentorship Opportunities Experienced drivers possess a wealth of knowledge that can be extremely helpful to new hires. Implementing mentorship programs allows seasoned drivers to pass on their skills, advice, and best practices. Beyond improving technical capabilities, mentorship fosters a sense of camaraderie and support, helping newer drivers feel more connected to the company and their peers. 
  3. Clear Career Pathways One of the most powerful ways to motivate drivers is to provide clear pathways for career advancement. For example, companies can outline how drivers can transition into roles such as driver trainers, safety officers, logistics coordinators, or fleet managers. By demonstrating that trucking can be a long-term career with upward mobility, companies encourage drivers to envision a future with the organization. 
  4. Tuition Reimbursement and Continuing Education Supporting drivers in pursuing additional certifications, skills, or even college degrees can have long-term benefits for both the individual and the company. Tuition reimbursement programs, for instance, enable drivers to enhance their qualifications without worrying about financial strain.  
  5. Recognition and Incentives Recognizing and rewarding professional development milestones is crucial for sustaining motivation. Companies can offer bonuses, certificates, or public acknowledgment for drivers who complete training programs or earn certifications. Such incentives create a culture of growth and reinforce the value of continuous learning. 

Steps to Implementing Development Programs 

Once you have decided what kind of professional development opportunities are the best fit for your drivers and company, it is important to know how to implement these programs.  

  1. Assess Drivers’ Needs: A successful program begins with understanding what drivers want and need. Conduct surveys, hold focus groups, or have one-on-one discussions to identify specific areas where drivers feel they could benefit from additional training or support. 
  2. Partner with Educational Institutions: Truck driving schools, vocational programs, and training organizations can provide specialized courses tailored to the unique needs of your workforce. Partnering with these institutions ensures high-quality training and access to expert instructors. 
  3. Leverage Technology: Online learning platforms and learning management systems (LMS) make professional development more accessible to drivers, especially those with tight schedules. Tools like Luma Learning LMS allow companies to provide flexible, on-demand training courses that drivers can complete at their own pace. 
  4. Track and Measure Results: It’s important to evaluate the effectiveness of professional development programs. Metrics such as retention rates, job satisfaction scores, and performance improvements can help determine whether these initiatives are achieving their intended goals. Regularly soliciting feedback from drivers can also help refine and improve the programs over time. 
  5. Promote the Program: Let drivers know about the opportunities available to them. Use newsletters, team meetings, or even social media to spread the word about upcoming training sessions, certifications, or career advancement options. Highlight success stories to inspire others to participate. 

 

 

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.  

Bridging the Gap: How Motor Carriers are Helping Candidates Meet Hiring Qualifications

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The trucking industry is no stranger to workforce challenges. From the ongoing driver shortage to an aging workforce and increasing regulatory requirements, carriers are constantly looking for ways to bridge the gap between job seekers and the hiring qualifications they need to meet.  

 

As the talent pool continues to evolve, many motor carriers are finding innovative ways to help candidates qualify for CDL positions rather than turning them away.  

 

Keep reading to discover how forward-thinking companies are addressing this challenge and creating pathways to success for aspiring drivers. 

 

Rethinking “Minimum Qualifications” 

Traditionally, many carriers have adhered to stringent hiring criteria, such as several years of experience, spotless driving safety records, or high physical requirements. While these standards were set with good intentions, they can also disqualify capable candidates who could otherwise succeed with the right support.  

 

Instead, many companies are now shifting their focus toward potential and the ability for drivers to learn and develop. By emphasizing soft skills like reliability, communication, and problem-solving, carriers are identifying candidates who can grow into the role, even if they initially fall short of traditional qualifications. 

 

Investing in CDL Training Programs 

Recognizing that the cost of obtaining a CDL license can be prohibitive, some carriers are partnering with truck driving schools or offering in-house training programs. These programs help remove financial barriers for candidates and ensure they receive high-quality, job-specific training.  

