Why Simulators?

Simulators offer a realistic driving experience with high-definition graphics and immersive sound. They provide a safe space for both new and seasoned drivers to hone their skills, correct bad habits, and improve fuel efficiency. Russell Hoyt, co-founder of MG Truck Driving School, says, “When we get a driver trained on a simulator, they really understand the basics and fundamentals of driving a truck. It is remarkable that technology can do such things.”

Advanced simulators even replicate emergencies, like jackknifing, allowing drivers to practice critical maneuvers such as controlled driving and emergency braking without the risks of real-life testing. Some models are integrating AI and virtual reality, making training sessions even more authentic.

Engaging Younger Generations

Organizations such as the Nebraska Trucking Association use mobile simulators to engage younger audiences. Kent Grisham, president and CEO, highlights that simulators are pivotal for workforce development, especially in community colleges where many students get their first taste of driving. He notes, “If you want them to practice driving on icy roads, it is much better to practice in a simulator than to take them out in a blizzard.”

UPS’s Innovative Approach

UPS has integrated simulators into its nationwide training programs. According to Tristan Christensen, UPS content development director for U.S. Operations Training, “The UPS driving simulator is built inside an actual UPS package car, which gives the realistic feel of the actual environment.” These truck driving simulators cover aspects from safe driving techniques to high-risk scenarios, ensuring drivers are well-prepared for challenges on the road.

Overcoming Barriers

While simulators are promising, their adoption is limited by cost and space constraints. Fremont Contract Carriers, for instance, acquired their simulator at a bargain during an auction. Tim McCormick, president and CEO, underscores the benefits, explaining, “We thought, ‘Why don’t we assess their skills instead of passing on them?’” This approach has not only broadened their recruitment pool but also enhanced training and skill evaluation.

Moving Forward

Simulators can drastically reduce accident rates—by up to 80%, according to Hoyt—and save on equipment costs by preventing wear and tear. Lowering the cost of these simulators and shifting industry perceptions can promote wider adoption. As Hoyt points out, “It really does make a superior driver.”

Simulators are transforming how trucking companies recruit and train drivers, making the industry safer and more appealing for emerging talents. For companies willing to invest in this technology, the return is not just seen in reduced accidents but also in a stronger, more skilled workforce.

Source: Transport Topics

The post Driving Simulators are Becoming Trucking Companies’ Secret Weapon in Recruiting New Talent appeared first on Truck Drivers USA.

The Evolution of Driver Recruitment

Gone are the days of traditional recruitment methods being the sole means of attracting truck drivers. With the rise of social media platforms, trucking companies have found a fresh and innovative approach to tap into a larger pool of candidates. The ability to connect directly with potential drivers on a personal level has been a game-changer for the recruitment process.

Below are a few tips on how you can leverage social media to recruit drivers.

1. Understand the Social Landscape

Before delving into social media recruitment, it’s vital to have a comprehensive understanding of the social media landscape. Different platforms cater to various demographics, so tailoring your approach to match your target audience is key. Platforms like Facebook, LinkedIn, Twitter, and Instagram are great starting points, each offering unique features for reaching potential drivers.

2. Craft Compelling Content

Content is king, and this rings true in the world of social media recruitment. To captivate your audience, create content that resonates with their aspirations and concerns. Sharing real-life success stories of current drivers within your company can provide authentic insights into the experience of working for your organization. Don’t be afraid to showcase your sense of humor through some funny memes; this type of content is often highly sharable, which will increase your reach and help you grow your audience. Engaging visuals, such as videos showcasing the daily life of a truck driver, can also leave a lasting impact.

3. Utilize Hashtags Wisely

Hashtags are more than just trendy symbols. They’re potent tools for expanding the reach of your content beyond your immediate network. Research industry-specific hashtags and incorporate them strategically into your posts. For instance, #TruckDrivingLife or #OnTheRoadAgain can help your posts surface in searches made by potential candidates interested in trucking.

4. Leverage Employee Advocacy

Your current employees are your best brand advocates. Encourage them to share their experiences on social media using dedicated hashtags or by tagging your company. Their posts can provide an authentic glimpse into the culture and benefits of working at your trucking company, making it more appealing to prospective drivers.

5. Engage with your Audience

Social media is a two-way street. Respond promptly to comments, messages, and inquiries from potential drivers. Engaging in meaningful conversations showcases your company’s commitment to open communication and fosters a positive image.

