How to Reduce Driver Turnover

AUGUST 30, 2018 – Driver turnover is approaching an alarmingly high rate. According to Bob Costello, Chief Economist for the American Trucking Associations, turnover at the nation’s largest fleets has jumped to 94 percent. Smaller truckload carriers have it only slightly better with a turnover rate of 73 percent.

And while drivers will always jump around, there are steps you can take as an employer to reduce these rates – and it begins in the recruitment process.

The recruiting and onboarding experience is the driver’s first introduction to the company and any opinions generated during this process will have a heavy impact on their overall opinion of your organization.

Why the focus on recruitment? A recent study showed that drivers who had a better experience during this time were 22 percent less likely to leave in their first six months. This is critical, as 60 percent of drivers will leave during this period. So if you can keep them happy during these early days, you’ll be taking an important first step in reducing driver turnover at your company.

Enhancing the Recruitment Experience

One of the biggest things to keep in mind as you think about your recruitment process is how  you can make it easy for prospective drivers to find you – and apply for the positions you have available. As we’ve outlined below, this starts with having the right technology:

1. Have an online application process. A powerful applicant tracking system (ATS) that allows prospective drivers to complete a job application online will make it easier for these on-the-go professionals to apply for jobs using the technology they have access to most.
2. Reach out quickly. Another advantage of using an ATS, is that you’ll receive instant notifications every time an application is received. This enables you to vet candidates and reach out quickly when you’re interested in learning more about a prospective driver. It’s a competitive market so it’s in your best interest to reach out as quickly as you can: the less time that passes between the time when the application is received and that initial phone call, the more likely it is that your job prospect will be available.
3. Streamline the background screening process. Again, having a mobile-friendly background screening process will speed up the recruiting and onboarding process. The more quickly prospects get through this process and get to work, the more positive their experience will be.
4. Make it Mobile-Friendly. Drivers are on the go and don’t always have access to a computer. By making the recruiting and onboarding process as easy and mobile-friendly as possible, you’ll provide a better experience for your new drivers – and provide them with a positive initial impression of your company.

Something else to keep in mind is the expiration dates of your drivers’ medical cards. If you hire a driver with a temporary medical card, it’s important that you track their expiration dates closely, as some of these individuals may have trouble getting a full medical card once their temporary one expires. A compliance management tool, such as the one we utilize at Foley, will track these dates for you automatically. It also provides a suite of recruiting and onboarding tools to ensure you’re able to streamline the hiring process and get your drivers behind the wheel quickly.