  

In many cases, carriers provide one or more of the following types of support: full tuition assistance, reimbursement, or even cover training costs upfront, allowing drivers to repay through payroll deductions. These programs not only expand the candidate pool but also build loyalty among new hires. 

 

If you are looking for drivers with additional endorsements, such as HazMat or Tanker, consider offering specialized training or covering the cost of obtaining these endorsements. By doing so, you will attract ambitious candidates who are eager to enhance their qualifications but may lack the resources to do so independently.  

 

Mentorship and Apprenticeships 

To help inexperienced drivers gain confidence on the road and become integrated with company culture, many carriers are embracing mentorship and apprenticeship programs. Pairing new hires with seasoned drivers provides hands-on experience, personalized guidance, and a smoother transition into their roles.  

 

These programs not only help new drivers meet practical experience requirements but also foster a sense of community and improve retention. 

 

Flexibility in Experience Requirements     

Motor carriers are beginning to recognize that prior experience in related fields, such as delivery driving, warehouse logistics, or even military service, can translate well to a trucking career. By considering these transferable skills, companies can attract candidates who might otherwise be overlooked.  

 

Additionally, some carriers are reducing minimum experience requirements, opting instead for robust onboarding and safety training to get drivers road ready.  

 

Leveraging Technology to Identify Potential  

Technology is revolutionizing the way motor carriers train and recruit drivers, helping bridge the gap in hiring qualifications more effectively than ever before. 

 

For training, consider investing in simulators and e-learning platforms to teach candidates essential skills, such as handling hazardous road conditions or navigating challenging routes. These tools allow drivers to practice in a controlled, risk-free environment, building their confidence and skills before hitting the road. 

 

When it comes to recruiting, data-driven platforms are helping carriers identify and connect with potential drivers more efficiently. These tools use algorithms to match candidates’ skills and preferences with available roles, reducing time-to-hire and improving the quality of hires. 

 

Addressing Physical and Medical Barriers     

Physical fitness and medical requirements are essential for driver safety, but they can also sometimes exclude qualified individuals unnecessarily. Carriers are working to provide resources for candidates to meet these standards, such as health coaching, access to wellness programs, and partnerships with medical providers for affordable exams.  

 

For candidates with minor medical challenges, accommodations like adjustable truck seats or enhanced in-cab ergonomics can make the job accessible without compromising safety. Diversifying the scope of your recruiting and hiring can have a major impact on overall employee satisfaction and productivity.  

 

Building Trust Through Communication     

Finally, clear and transparent communication plays a crucial role in bridging the gap. By outlining hiring criteria, explaining the reasoning behind certain qualifications, and providing a clear roadmap for meeting those standards, carriers can empower candidates to succeed.  

 

Additionally, open dialogue with candidates allows carriers to better understand the barriers they face, leading to tailored solutions that benefit both parties. By helping candidates meet hiring qualifications, motor carriers can significantly expand their talent pool and fill critical roles more effectively. 

 

 

 

 

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.  

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.  

What do Drivers Want From Employers in 2024?

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The best way to increase driver retention rates, attract qualified candidates who are the right fit for your company, and boost overall employee satisfaction is to start by asking yourself: what do drivers want? 

 

We recently asked CDL drivers what they’re looking for from employers in 2024, and their answers might be more simple than you’d think. With responses such as better communication, dependable equipment, and increased pay, these drivers proved that it’s more important than ever to show your drivers that you are listening and willing to prioritize what they value. 

 

If you consider actual driver needs in your recruitment efforts, while creating a company culture of support and appreciation, you are likely to increase the scope of your applicant pool and decrease driver turnover rates. Keep reading to learn what CDL drivers are looking for from employers this year, and how to utilize evolving industry trends to take this into account and stay ahead of the curve.  

 

Competitive Pay  

The trucking industry might be ever-evolving, but one concern will always remain on the top of the list for drivers. In 2024, CDL drivers will continue to view competitive pay as a major differentiating factor when applying for jobs. Drivers want to feel like their time and hardwork are valued fairly, so by providing an increase in base compensation and benefits, you will attract more qualified candidates and stand out among your competition.  

