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The distribution industry began with the earliest deliveries of products from companies to retail stores. Today, the logistics of moving thousands of physical goods nationwide keeps most trucking companies busy.
Still, preventing turnover in this demanding sector may be more challenging than you anticipated.
As older, more experienced workers age out of the workforce, many employers struggle to attract top-notch young professionals to fill their roles. Offering development opportunities can help attract these young professionals while also benefitting experienced drivers.
Understanding the Truck Driver Shortage in the Transport and Logistics Industry
A survey of 4,700 trucking companies in North and South America, Asia and Europe uncovered a shortage of truck drivers under the age of 25. An aging population and more technical roles all push the numbers of young drivers down. The problem occurs when there’s no one to replace retirees.
If you speak to trucking company owners and hiring managers, many chalk the issue up to high turnover rather than a lack of available workers. They hire someone who quits within three or four months for a different position or leaves trucking altogether. This high turnover rate complicates the driver hire process. For this reason, you should prioritize attracting young drivers to the industry, then focus on employee retention to avoid a constant driver churn.
How Can You Attract Young Professionals?
Knowing you need to replace retiring drivers and doing so are two different things. Fortunately, you can compete with other logistics companies in your area by including the things younger professionals desire. It starts by understanding what younger workers want from their employers. Hiring companies need to understand what younger workers want from their employers. Here are some techniques to attract young drivers.
Embrace New Technologies
Generation Z is the first generation to have grown up immersed in smartphones and constant internet access. They quickly pick up new technologies and are adept at using software to make their work more efficient. They may look for a trucking company that uses AI to identify better driving routes and GPS to deliver to new locations without lost time. Look for ways to make drivers’ lives easier by using software or automation.
Care About Sustainability
Gen Z tends to be more passionate about the environment and living greener than previous generations. They may prefer to work for companies that are active in sustainability efforts, like using eco-friendly fuels. Even if you can’t run fully on them, you can do what most companies do and go for a mix of 20% biodiesel and 80% diesel for a cleaner option.
Create a Warehouse Transition Program
Some of your best future drivers may already be on your payroll. Look to your warehouse for people who might be interested in a promotion to driving. Some trucking companies develop training programs to attract top candidates. You can offer to train your current employees for free and transition them to driving once they’ve attained their CDLs.
If you prefer not to create an in-house training course, you can also offer CDL reimbursement to current employees who want to move into driving.
Attract With Social Media
Younger people may be more adept at job searching via social channels and are influenced by the experiences of other drivers, so try recruiting candidates on these platforms. For example, you could post brief interviews with experienced drivers talking about why they enjoy working for your company, or ask your HR director to explain the perks new hires can benefit from when they join your team. Seeing others’ candid comments about your workplace culture can go a long way toward recruiting newbies.
Make Applying Simple
Most job recruiting sites offer straightforward application processes. The candidate uploads their resume and answers a few pertinent questions. Making your job application as simple as possible will widen your candidate pool but may give you more resumes to sift through. Publish a thorough list of the skills you’re looking for so unqualified people know to look elsewhere.
Integrate Diversity and Inclusion Training
Today’s younger generation is more aware of cultural differences and wants to embrace diversity. Antiracism training shows you care about the future of your team and making everyone feel welcome.
Approximately one in eight companies say they will reduce or remove DEI programs in 2025. You can attract Gen Z workers by embracing differences and encouraging your entire workforce to strive for excellence through inclusion.
Begin an Employee Referral Program
Do your current drivers have children or grandchildren who want to carry on a family tradition? Implement a referral program where workers can easily recommend candidates and reward them if their suggestions result in a new hire.
You can also offer CDL reimbursement to encourage generational truck driving. Parents can teach skills and knowledge to their offspring or other young people they know. Combine referrals and mentoring for a powerful recruitment method.
Employer Branding and Recruitment
When it comes to the transport and logistics industry, employer branding plays a pivotal role in attracting and retaining top talent.
A strong employer brand not only differentiates your company from competitors but also appeals to skilled drivers seeking a long-term career. To build a robust employer brand, focus on showcasing your company culture, values, and mission. Utilize various channels such as social media, job postings, and employee testimonials to highlight what makes your company a great place to work.
Creating an efficient recruitment process is equally important. Leverage recruitment agencies, job search platforms, and employee referrals to find qualified candidates. Ensure that your job postings are clear, concise, and accurately reflect the job requirements and responsibilities. By combining a strong employer brand with an efficient recruitment process, you can attract and retain top talent in the logistics industry, ensuring a steady influx of skilled drivers ready for an immediate start.
Competitive Compensation and Benefits
Offering competitive compensation and benefits is crucial for attracting and retaining skilled drivers in the transport and logistics industry. To stand out, companies should provide salaries and benefits that are on par with industry standards and reflect the skills and experience of their drivers.
Beyond salary, consider offering benefits that enhance job security, such as flexible working hours and opportunities for career advancement. These perks not only improve job satisfaction but also help retain drivers by making them feel valued and secure in their roles.
Additional benefits like health insurance, retirement plans, and paid time off can further attract and retain top talent. These comprehensive benefits packages contribute to overall job satisfaction and demonstrate a commitment to the well-being of your employees. By prioritizing competitive compensation and benefits, you can create a more attractive and supportive work environment for your drivers.
Working Conditions and Safety
Ensuring excellent working conditions and safety standards is fundamental in the transport and logistics industry. Companies must provide a safe and healthy environment for their drivers, equipped with the necessary resources to perform their jobs efficiently.
Creating a positive and inclusive work environment that promotes driver well-being and job satisfaction is essential. This can be achieved by offering regular breaks, comfortable working conditions, and opportunities for social interaction among drivers.
Safety should be a top priority, with regular safety training, vehicle inspections, and strict safety protocols in place. By focusing on these aspects, companies can significantly improve job satisfaction and reduce turnover rates. Prioritizing working conditions and safety not only enhances the employee experience but also ensures a more efficient operation, keeping drivers happy and committed to their roles.
Retain Drivers Once You Hire Them
Since logistics companies are prone to turnover problems, look for ways to engage young truck drivers and make them want to stay. Some ideas include:
Create an excellent onboarding process to get new hires up to speed on your company policies and culture.
Pair new hires with a mentor to help them train faster.
Offer competitive wages.
Be generous with paid time off so they can juggle being on the road with other life commitments.
Meet regularly with employees to review what they’re doing well and how they can improve.
Create a positive work-life balance.
Institute an open-door policy so people feel comfortable coming to you with problems.
Treat your new employees the way you’d want an employer to treat you. Offer them excellent benefits and show them how much you value them. If you do so, they’ll be loyal and less likely to leave your company for another one.
Can You Attract Young Professionals to Your Trucking Company?
Paying attention to Zoomers’ needs and wants will let you attract young talent and you keep the truck driver pool open as older generations enter their retirement years and leave the employment landscape. Begin a new recruiting program today to ensure you have enough workers for the next five to 10 years and beyond.
While you’re at it, invest in transport and delivery management software, like what we offer at Transvirtual, to modernize operations.
Young professionals expect efficiency—automated dispatching, real-time tracking, and digital proof of delivery make the job easier and more appealing. With smarter tools and better route planning, you’ll attract tech-savvy drivers and keep your workforce strong.
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