Every industry seems to be experiencing a labor shortage, and the trucking industry is no exception. In 2024, The American Trucking Association (ATA) reported a shortage of about 60,000 drivers, which is estimated to increase to 160,000 by 2031. What’s different about the truck driver shortage is duration. Though worsened by the COVID pandemic and older truckers retiring, the shortage has been an issue for over a decade. The ATA first reported shortages back in 2005.
However, another stat adds a layer to this issue. Over 450,000 new CDLs are issued annually, according to the Owner-Operator Independent Drivers Association (OOIDA). If that’s true, then why is there a labor shortage? This post will examine the forces causing the truck driver shortage, possible solutions for hiring trucking companies, and how drivers can take advantage of the current job market.
What’s Causing the Shortage?
There are many possible causes of the labor shortage plaguing the truck driving industry. For example, new drivers may be unable to find employment despite having their CDL. They may be unaware of the job’s difficulties until they get on the road, have unrealistic expectations, or lack professional mentoring to help them adjust. Other factors include:
- Retention: Turnover estimates for long-haul companies are sometimes over 100% (meaning companies can’t keep new drivers and lose current ones). What causes such high turnover? Long hours, low pay, and long stretches away from family. Many drivers seek a better work-life balance, better benefits, and higher income and don’t see OTR trucking as a path to those goals.
- Aging workforce: The driving workforce is getting older. The average driver age is 46, much higher than the national worker average of 42. Many drivers will retire soon, and the ATA estimates that the industry will need 1.2 million new drivers over the next ten years to replace them.
- COVID retirements: While the driver shortage began well before the pandemic, it caused a wave of layoffs and early retirements. Many drivers did not return.
- Lack of experienced drivers: Besides a retention problem, many companies have difficulty finding drivers with the necessary experience.
- Poor recruiting process: 54% of candidates across all types of jobs fall out of the recruiting process because of a lack of communication with the hiring company or recruiting firm.
- Compliance changes: In recent years, the tightening of federal rules has made it harder for drivers. According to ATA’s analysis, regulatory changes, such as the Drug & Alcohol Clearinghouse and the Electronic Logging Device (ELD) requirement, have reduced the number of eligible drivers.
Potential long-term solutions may include lowering the CDL driving age or reaching out to underrepresented demographics. Only 8% of drivers in the U.S. are women. NPR reports that drivers are slowly getting more diverse, partially due to the shortage, with 42% of drivers being non-white. If companies can further their outreach to these demographics, it will represent an enormous, untapped hiring pool.
How to Attract and Retain Qualified Drivers
1. Prioritize culture, safety, and compliance.
Compensation might be why a driver takes a job, but good company culture is why they stay. Drivers like feeling supported and having a career path with their company. Additionally, drivers want to drive well-maintained, safe equipment and work for a team that promotes a safety-focused culture—from wearing the proper slip-resistant, steel-toed shoes to ensuring all trucks are maintenance checked daily before a route starts.
2. Compensate appropriately.
Compensation needs to be considered carefully when attracting drivers. Can you offer weekly pay? Hourly as opposed to by mile? Can you offer flexible hours and time off? Get creative.
3. Invest in better technology.
Route optimization, EDL, and other technology can help with driver retention and attraction. For example, by implementing advanced route optimization software, companies can ensure that their drivers spend less time on the road and reduce fuel consumption. This increases efficiency and improves drivers’ work-life balance, making the job more appealing.
4. Prioritize driver comfort.
Drivers may or may not want to haul specific types of cargo, such as something that smells less than desirable or hazardous materials. Be upfront about job requirements. Drivers are also looking to haul loads that are “pre-loaded” when they arrive. All they need to do is hook on and leave. They don’t like waiting for loading and unloading, as it cuts into mileage and compensation.
5. Offer LTL (local) routes and team-driving options.
Team-driving solutions for long-haul positions can help drivers speed up their routes and earn more. Long hours and time spent away from home are common sources of driver dissatisfaction. By offering less than truckload or local routes, you can create a job that lets drivers spend more time with their families.
6. Set and maintain realistic expectations.
New hires should have a complete picture of the job’s responsibilities, the type of driving involved, and the equipment they will be required to operate.
7 .Enlist experienced recruiters.
Hiring a driver is not the same as hiring any other position. There are plenty of nuances when hiring a driver. Your recruiting team can help you understand these unique aspects, craft better job descriptions, and help get them in front of qualified candidates.
How Can Drivers Take Advantage of the Shortage?
Just because there is a driver shortage doesn’t mean that trucking companies are giving away jobs. Some drivers have found the opposite; it’s harder to land a job when hiring managers know fewer experienced drivers are out there. In other words, hiring managers are looking for reasons not to hire you. A CDL, while a requirement, doesn’t automatically open doors.
Here are a few things you can do to increase your chances of landing a job:
- Be professional. Prioritize attending interviews, training sessions, and phone calls on time. Punctuality demonstrates good time management, which is essential for making drop-offs on time. Additionally, always wear clean, professional outfits when on the job or in interviews. For more tips, download our eBook: How to Prepare for a Trucking Job Interview.
- Avoid job hopping. Try to stay in your job for at least a year. Job hopping is a red flag for hiring managers. Shop around for a job that fits your career goals before automatically taking any open position.
- Focus on training. Put yourself in the shoes of hiring companies and go after training or certifications that make you a more attractive hire. But if you’re early in your career, don’t waste time on extra endorsements or training that is unlikely to help initially. Basic driving experience is more valuable than a license with many endorsements but no experience. Take a “step approach.”
- Safety first. All companies are a little wary of entrusting their expensive equipment to a new employee. Developing a history and maintaining a clean driving record is critical to landing a position. Obtaining safety certifications and providing examples of safety promotion during the interview will also help. Remember: your resume starts the day you get your license.
- Understand the pros and cons of being a driver. There is no such thing as a perfect job; being realistic in expectations and understanding this upfront will help guide your decision-making process in identifying the right company with the right equipment and routes that make sense to you.
- Work with experienced recruiters. Good recruiters can give you advice and help guide your career path. They also help keep you from slipping through the hiring process by advocating and communicating on your behalf.
Also read: How Much Do Truck Drivers Make?
Managing the Truck Driver Shortage with Pace Drivers
The driver shortage may get worse before it gets better, but Pace is here to help. Pace can help both drivers and trucking companies navigate the pitfalls of the driver labor shortage. Our expert recruiters offer advice, connections, and a streamlined hiring process that helps connect qualified drivers with companies offering competitive pay and benefits.
Get in touch to learn more.