 

In recent years, sign-on bonuses and benefit packages have continued to increase in value nationwide, a trend that will likely continue in the new year. Throughout 2023, some carriers paid as much as $200-$500 per day of driver orientation. This is a steep increase from the long standing industry standard of $100 per day.   

 

Beyond base pay, these are some of the added benefits that drivers will care about most in 2024: 

  • Affordable insurance and retirement plans 
  • Paid time off 
  • Salary bonuses for safety records, taking more difficult routes, or meeting mile goals 
  • Sign-on and referral bonuses 
  • Scholarships for CDL training or for further education  

 

Communication & Listening 

An increase in base compensation recently topped the list of driver concerns in Drive My Way’s 2023 Driver Happiness Report, which collected the responses of over 500 drivers nationwide. However, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.  

 

If you’re looking to recruit and retain quality drivers in 2024, start by showing your drivers that you value their opinions. Conducting frequent surveys and one-on-one meetings are great ways to gain employee feedback, but it’s essential to demonstrate your commitment to your drivers by actively using this feedback to adjust company policies.  

 

Frequent touchpoints are the best way to check in with drivers to ensure that they feel listened to and that their feedback has an impact. Truck driving can be an isolating career, so it’s important to make sure each driver feels like they are part of a larger team, whether they’ve worked at the company for 6 months or 6 years.  

 

Transparency 

When looking for a job in 2024, CDL drivers value honesty and transparency more than ever. In today’s highly competitive market, drivers want to know what benefits are offered, what the application and onboarding process is like, and if there are any minimum requirements that need to be met.  

 

Keep in mind the type of driver you are looking for when launching your driver recruiting campaign. Researching and understanding this persona will help you reach your target audience, and will also enable you to provide what that driver is seeking. For example, if your carrier allows pets or partner driving, mention that in your recruiting efforts. Even if some candidates aren’t looking for this benefit, those who are will be more inclined to apply.  

 

Safety First 

Every driver wants to feel like their employer values their safety above anything else. In a career as potentially dangerous as truck driving, drivers want to feel like their employer always has their best interests in mind.  

 

Safety begins from day one, by conducting proper training programs during orientation and beyond. Safety regulations and protocol should be clear, accessible, and always up to date. Make sure your drivers understand the hours-of-service regulations, as well as the importance of quality rest and break time.  

 

Today’s CDL drivers are also making clear that mental health is just as important as physical health. In fact, a 2018 study appearing in the International Journal of Environmental Research and Public Health found that the prevalence of depression in truck drivers is 13.6%, nearly double the rate found in the American public.  

 

There are many ways to prioritize and protect your drivers’ mental health, including providing mentor programs, online resources, and company counselors. By putting your drivers’ health first, you will show your dedication to being a driver-centric company, and your commitment to the well-being of every employee.  

 

 

By demonstrating your commitment to addressing CDL drivers’ top concerns, you will boost your recruitment efforts, decrease turnover rates, and foster a positive working environment. 

 

If you’re looking for more advice on bolstering your driver recruiting and retaining efforts, be sure to check out our Employer Blog, or follow us on social media!  

Time to Hire: How to Streamline

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When recruiting CDL drivers in today’s highly competitive market, it’s important to make every minute count. From the initial review of an application to the end of the onboarding and driver orientation processes, being efficient and effective with your time will save you money and maximize your success in hiring and retaining quality drivers.  

 

There are many tips and tricks to streamline the hiring process and ensure the best experience for each candidate, from start to finish. Keep reading to learn how to integrate this advice into your recruiting efforts, and you might be surprised by how quickly you see results! 

 

Creating the Best Candidate Experience 

Although a streamlined hiring process will save your company time and money, your goal should still always be centered around providing the best experience for every applicant. If a driver feels valued and supported from day one, they are much more likely to continue through the hiring process and become a committed employee. 

