Posted on July 06, 2017
Driver shortages hurt every corner of the transportation industry. Attracting and retaining competent drivers has become a significant competitive advantage. To find the solution to the problem, it’s best to identify some of the major contributing factors: a generation inclined to pursue white-collar work, a decrease in average real annual wages across the industry, and a massive ongoing gender gap, increasingly complex regulations, increasing costs for owner-operators, increasing costs to provide benefits to employees and increasingly competitive benefits packages, and more.
Rout your driver shortage challenges with paradigm shifts to your organization. It’s a lot of work, but it’s essential for building a strong and sustainable transportation business in this decade and those to come. Here are 5 changes to put your business on top and keep it there:
- Total compensation is about thoughtful implementation of employee benefits. This includes a variety of available plans to suit the needs of different drivers, but also an emphasis on workplace safety and wellness that makes drivers and potential hires feel their well-being is your top concern.
- Recruiting female drivers – a largely untapped market. Many would-be female truck drivers shy away from the industry or from a specific employer for a few reasons. Commercial rigs often come equipped with driver seats that don’t adjust well to the varying forms of the female anatomy – fix this and highlight it. Some drivers and businesses use language or behaviors that can make women feel uncomfortable or unwelcome – fostering an open and welcoming environment will bolster female driver recruiting as well as male recruiting and retention.
- Transparent regulatory compliance practices. Educate your drivers. Make them feel like experts. Give them the tools and the confidence to report accurately, inspect frequently, and maintain a flawless record with roadside inspections, OSHA, and more. This bolsters your reputation among clients, prospects, employees, and potential new hires as a business with great respect for public safety and open business practices.
- Attracting another untapped pool of would-be drivers, college grads, can benefit from ethical or monetary incentives. But at the end of the day, the key here is opportunities for advancement. Paths to increased responsibility, skill, and compensation, as well as a policy of promotion from within, will help you draw in new talent you might not have expected.
- Building a reputation as a safe and responsible transportation business while affording the aforementioned incentives requires innovative and comprehensive coverages for employees, employers, and power units and facilities.
To learn more about improved hiring and retention practices and innovative trucking coverages, contact us.