Over 55 million tons of freight move around the U.S. every day according to the Bureau of Transportation Statistics. All of this requires one of the hardest working groups that has workers in every state – truck drivers.
When it comes to truck drivers, some pick up, transport, and drop off boxes and packages in different regions, such as private delivery companies and drivers for companies like DHL, FedEx, and UPS. They account for more than 1.59 million workers. There are also heavy and tractor-trailer truck drivers, an occupation with more than 2.211 million workers across the U.S.
Both industries face challenges in finding enough drivers. The job outlook for these industries ranges from 5% to 9%, and that changes as more drivers enter retirement. The American Trucking Associations found that the average age of a truck driver in 2019 was 46. As those older drivers enter retirement, there are not enough younger adults interested in truck driving as a career. How do you draw interest and keep the drivers you do hire? Saint John Capital gives some tips.
Make Your Job Description Compelling
If you saw the following job descriptions during a job search, which would make you want to see more?
- CDL Truck Driver
- Truck Driver CDL A or B – Sign-on Bonus
- Truck Driver – Home Daily
- CDL Truck Driver – Weekly Guarantee Pay
Weekly guaranteed pay is appealing and going to draw attention. The same is true of a posting with a sign-on bonus. For many truck drivers, the ability to be home each day with family has tremendous appeal.
Make sure your job posting has a title that draws attention. As you go into more detail after someone clicks on your ad, cover all the bases and include:
- Benefits
- Company name
- Experience required
- Hours
- Training provided
- Wages (Even if you can only give a pay scale and not an exact one, because it depends on experience.)
Provide an example daily work schedule to be as transparent as you can. People need to know if they can do what’s expected of them.
Think Outside the Box When It Comes to Benefits
A high hourly wage isn’t enough anymore. You want to think outside of the box and provide benefits that the competition doesn’t. This might be the option for daily pay through crypto or a third-party payment system like PayPal. Life, dental, and health insurance are great, but consider adding pet insurance and allowing drivers to bring their pet on the road.
Take Other Avenues to Spread the Word
Post on local job boards and sites like Indeed or LinkedIn, but don’t make those your only areas for posting. Talk to local CDL driving schools and ask if they have any recommendations. Go to area high schools offering paid training to new graduates who are 18 or older. They can’t drive nationally, but they may be able to drive loads within the state.
Be Considerate with the Application Process
One of the most frustrating aspects of applying for a job is to hit a wall where multiple job references are required to complete the online application. A new graduate is unlikely to have five years of experience delivering loads. A stay-at-home mom who wants to reenter the workforce isn’t going to have these references.
Remember that some of your best talent may not have the references that a standard online application recommends. Make references secondary and focus on the person in front of you. Someone who responds quickly to your emails or text messages may be a better choice than an experienced driver who waits days to get back to you.
Some applicants may prefer to fill out an online form, while others might want to mail in a resume. Allow people to reach out to you the way that best suits them.
Make Onboarding Structured and Thorough
When you hire a new driver, use a structured onboarding process. You won’t overlook anything of importance, and they don’t feel left in the dark. The more information you provide, the easier it is for them to become part of the team.
Build a Comprehensive Training Program
Provide comprehensive and continual training that covers more than the federal or state requirements. Train your drivers how to handle difficult customers, best driving practices, how to speak up with concerns, and company-specific rules and procedures. Provide ample opportunities for refresher courses and room for development if they so choose to advance their career.
Empower Your Drivers
Make sure your drivers feel empowered to act in your place and make immediate decisions. If there’s an issue with a delivery and they cannot reach you, they need to determine what to do on behalf of the company.
For example, they arrive at their destination, no one is at the warehouse despite promises that someone would be. That delivery was due at 6 a.m., but it’s 7 a.m., and they’re not answering calls or coming to the door when your driver presses the buzzer or knocks.
A second business is awaiting its delivery at 7:30 a.m. Your driver should feel empowered to decide to head to the second business and postpone the first delivery for now.
Put Safety First
Safety must come before profits. If you know a truck’s tires are almost bald, tires need to be replaced before your driver sets off. It doesn’t matter if you feel the job is too good to pass up and you don’t have any client payments coming in for another week. You have to put your driver’s and other people’s safety first.
Create a Solid Work-Life Balance
No driver wants to be on the road for weeks and weeks without more than a day off here and there. You may need a driver to fill in for someone who quit, but you can’t let it destroy a work-life balance.
Schedule drivers so that people always have a weekend off at least twice a month. Make sure that driver hours are not maxing out and creating situations where you need to take back promised time off.
Make the Workplace Feel More Like a Family
Instead of building a trucking company where the owners and office staff feel like superiors and drivers feel underappreciated, make your company feel like a family. Family members will have disagreements from time to time, but they also always have each other’s backs.
Respect your employees and show them that they are respected. That’s the best way to get respect in return.
Encourage Feedback and Act on It
Encourage all employees to speak up with suggestions, concerns, or other feedback. When they do share an opinion, act on it. Just don’t lie and say you’ll think about it and then go on with your day. Consider what was suggested and figure out how even part of that suggestion could be implemented.
Win with Technology and Equipment
Technology is always improving, and staying updated with the latest devices and equipment is important. Your drivers appreciate you taking time and investing in their safety with 360-degree camera systems and blind spot detection. They appreciate having service from anywhere, especially if there’s an emergency and they need help.
Build a Steady Cash Flow
One of the difficulties trucking company owners face is having the cash available to provide benefits and pay that both your new and established workers desire. It’s hard to pay for new trucks, GPS systems, and newer technology when clients don’t pay immediately.
With freight factoring, you no longer have to wait weeks before your client pays you. Get paid the same day so that you can pay your workers often and provide them with the equipment and tools to do the job efficiently and safely.
When you partner with Saint John Capital, you receive more than same-day payments. You also have access to beneficial services like fuel discounts, low-interest business line of credit financial products, and load boards. Reach us online to learn more.