 

Develop a strategy for hiring that takes into account each driver’s unique background while ensuring every candidate receives the same level of attention and support. Having a strategy in place will also help keep everyone in the hiring department on the same page, so candidates don’t have to repeat information or parts of the process.  

 

The first step in any hiring strategy should be connecting with a candidate as soon as they express interest. The longer a driver waits, the higher the chance that they will find another opportunity with a different carrier. Make sure that each candidate has the option to provide multiple forms of contact on an application so they can be easily reached by phone call, text, or email.  

 

Frequent touchpoints are beneficial to display your commitment to a candidate and will help keep them in the loop. The first point of communication should act as a preliminary screening, where you explain job requirements, criteria, and clarify any questions the driver has. At the end of each communication, explain what the candidate can anticipate for the next steps, and when you’ll be in touch again.  

 

Internal Organization  

Setting expectations and maintaining communication with every member of the hiring team is essential to streamlining the hiring process. Drivers will quickly lose interest if they are unable to easily schedule interviews, submit important documents, or receive updates on their progress.  

 

Because a lot of today’s recruiting and hiring is now held remotely,  a clearly defined process, roles, and repsonsibilites across your organization will make the process smoother for everyone involved. When it comes to steps which require the coordination of multiple members of the hiring team, such as interviewing, planning ahead is a must.  

 

Make sure that interview appointments are widely available enough to provide flexibility for candidates, and that the scheduling process is easy and straightforward. It might help to block off a certain amount of time each week for hiring managers to conduct interviews, making it easier to count on regular availability and reduce scheduling conflicts.  

 

When speaking over the phone, you should aim to directly warm transfer candidates to the hiring manager to schedule interviews. This ensures that the candidate doesn’t have to repeat information, and demonstrates the commitment of the whole team to the hiring process. If direct connection is impossible, try creating a link where the candidate can schedule interviews themselves. CDL drivers are busy, so this allows them to check their availability and decide on their own time.  

 

It’s also important to always come prepared to every stage of the hiring process. Before speaking with a candidate, make sure to have all the information needed from the safety and insurance teams on minimum criteria for hiring. For example, if there is a strict age requirement for insurance purposes, it’s much better to be up front to drivers.  

 

Background Checks and Clearinghouse 

Since the start of the pandemic, the alcohol/drug clearinghouse and background check stage of the hiring process has often taken longer on average. Although wait times have been decreasing recently, it can still sometimes take up to two weeks to complete this important step.  

 

Although there isn’t anything you can do to speed up processing times, preparing ahead and maintaining organization will help you move as fast as possible. As soon as you know you’ll be moving forward with the candidate, make sure they’re registered and up to date with the clearinghouse.  

 

Since there are criteria in place to regulate truck driver hiring nationwide, it’s important to be mindful of what each driver needs to complete their file. Each time you touch base with a candidate, confirm what documents and information you have on record, and what you still require.  

 

 

Hiring CDL drivers is an extensive process, and as a recruiter, this makes your time very valuable. However, it’s also important to remember that any time invested in a quality candidate is time well spent, even if the match isn’t perfect at the time.  

 

If there is a certain requirement an otherwise perfect candidate doesn’t meet, such as minimum age or experience level, be sure to keep in contact with them periodically through email or social media, until a spot has opened up or they meet the hiring criteria. 

 

For more advice on the hiring process and how to recruit and retain quality drivers, be sure to check out our Employer Blog, or follow us on social media! 

What to Know About Take Your Truck Home Programs

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Truck Parking

Semi trucks parked together

For CDL drivers, “Take Your Truck Home Programs” can make a significant difference in their work-life balance. However, whether or not this is possible depends on various factors such as local laws, regulations, and whether the truck is carrying a loaded trailer. While some companies allow their drivers to take their trucks home, others require them to leave the vehicle at a terminal or drop yard. It’s important to note that the type of driver also plays a role. Generally, owner-operators have the ability to take their trucks home since they own them. Take Your Truck Home Programs can add a level of convenience and comfort to a driver’s routine, allowing them to spend more time with their family and better manage their personal lives.