6. Incorporate Video Content

Video content is revolutionary when it comes to driver recruitment. Create short videos featuring testimonials from satisfied drivers, virtual tours of your facilities, or a day in the life of a truck driver. Visual content is more likely to grab attention and resonate with your audience.

7. Data-Driven Approach

Use analytics tools provided by social media platforms to track the performance of your recruitment campaigns. Pay attention to metrics such as engagement and click-through rates, as well as the reach of your posts. Adjust your strategy based on these insights to ensure continuous improvement.

8. Employer Branding Matters

A strong employer brand sets you apart in the competitive job market. Consistently portray your company’s values, benefits, and opportunities through your social media content. This builds trust and credibility, making your trucking company an attractive choice for potential drivers.

9. Invest in Targeted Advertising

Social media platforms offer powerful tools for precise audience targeting through advertising. Utilize these features to reach potential drivers based on factors such as location, age, interests, and even profession. Tailoring your ads ensures that your recruitment efforts reach individuals genuinely interested in truck driving opportunities.

10. Regularly Assess and Adapt

The world of social media is dynamic, with trends and preferences evolving rapidly. Regularly assess the performance of your recruitment campaigns using analytics tools provided by the platforms. Pay attention to engagement metrics, click-through rates, and audience demographics. Based on the data, adapt your strategy to ensure continuous improvement and optimal results.

Incorporating social media into your truck driver recruitment strategy can yield remarkable results when executed strategically. By implementing these tips, your company can build a robust pipeline of potential drivers. Remember that adaptability and authenticity are key in this digital age, where personal connections and engaging content reign supreme.

The post Leveraging the Power of Social Media for Effective Truck Driver Recruitment appeared first on Truck Drivers USA.

However, trucking companies have long faced the challenge of attracting workers to fill these roles. To keep up with the projected growth in freight and counter the wave of retirements on the horizon, fleets must find ways to bring in younger drivers.

To achieve this, fleet operators need to broaden their recruitment efforts and cater to the preferences and expectations of future drivers in terms of work-life balance, career progression, and a sense of belonging.

According to industry leaders, younger workers expect more from a driving career, including flexible schedules, clear paths for advancement, and a supportive community.

“Ultimately, it’s going to come down to culture, work-life balance and stability,” said Pat Udovich, chief human resources officer at less-than-truckload carrier, A. Duie Pyle. “Culture has become king — rightfully so — and we do not see that changing as the next generation comes onboard.”

While work-life balance has long been considered a top concern for drivers, following close behind pay, the younger generation is emphasizing its significance even more.

“A growing percentage of candidates are even opting for lower-paying jobs with a larger amount of home time or flexibility in taking home time,” said Chris Polenz, vice president of recruiting at truckload carrier Werner Enterprises.

Fleets are rapidly adapting and embracing technology to ensure flexible operations. For instance, Werner utilizes its mobile app to efficiently pair drivers with their specific requirements and preferences.

“We have a ‘career opportunities’ tab on our Driver Werner Pro App allowing drivers to search for existing accounts that meet their work-life balance,” Polenz said. “From there, they can select to be added to those wait lists or talk to a career center specialist at any time to discuss their requests.”

Dee Dee Cox, the VP of Human Resources at Old Dominion Freight Line, revealed that the company has adopted a more innovative approach to scheduling its drivers. This necessitates fostering transparent communication about both the company’s and employees’ requirements, beginning from the initial interview phase.

She says they make sure they’re asking the right questions from the very start. “What is the driver looking for in the long term? Is it OK if the driver is off on Tuesday and Wednesday? Do those days actually work better for home life, or are they looking for a Saturday-Sunday reset?”

1. Duie Pyle offers LTL and dedicated driving jobs that allow candidates to have a flexible schedule outside of work, according to Udovich. He explains that many people find the opportunity to be home daily appealing because it allows them to attend important events in their personal lives, such as their children’s activities and important events.

Although there is a growing demand for more time at home and flexibility among drivers, some young drivers are content with being on the road for longer periods of time.

Andy Turi, a 23-year-old driver who joined Brenny Transportation a year ago, is one such driver who enjoys being on the road. Turi obtained his commercial driver’s license at 18 and worked regionally until he turned 21.

“Becoming an OTR driver became more enticing because I could live in my truck and get paid,” Turi said. “I have saved tens of thousands of dollars.”

He admits he went from being lured by pay to developing a deep admiration for the trucking industry.

