• Tread Talk

How to Recruit and Keep Drivers During the Truck Driver Shortage

Updated: Mar 16, 2020

The life of a truck driver is one that some might not find appealing or wouldn't want to do. But, with the increased demand of freight that needs to be moved across the country, it is a job of necessity. Most of America doesn't realize that without truck drivers, all the things we have easy access to on store shelves or the items we get delivered to our front doors, wouldn't be there or even possible - and with the truck driver shortage, it might not be. The truck driver shortage is due to an aging workforce, a high turnover rate, and an increasing demand of freight. So, how can truck companies recruit and maintain truck drivers during the shortage?

It costs thousands of dollars to find and recruit a new truck driver, so it pays to have well-established fleet management so you are able to keep your driver turnover rates to a minimum. It is important that you formulate a driver recruitment and retention strategy so you may avoid experiencing driver shortages.

If you're a fleet owner you probably know or have been affected by the truck driver shortage. We have compiled some of the best tips to help you recruit new drivers and keep them around during the truck driver shortage.

How can I recruit new drivers?

  • Target the right drivers. Make sure you target a precise segment of drivers based off what is best for you and your company.

  • Establish your presence on the web. Check your website is up to date, easy to navigate, and looks professional and appealing. Try adding a careers page to your website that you can post jobs and accept resumes on. Use keywords on this page that truck drivers would search if they were looking for a job online. SEO optimization is a great way for you to be found online by potential truck drivers looking for jobs.

  • Use social media as a way of recruitment. Nowadays, everything is online. Make sure that your company has social media pages that you can post your latest job postings on. You can use your social media pages to interact between the company and the drivers, and push them to applying to work for you.

  • Run a referral program. Make a way to get connected with your current driver's connections and award them for bringing a new driver to the company.

  • Put your job postings on driver job boards or recruiting sites. Post it on multiple sites for maximum visibility.

  • Recruit military drivers. This is a way to bring respect to your organization by providing jobs for veterans and military spouses.

How can I maintain my drivers?

  • Background check and screen all potential new employees. To avoid turnover of drivers who can't work due to violations and records, conduct a background check before hiring them on. Make sure that you get recommendations from old employees and call each employee to know they will be a good fit.

  • Include an orientation and training program. If you don't already have one, create one when hiring on new drivers. This way new drivers can learn the skills they need, can see how your company runs, and you can discuss expectations of specific job requirements so everyone is on the same page.

  • Make employees feel like they are valued. Once hired on, have meetings with employees to know how things are going or how you can make them better. This is also a good time to answer any questions they may have.

  • Create careers, not just jobs. People don't just want a job, they want a career. Provide a work place that has opportunities for advancements and an environment that people are happy to work in and be a part of.

A company that offers these things will make you stand out from the next and attract potential new drivers to join your fleet. And while you start to grow your business, Porter Billing Services is here to help. We can provide you with consistent cash flow to run your business, free fuel cards, dispatch help and much more to keep you and your drivers around.

how to keep and recruit drivers during the truck driver shortage

17 views0 comments