 

By prioritizing the happiness of your truck drivers, you are investing in the overall success of your company. When drivers have a healthy work-life balance, they are less likely to experience burnout and more likely to work safely and efficiently. This, in turn, can lead to better physical and mental health, reducing the likelihood of accidents or injuries on the job. Additionally, when drivers feel valued and supported, they are more likely to form a stronger bond with your company, leading to increased loyalty and job satisfaction. Ultimately, Take Your Truck Home Programs are not just a convenience for drivers, but a strategic investment in the success of your business.

 

If they are taking the truck home, it’s important that the driver finds a safe and secure place to park it. Most companies prefer their drivers to park their trucks on their own property, or in a fenced-in yard that’s close by for easy access. Parking in public places like Walmart is not recommended as it could lead to vandalism.  Some drivers will prefer to detach the trailer and bring only the tractor home, commonly known as bobtailing. Also to note that leasing a truck shouldn’t prevent drivers from enjoying the benefits of taking their vehicles home.

 

While some companies may permit their drivers to take their trucks home, it’s not always a straightforward decision. The feasibility of this option depends on various factors, including legal regulations, whether the truck is carrying a loaded trailer, and the driver’s available space. Additionally, safety concerns in certain areas may make it unwise to park a truck at home. Ultimately, there is no one-size-fits-all answer, but companies should consider the benefits of providing a Take Your Truck Home Program to improve their drivers’ work-life balance and overall job satisfaction.

 

 

 

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FREE RESOURCE

7 Reasons Drivers Decline Your Jobs

Unlock the top reasons why truck drivers decline your CDL jobs by downloading our free ebook. The book shares insight to what drivers really want.

Download the Ebook

7 Things CDL Truck Drivers Want

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CDL Drivers

Let’s face it, recruiters have their work cut out for them. With so many trucking companies and fleets to choose from, it’s a challenge to stand out and attract the attention of job prospects. At Drive My Way, we understand the importance of getting it right. Here are seven factors that many drivers consider when deciding where to work.

1. Pay

Well, well, well, no surprises here. Type and amount of pay is the number one reason why CDL truck drivers consider a job. And many drivers say this as their top priority. Truckers have a keen eye for a bad deal, so if your company is offering them less than the industry average, they’ll be understandably skeptical. Apart from salary, drivers also look for opportunities for raises, bonuses, and overtime rates. And if they’re driving specialty or unusual hauls which are more dangerous, they’ll expect those to pay better. So, if your company isn’t paying drivers competitively, they’ll have no qualms about hopping over to one that does.

2. Health Insurance

When it comes to choosing a CDL job, drivers don’t just consider the paycheck. A comprehensive benefits package, especially health insurance, is highly valued. Healthcare costs have risen dramatically in recent years, and drivers want coverage that meets their specific health needs. For those with families, ensuring that everyone is covered, especially for specific health concerns, is a top priority. Offering a range of insurance options with balanced factors like deductibles, co-pays, and co-insurance costs can help drivers find the best fit for their needs..

3. Retirement Plans

Retirement plans are a crucial consideration for CDL truck drivers when deciding where to work. With the average age of truck drivers being 49, many are only two decades away from retirement. Even younger drivers are proactive and start planning for their retirement sooner rather than later. In fact, retirement plans are a top factor for drivers when applying for a new CDL job.

However, many employers fail to enroll their staff in a default retirement plan, leaving drivers and other staff overwhelmed with making those decisions. To make the process easier for drivers, have an automatic opt-in policy with the option to opt-out or choose a different plan. Drivers understand the importance of saving for retirement, and showing them that you care about their future will make your company stand out in their minds.

4. Type of Run/Range

Trucker jobs come in various shapes and sizes. One of the most significant factors that differentiate them is the type of run and range that they offer. Not all drivers are interested in coast-to-coast travel. Certain drivers might prefer over-the-road (OTR) work. However, since OTR drivers spend less time at home and live out of their truck, they expect better compensation. Other drivers might like local or regional runs. It’s essential to understand your driver candidate’s preferences regarding the types of runs and ranges they’re interested in covering.