“I’m not doing it for the money anymore,” Turi said. “I like being by myself and getting paid to go places I haven’t been before.”

Garner Trucking has tackled the challenge of driver retention head-on. CEO Sherri Garner Brumbaugh shared her company’s strategy to combat the allure of home-daily opportunities. By adapting their freight transportation networks whenever possible, they have successfully boosted driver retention rates.

This approach ensures that Garner Trucking drivers spend less time away from home while still enjoying a fulfilling career on the road. With its new retention strategy, the company aims to solidify its position as a top choice for drivers seeking a balance between work and home life.

“Relaying, slip seating OTR operations, and drop-hook keep a driver moving and not sitting. Creativity many times brings efficiencies to your operation as well,” said Brumbaugh, who is a past chair of American Trucking Associations. “At Garner, we have multiple driving schedules an individual can choose from. Unlike my father’s generation, that lived to work, this generation and mine is ‘work to live.’ ”

Pay remains important for drivers, but Brumbaugh has discovered that younger employees also value experiences.

“The trucking industry should be able to provide both — good pay and the experience to see the country,” she said. “Marketing those stories is key.”

How Companies are Attracting Younger Drivers

Brenny Transportation, headquartered in St. Joseph, Minnesota, is actively targeting young drivers by collaborating with the Minnesota Trucking Association’s training program.

“We can bring them on locally at 18 years old until they’re of the age to leave the state,” said company founder and CEO Joyce Brenny, who emphasized the carrier’s safety rating and its slow, graduated training process.

A new initiative is aiming to bring more young people into the trucking industry by lowering the minimum age for interstate truck drivers from 21 to 18. This move has been encouraged by industry experts, such as Garner Trucking’s Brumbaugh, who is urging carriers to participate in the Federal Motor Carrier Safety Administration’s (FMCSA) Safe Driver Apprenticeship Pilot Program.

“The Infrastructure Investment and Jobs Act requires the FMCSA to establish an apprenticeship pilot program that would allow drivers between the ages of 18-20 with an intrastate commercial driver’s license to operate interstate, but it requires a trucking company to follow rigid rules to participate,” she said.

Participating as a carrier and apprentice trainer may be a tough journey, but it’s absolutely essential, according to Brumbaugh.

“If we as an industry fail to participate, we will be the barrier ourselves to attracting a younger generation to our beloved trucking industry,” she said.

Lindsey Trent, president, and co-founder of the Next Generation in Trucking Association, emphasizes the need to attract young talent to the industry at an early stage. Rather than waiting until potential hires reach the age of 18, the trucking industry must find proactive ways to engage young people during their high school years.

“They are getting bombarded from other industries — welding, plumbing, and electricians — and trucking needs to be a part of the conversations, too,” Trent said.

She added that the Gen Z workforce is smaller, and skilled trade jobs are growing. “Pair that with the aging workforce that is retiring, and that could equal disaster for our future.”

NextGen Trucking collaborates with student organizations to showcase lucrative trucking careers to school guidance counselors.

“We have careers that are high skill, high wage, and high demand, but young people need to be educated about them in order to be attracted to them,” Trent said.

More and more teenagers are graduating from high school without a driver’s license, presenting an additional challenge.

“Acquiring a CDL builds upon an individual’s personal driving record,” Garner Trucking’s Brumbaugh said. “Trucking companies should work collaboratively with our communities to share the importance of obtaining a driver’s license.”

Diversify Your Work Force

According to Ellen Voie, the founder of Women in Trucking, a nonprofit dedicated to empowering women in transportation, women currently make up almost 14% of the over-the-road driver workforce, though she predicts this number will only keep growing.

“More and more women are seeing the opportunity to earn a middle-class income while being able to travel,” she said.

Young people in the trucking industry need female role models to inspire them and let them know they are valued. According to Trent from NextGen Trucking, fostering a welcoming environment is crucial.

“We need to actively put that messaging out there,” she said.

By attracting employees from diverse demographics, we can also help strengthen the industry’s workforce.

“Every person can come into the trucking industry, and there should be no barriers because of gender, race, or identity,” Garner Trucking’s Brumbaugh said.

It is Voie’s belief that the industry will see more Hispanic and Eastern European drivers in the near future.

“There have been a lot of refugees entering the country, and if we can embrace their customs and accommodate them, we can train them to become professional drivers,” she said.

Show Us Your Tech!

