The Dovetail: Keep Trucks Moving – How Clients can Hire and Retain Drivers in the Great Resignation

The pangs of the Great Resignation have been felt throughout the lumber and building materials space just as it has across all industries. Drivers have been in particularly short supply. Experienced drivers even more so. Though some traditional recruiting methods like higher pay and referral bonuses have proven effective, other approaches are also proving to meet employees’ growing desires for flexible schedules and benefits.

The best way for clients to keep trucks on the road is to retain the good drivers they have. If their drivers are happy and feel valued for their work, they are more likely to stay and continue to grow with their business. It’s up to employers to provide a safe and pleasant work environment that not only recognizes or rewards quality work, but also provides opportunities for career growth.

Drivers know they are in demand, and if the pay isn’t competitive, your clients will have a difficult time retaining their drivers regardless of other steps they take. Referral bonuses, safe driving rewards, and other benefits can go a long way to making drivers feel appreciated and recognized.

Other quality of life benefits should be considered alongside standard compensation and bonuses. Many drivers want to feel engaged with their work, and regular get-togethers and informal meetings for safety counseling and recognition of safe driving can help build the kind of culture that makes drivers feel involved in the business. Additionally, many drivers are seeking greater stability through set, non-evening hours, flexible scheduling and other opportunities for work to adapt to the complexities of everyday life.

Though these steps can help with retention, some drivers will still leave. When that happens, business owners should hold exit interviews with outgoing drivers. Your clients can gain significant insights by better understanding what drove the employee to leave or how a new employer enticed them to make a move.

In terms of recruiting new drivers, the usual techniques are still valuable. Major recruiting sites, advertising and social media are powerful tools and are important to capture the initial interest of potential recruits. Once that interest is secured, clients need to clearly communicate their pay, perks and opportunities for growth to seal the deal.

In addition to looking outside the company for new drivers, clients should recognize the opportunities that may exist within their current teams, provide opportunities for new certifications and other forms of advancement. Employee perks focused on their development and advancement will be well worth the investment.

In today’s challenging job market, clients who recognize they need to look beyond the traditional methods of retaining and hiring drivers and get creative will come out on top.