5. Type of Schedule and Paid Time-Off

When it comes to finding the right CDL trucking job, home time is a top priority many drivers. After all, the average driver works a grueling 70 hours a week and can go up to 8 days without taking a break. This tough schedule is especially challenging for drivers with families and children. While truckers understand that the job requires some sacrifices, they hope that these sacrifices aren’t unbearable. If a job’s schedule and PTO package don’t meet their needs, they won’t hesitate to explore other options..

6. Training and Development

Truck drivers may have some experience behind the wheel, but they value actual training and development opportunities. Providing company training and orientation can make drivers feel comfortable and foster a sense of belonging with the company. Research shows that employees who feel trained and groomed by the company are more loyal to that company. Professional development opportunities are becoming increasingly important to drivers. Making training and development a core part of HR operations can help recruiters make a strong case for drivers to work and remain with the company for many years.

7. Type of Haul

When it comes to choosing a CDL job, drivers frequently consider the type of haul as an important factor. Don’t underestimate the value of taking into account driver preferences and specializations in hauls, as this can lead to under-utilization of their skills. Keep in mind that certain hauls require special CDL endorsements or permits, so make sure your drivers are equipped with these. If they already have the necessary certifications, placement becomes all the more straightforward. It can be a challenge to determine which hauls should be assigned to which drivers, but asking about their skills and interests can make the process easier.

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FREE RESOURCE

7 Reasons Drivers Decline Your Jobs

Unlock the top reasons why truck drivers decline your CDL jobs by downloading our free ebook. The book shares insight to what drivers really want.

Download the Ebook

How to Incentivize Recruiters to Recruit for Retention

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recruit for retention
Many companies, either intentionally or inadvertently, incentivize driver recruiters to prioritize hires above all else. In some cases, this is an effective short-term solution but often, it does not hold companies in good stead in the long run. Instead, recruit for retention. Lowering driver turnover can dramatically save recruiting costs because there are fewer drivers to replace. Strong driver retention also improves company culture and driver satisfaction. While they may occupy different line items on the budget, recruitment and retention are points along the same spectrum. In your fleet, take concrete steps to incentivize driver recruiters to recruit for retention.

Analyze Your Current Structure

truck driver recruiter

The first step to incentivizing driver recruiters to recruit for retention is to assess your existing program. Frequently, recruiters are incentivized for fast hires. Bonuses based on achieving a set number of hires in a specific time frame or rewards based purely on hiring numbers are just that. When recruiters are put under extremely tight deadlines, this exacerbates the problem. Recruiters are likely getting lots of drivers through the door, but that does not necessarily mean those drivers are highly qualified or likely to stay. 

In addition to analyzing the incentivization structure for recruiters, take time to observe several recruiting conversations. How are recruiters connecting with potential candidates? What questions are they asking drivers? Are they taking the time to understand what these drivers are looking for in a job? The personal touch of a driver recruiter can make a big difference in first impressions. Recruiting for retention may require retraining driver recruiters to approach conversations with candidates as relationship-building opportunities.

Change the Reward Target

Once you have a clear view of your existing recruitment incentivization structure, decide whether you are effectively prioritizing retention. If not, determine the necessary changes to make retention the goal. 

One of the most common ways to incentivize recruiters is through a rewards system. Rather than rewarding recruiters for hires, consider distributing rewards only for new drivers who stay at least 30 days. If you feel a longer time period is necessary, try 60 or 90 days. Drivers often leave because of unmet expectations. So, encouraging recruiters to prioritize retention necessitates that they vet drivers carefully and clearly communicate job expectations to reduce quick turnover.

Drivers often leave because of unmet expectations. Encourage recruiters to be candid and transparent to better recruit for retention.