In the fast-paced world of trucking, embracing technological advancements has become essential for recruiting top talent. Old Dominion Freight Line, a leading trucking company, recognizes the power of modern truck technology in attracting high school students and potential workers from Generation Z, according to Cox, a company representative.

By showcasing the advanced technology installed in their trucks, Old Dominion Freight Line is capturing the attention of young individuals who are seeking cutting-edge career opportunities. With a focus on innovation and efficiency, the company is shaping the future of the trucking industry and inspiring a new generation of skilled professionals.

“When we have on-site career fairs, it is important for potential hires to see the equipment they will be working with,” she said. “Once they see the technology, their eyes open up as this is not something they expected.”

According to Rich Johnson, vice president of school operations at Werner, technology can be a game changer when it comes to differentiating yourself from other companies.

“The next generation has a higher expectation on how ‘connected’ they are to their company, whether it is company apps, in-cab communications, or ways for family to stay connected with them while they are on the road,” he said.

Offer More Than a Job – Offer a Career

Research has shown that younger people have become more interested in seeing career progression opportunities.

“Gen Z wants to see defined career paths and what you will do as a company to invest in your employees and their future,” NextGen Trucking’s Trent said. “Do you provide a mentorship program, ongoing training, or tuition reimbursement? Gen Z wants to work for a company that cares about them and that will develop them.”

UPS Inc. prioritizes internal growth, says Jim Mayer, the senior director of media relations and network communications. The company mainly recruits and advances drivers from their own ranks. New hires typically start by handling packages within UPS facilities.

“After some time in that role, they can bid and train for full-time positions as drivers,” Mayer said. “For those who want to advance their career, the sky is the limit. Our previous CEO, David Abney, started his career loading trucks in Mississippi.”

30-year-old twin sisters, Alyssa and Brittney Strickland, began their journey at UPS by handling packages. However, they didn’t stop there. They went on to earn their CDLs and are now proud supervisors within the company’s Class 8 “feeder” operations.

“A lot of young people are willing to go into this area, but they don’t know about it,” Alyssa Strickland said, adding that 21 year olds can take advantage of great opportunities immediately. “We give them that free training, and they can get their CDL.”

1. Duie Pyle’s truck driving academy and leadership development program are among their top recruiting tools.

“We want to give all our emPloyees, not just drivers, the opportunity to continue to grow and expand their skill sets,” Udovich said.

In an ever-evolving trucking industry, drivers are seeking ways to expand their career horizons. According to Reymer from DriverReach, many drivers are keen on exploring roles in dispatch, maintenance, safety, and management functions.

Werner’s Polenz attests to this trend, as many of Werner’s professional drivers have seamlessly transitioned into non-driving positions within the company’s safety and operations departments.

What sets these drivers apart? Possessing a Commercial Driver’s License (CDL) allows them to bring a unique understanding to these roles.

“It is easier to dispatch when you know what is going on,” Brittney Strickland said. “A CDL is a great thing to have even if you don’t use it.”

Isabella Johnson, an 18-year-old, who recently obtained her CDL and is currently employed at Concrete Products in Rhinelander, Wisconsin, says that while she’s not currently considering a career in over-the-road trucking, she recognizes the potential flexibility that having a CDL can offer her in the future.

“I work with big machinery, and I wanted to be able to haul whatever I wanted whenever I needed,” she said.

Build An Awesome Culture – and Show it Off

Creating a strong company culture is crucial when it comes to attracting and keeping drivers who value teamwork and a sense of belonging.

“They deserve information about what is happening, changes that are coming, and how the company is doing,” ODFL’s Cox said. “Sometimes, I think that aspect can be overlooked as we get caught up in the day-to-day, but it is essential drivers know what is going on with the company and know they play a crucial role in its success.”

Younger workers are growing tired of hierarchies, according to Brenny.

“I’m not saying they shouldn’t earn their stripes, but they want it known that they have a voice and are part of the team,” she said.

Gen Z’s altruistic nature drives them to seek ways to make a positive impact on society. Brenny Transportation recognizes this and introduces its “Haul of Fame,” showcasing the vital products it has transported.

“We talk about the difference they’re making and the lives that they are making better,” Brenny said. “Talking about those things is inspiring, and they need to have that sense of purpose and how important their job is.”

Source: Transport Topics

The post The Future of Professional Trucking: Meeting the Demands of a New Generation appeared first on Truck Drivers USA.