TRUCK DRIVERS- WHERE ARE THEY?Christian BastianTalent Acquisition Intern

THE PROBLEM

Truck drivers are retiring, seeking more money, and/or seeking better work/life balance

As of December 2015, the American Trucking Association (ATA) was short 50,000 drivers – others say it’s closer to 100,000 (and it’s projected to only increase over the next 8 years)

Drivers are treated as disposable employees, meaning there is a high turnover rate because they will seek out more money and better opportunities

More info- NPR- Trucking Shortage ATA Truck Driver Shortage Analysis

From ATA Shortage Analysis

OTHER ISSUES

Work/life balance is becoming increasingly desirable for workers when job seeking People want to be at home with their families and not working all the time like they did

20 or 30 years ago, especially truck drivers who are on the road most of the time

Truck Drivers are the face of the company, often getting more face to face customer interaction than sales people – yet they are treated as replaceable, easy to find workers

The average age of drivers is 49 years old, putting most truckers close to retirement and leaving open jobs that aren’t being filled

Skilled labor jobs are not as desirable as they once were for young generations

Not only is the industry growing (with 70% of adults stating they shop online at least once a month), but drivers are retiring/finding other work, causing a double hit on the industry

POSSIBLE SOLUTIONS

Staffing Agencies- Because they can recruit full time and also have more local, smaller connections, they can be more successful in finding talent

Building Relationships- Interact and build trust and camaraderie with the agency – better relationships means more time spent looking for top talent

Grassroots Campaigns- Word of mouth, newspapers, Craigslist, etc.

Many blue collar workers aren’t using new technology to look for jobs, sometimes the old fashioned route is the best one

POSSIBLE SOLUTIONS (CONT.)

Increased Wages- Because drivers can find other opportunities for either more money or better work/life balance, offering them more money could help them stay on your team longer

Addressing Stereotypes and Proper Treatment- Truck drivers are generally classified into certain classes or stereotypes and get a bad rap for it, which can be changed through proper marketing and branding

See http://truckingmovesamerica.com/

4 R’S

Rebrand- Create a new outlook on the industry with consideration to your proposed audience

Think of Chrysler’s “Imported from Detroit” commercials

Respond- Market and advertise your new and improved take on what the truck driving industry and it’s workers are like

Recruit- Actively seek out new talent that will hold up to your brand standards and enhance industry growth and success

Retain- Keep good workers motivated, interested, and appreciated throughout their time with the company

CONCLUSION

Companies need to focus on these essential employees by providing better treatment and care for them

Recruiting efforts need to branch out beyond simply posting jobs online and hoping for applicants

Drivers need to be properly trained and managed in order to promote longevity and growth within the company

Generalizations about what a truck driver behaves like should be addressed and changed throughout society to promote younger audiences to consider the field

Rebrand, Respond, Recruit, Retain