To ensure follow-through from recruiters, consider asking for notes about each driver’s future plans. This requires recruiters to ask each driver about their long-term priorities as well as the immediate qualifications needed for the job. Remember, even though many companies incentivize recruiters with financial rewards, there are other options. Vacation time as well as internal or external recognition are also significant motivators for many recruiters!

Train Recruiters From the Start

trucking recruiter on phoneFrom the moment of onboarding, driver recruiters should be trained to look at recruiting as a long game. Explicitly tell recruiters that the company’s mission is to minimize turnover and maximize retention of quality drivers. Train everyone who works closely with drivers to recruit through conversations to foster strong relationships. This may be a change from previous jobs that focused exclusively on hires, so it’s important to continuously reinforce recruitment for retention in both words and actions. 

After you make any necessary changes to the incentivization structure and train drivers to recruit through conversations, you are ready to revamp your recruiting – almost! As you restructure incentives, make sure you are setting recruiters up for success. Even the best recruiters cannot boost driver retention for poor jobs.

Drivers want jobs that meet their financial and home time needs, are a good fit for their skills, and have a company culture of respect. Without these components, recruiters are fighting a losing battle. To incentivize driver recruiters for retention, change the reward targets, train recruiters to have conversations, and make compelling job offers. 

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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3 Reasons Truck Drivers Leave CDL Trucking Jobs

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why truck drivers leave

Carriers across the country are dealing with high turnover for CDL drivers. While the problem isn’t as severe as some news outlets would have you believe, truck drivers are leaving jobs (or the industry altogether) at a higher-than-average rate.  

Carriers are spending effort, time, and money to attract drivers who may only stay with their carrier for a few months. For many of these carriers, the most frustrating part is not knowing why these drivers are leaving positions so quickly. Here are 3 of the biggest reasons that truck drivers are leaving CDL jobs.  

1. Pay and Benefits

It’s no surprise that pay and benefits are the biggest reason that truck drivers leave one position for another. Carriers are finding that they need to go above and beyond from a compensation and benefits perspective, as offering the industry average simply isn’t cutting it anymore. 

In addition to offering higher pay and better benefits, many carriers have also tried adding a large sign-on bonus to the offer to attract truck drivers. However, many of these carriers have found that offering a large sign-on bonus might attract truck drivers up front, but lead to low driver retention down the line. 

This is due to the mentality of some truckers staying long enough to collect the bonus, then transitioning to the next company offering the same large check. 

The best thing that carriers who are serious about driver retention can do is offer compensation above industry averages for their geographic area, and couple that with a generous benefits package that includes medical, dental, vision, and even life insurance. These long-term benefits are what make many drivers stay at a carrier for a long time.  

2. Empty Promises

Carriers who over-promise and under-deliver are finding that that model for attracting drivers is no longer solid. Truck drivers have more options than ever before when it comes to which carrier they can drive for, so being honest and transparent are the best things carriers can do during the interview and hiring process if they want to recruit top talent.  

Employers who are transparent in nature with pay, benefits, job role, home time, etc. often reap the benefits. They may see more sustainable driver retention than those who exaggerate in a job description to get drivers in the door.  

In addition, if the truck drivers trust the organization, they won’t be shy to share this approval with their network. This can lead to an increase in driver referrals and a positive company culture that drivers will flock to.

3. Bad Dispatchers

As the saying goes, employees don’t leave the company. Employees leave the people at the company. If a truck driver finds themselves working with a dispatcher they truly dislike, it won’t be long before they start looking for a different opportunity. 

Why do drivers care so much about their dispatchers? The dispatcher is the primary representative for the company, and sometimes, a trucker’s only contact. Companies that spend time carefully matching dispatchers and drivers may see increased driver retention. Instead of randomly assigning drivers to dispatchers, factor in personality types, leadership styles, etc., and you will oftentimes see better relationships form and higher driver retention rates as a result.  

