Truck drivers are essential to transporting valuables from businesses to customers or other establishments. Unfortunately, the industry has been facing a long-standing labor shortage. Most of the strain is shouldered by current drivers, which aside from slowing down delivery fulfillment, has its own set of consequences.
These issues have been exacerbated by the recent increased demand for drivers, especially with the rise of e-commerce and the desire for delivery convenience. While potential influxes in the future are a good sign for stability and revenue, the issue is that trucking companies must figure out how to attract people into the driver’s seat.
The source of the labor shortage
The labor shortage in the trucking industry has been troublesome in recent years. There were about 14.33 million trucks registered in 2022, but only 2.04 million truck drivers were employed in May of 2023, according to the Bureau of Labor Statistics. Such a significant disparity between the number of units and operators is a testament to how necessary seeking newer drivers is.
Several factors caused the labor shortage, with the aging workforce being a popular one. As of January 2024, 6% of those working in truck transportation were under 25 years old. Because most drivers are 55 and older and the younger generation may need help replacing future retirees, the truck driver shortage may double by 2028.
Another reason behind the shortage is that truck drivers are leaving the industry. Operating these vehicles for long hours and fulfilling deliveries is too demanding for some workers. Thus, they will decide to explore other opportunities instead.
Filling in trucking jobs
Ramping up employee acquisition efforts is key in combating the labor shortage. Trucking companies can adopt a few strategies to better market jobs.
1. Optimize hiring practices
Who are you trying to hire? Looking into the labor market data of the industry can provide workforce demographics and compensation trends that companies can use to gauge who they’re trying to market themselves to. This provides insight into hiring strategies and how to reach the most viable audience. For instance, if there’s a gap in the younger generation, your business should strengthen hiring efforts through online channels.
Labor market data can also help you identify emerging shifts within the industry. Each trucking company has its own hiring efforts, some more efficient than others. Keep a close eye on what works for them and consider it a suggestion for the future.
2. Be positive and transparent
You must be transparent about the challenges of a trucking job. However, there are also many upsides that you can promote. For instance, with the high demand for drivers, applicants can expect a steady stream of work at all times. Becoming a truck driver also provides a sense of freedom and adventure.
3. Promote and practice safety
Companies can attract more truck drivers if they have different safety policies. After all, people in this line of work had a fatal work injury rate of 30.4% in 2022. Advise them to stay safe on the road by being aware of their blind spots and cautiously taking wide turns.
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Vehicle maintenance and route planning also go a long way toward driver safety. Ideally, truck drivers will have a manager they can coordinate with and report to. These managers can also monitor vehicle locations and intervene more quickly if needed.
4. Lay out tools and resources
Numerous industries have used technology to combat labor shortages, and the trucking industry is no exception. For instance, the shortage of truck drivers has affected supply chain management. Luckily, AI-enabled robots can provide support in picking and packaging these goods to speed up transport.
Fleet management software is also available. Drivers can use it to track and report their schedules, communicate with fleet managers and monitor fuel consumption. Streamlining operations simplifies their responsibilities.
5. Offer bonuses
Many trucking companies strive to provide a competitive salary, but exploring other forms of financial compensation is essential. For instance, many are providing a per-mile bonus, with wage averages across different experience levels seeing a steady 2% growth rate from 2021 to 2024. Consider offering benefits like paid time off, health care, and life insurance as well.
6. Expand your search
Avoid limiting your search for truck drivers to the local area, especially if you want to target more regional spaces. Expand your search and be open to drivers from different locations. You can always help them with transferring when necessary. For inexperienced applicants, consider providing beginner training.
Focus on quality candidates
Settling for any candidate can have its pros and cons. On the one hand, you get to expand your pool. Unfortunately, taking reckless drivers under your wing will only harm your company and its partnerships. Have a good driver screening process in place.
Distance and inexperience could be improved, but work ethic and a lack of disregard on the road are another story. Perform background checks and be thorough throughout the interview to accurately understand the people applying.
Put effort into retention
Finding truck drivers is one step to fixing the labor shortage. However, you must also focus on retaining them. Many newer workers will decide to leave, so you have to find ways to keep work exciting. Financial subsidies are one fundamental way to keep everybody on board.
Inefficiency is another underrated factor. Some drivers can get burnt out because they feel unproductive or have stagnant processes, making them much likelier to leave and seek new job opportunities. Social support like wellness programs and skill development training is a must. And, as always, listen to what your drivers want and prioritize their needs.
The trucking industry’s labor shortage will take time to remedy. Luckily, starting efforts in acquisition and retention now can be a big head start for companies needing drivers.