Another tip is to not wait for issues to arise, but instead be proactive and squash them before they happen. Carriers can do this by regularly collecting feedback from drivers about their dispatchers. You may find that multiple drivers have the same complaint about a certain dispatcher, which can help you to address the issue before drivers start leaving. 

Overall, the key to avoiding drivers from leaving your carrier is to remember that this is a driver’s market.  Focus on putting truckers first and remain transparent with job requirements. Offer competitive pay and benefits to continuously stand out against the competition. 

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3 Tips to Attract, Hire, and Retain Truck Drivers

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Now more than ever, the ability for carriers to retain truck drivers is key. As the labor market continues to tighten, companies need to reevaluate their recruiting and retention strategies for finding and keeping qualified drivers. 

Some carriers have tried offering large sign-on bonuses as a fix-all for recruiting and retaining drivers. Too many are then faced with turnover once the bonus is collected. Other companies have promised drivers home time and great pay but fall short of delivering these perks. 

In order to start attracting, hiring, and retaining qualified truck drivers in this competitive market, employers should apply these tips to their driver recruiting strategy to give themselves a competitive advantage.

1. Don’t Over-Promise and Under-Deliver

The last thing a driver wants is a carrier that over-promises and under-delivers. Before posting a job, carriers should take the time to look at the job description they’re putting out there and if it matches what the job really is. Make sure that pay isn’t inflated, home time is realistic, and benefits are factual. 

As a recruiter, it’s easy to think that you need to cast the widest net possible to get a good driver. But many times, this strategy leaves you with either no driver or a driver who isn’t a good fit and will lead to increased turnover. Carriers who are truthful in their job advertisements will attract the best candidates. 

When a carrier promises a driver certain perks only to change the rules a few months into the job, the driver loses interest in keeping that job and loses respect for the carrier. After that happens, that driver will let their entire network know exactly what happened. That will only increase the difficulty in filling future jobs.  

The better policy is to be truthful in your job description and during your talks with drivers. Even if a driver tells you, “Thank you, but I’m looking for something different”, that outcome is much better than a driver coming on board, finding out they were misled, leaving and spreading the word about their experience.  

2. Ask Drivers for Their Feedback Before They Post It Themselves

Sometimes it takes a carrier posting a job advertisement on Facebook for them to find out that their current drivers are unsatisfied. Maybe their pay is too low, their benefits aren’t desirable, or the carrier over-promises and under-delivers.  

Most times, posting their opinions on the internet isn’t a driver’s first choice. They want to have an outlet to tell their supervisors their feelings (anonymously or not), but many carriers don’t offer this. When that’s the case, a disgruntled driver may look to a social media platform or company review site to share their feedback. 

Instead of waiting to receive public and most likely unflattering feedback on a public social media platform, carriers should ask their drivers for feedback directly through engagement surveys, in-person conversations, or even a quick poll. 

This gives the carrier an accurate pulse on their drivers’ happiness and satisfaction, while keeping everything in-house. It’s also a great retention method because it shows drivers that the carrier cares. 

But collecting the feedback is only step one. It’s important to quickly address the feedback and make improvements when needed. Nothing is worse to a driver than when they provide feedback they were asked for and nothing comes from it. If that happens, there’s a good chance they’ll end up going to social media just like they would have in the first place.  

3. Offer Referral Bonuses and Performance Incentives

Instead of constantly investing in lofty sign-on bonuses to attract new drivers, carriers should implement referral bonus programs and performance-based incentives to retain their current, already-qualified drivers. These programs give drivers the opportunity to be acknowledged for their accomplishments and incentive to help grow the fleet.  

When implementing a referral bonus program, it’s a good idea to disperse the money in installments after the referred driver has been with the carrier for a specific period. Give the first chunk immediately, then the next half when the new driver reaches three or six months. Doing so protects the carrier from having a driver quickly leave after the money is given out. 

In addition, performance incentives should be used to reward drivers for maintaining good safety measures, fuel efficiency, and time management skills over an extended period of time. These not only help drivers stay focused on the carrier’s goals, but also reward them for living out the mission. 

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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