FleetForce Truck Driver Training is rolling out a strategic partnership program that delivers Entry-Level Driver Training directly at employer locations. Instead of sending recruits offsite, fleets can now host instructors, training materials, and compliance systems at their own facilities.

For carriers and private fleets, this approach reduces travel time for trainees while helping companies develop drivers within their own operations.

Training Where the Drivers Already Work

Tra Williams, president and CEO of FleetForce Truck Driver Training, says the idea came from the growing gap between drivers leaving the workforce and those entering it.

“Unfortunately, drivers are leaving the industry faster than we are replacing them,” Williams said during TCA Truckload 2026 in Orlando.

Industry data highlights the scale of the challenge. According to the American Trucking Associations, around 1,200 truck drivers retire each week, while more than 200,000 CDL positions remain open nationwide.

Instead of competing for experienced drivers already working for other fleets, Williams argues companies should focus on developing new drivers from within their existing workforce.

“When companies choose to cannibalize drivers by recruiting from their competitors, they are fishing in a pond that is drying up. This is what I like to call workforce hot potato, and there is a better way,” he said.

Turning Warehouse Workers into CDL Drivers

One strategy gaining attention is promoting employees from within. Workers already employed in warehouses, yards, or logistics operations can transition into driving roles with proper training.

Williams pointed to a partnership FleetForce began with Publix several years ago that focused on developing drivers internally. Over time, the retailer shifted to filling driver positions using employees already working within the company.

The approach can also lower hiring costs for fleets. According to Williams, replacing a warehouse associate or forklift operator is often far less expensive than recruiting a CDL driver with experience.

“There are some additional compounding advantages to this as well,” Williams said. “Internal promotion doesn’t just reduce driver recruiting pressure; it also increases retention and strengthens your culture.”

Training Entry-Level Drivers for the Industry

While internal promotion can help fill some positions, Williams says the industry still needs more people entering trucking for the first time.

He noted that many carriers are already hiring entry-level drivers due to the ongoing shortage.

“If we are serious about solving a 250,000 driver shortfall, while 171 drivers retire every single day, we must stop cannibalizing each other,” Williams said. “The only way we will ever solve this problem is by creating the next generation of drivers together.”

Carriers that recruit new drivers can also support their training through agreements that encourage drivers to remain with the company after earning their CDL.

Addressing Another Driver Concern: Truck Parking

Beyond training, Williams is also working on another issue frequently raised by truck drivers: parking availability.

His company, ParkPro, is partnering with the Amerant Bank Arena, home of the Florida Panthers NHL team, to provide space for up to 200 trucks this summer. The program connects fleets and drivers with underused parking areas at large venues.

The ParkPro platform already includes more than 1,100 partner locations, according to Williams. Drivers can suggest and vote on locations where parking is needed most, which helps determine future expansion.

“Many have onsite security, most have lighting and are surrounded by hotels and restaurants, and all ParkPro hosts sit near interstate access and have massive capacity,” he said.

For drivers and fleet operators alike, programs that expand training opportunities and improve parking access could help address two of the industry’s most pressing challenges.

Source: Commercial Carrier Journal

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Nationally, the Bureau of Labor Statistics reports a median annual wage of $57,440 for heavy and tractor-trailer truck drivers as of May 2024. The difference is how far that paycheck goes and how manageable the weekly routine feels in specific markets.

What retention usually comes down to

Across the industry, research on turnover emphasizes that retention improves when drivers can reduce unpaid time, avoid constant schedule churn, and maintain stable earnings. That is why conditions that support predictable freight, fewer deadhead miles, and consistent home time can translate into longer tenures.

The Southeast advantage drivers talk about

More freight within a shorter radius

Many Southeastern lanes allow drivers to stay moving without needing to run extreme lengths of haul. Dense population centers, distribution corridors, and port-connected freight can translate into more frequent reload opportunities, which support planning and reduce downtime.

State-level freight work in the region highlights how truck freight activity is organized around major corridors and hubs. For example, Georgia’s truck freight modal profile documents how goods movement by truck is structured across the state.

The cost of living is lower in several Southeastern states.

Lower prices do not make a hard job easy, but they do change retention math. Regional Price Parities from the Bureau of Economic Analysis show meaningful differences in price levels across states, with some of the lowest price levels in states like Mississippi. When housing, food, and services cost less, it is easier to build financial stability without chasing every mile.

Pay can be competitive relative to local costs.

Wages vary by state, but the more important question is what drivers keep after typical expenses.

In Tennessee, BLS-based wage data summarized through O NET reports an average wage of $55,610 for heavy and tractor-trailer truck drivers. In Alabama, statewide occupational wage reporting shows an annual mean of $55,926 for the same occupation group.

The point is not that every Southeastern state pays the most. The point is that in several Southeastern markets, earnings paired with lower regional price levels can support a more sustainable lifestyle, which shows up in retention.

Planning is easier when routes are repeatable.

A repeatable weekly pattern is one of the strongest retention drivers. It helps with sleep, meals, family time, and appointment scheduling. Where freight networks support consistent regional loops, drivers can often maintain routines that are harder to keep in long-haul patterns with irregular dwell and appointment times.

What carriers and stakeholders can measure to validate retention hotspots

If you are trying to identify which Southeastern states or metros are driving longer tenure, focus on measurable signals you can track quarterly.

Key metrics to monitor include:

• Average time between loads and percentage of weeks with forced downtime
• Percentage of loads that allow predictable home time windows
• Empty miles and deadhead hours by market
• Driver out of route events and reschedules tied to congestion and missed appointments
• Housing cost pressure in the main hiring metros using BEA price level data

This turns retention from a vague perception into something you can plan for and invest in.

How drivers can use this to make smarter job decisions

If you are comparing offers in Southeastern states, the goal is to evaluate schedule quality, not just cents per mile.

Before you commit, verify these items:

• What is the realistic home schedule, and how often does it slip?
• How frequently do drivers wait unpaid at docks in the lanes you will run?
• How often do dispatch plans change midweek?
• What is the typical reload pattern, including where the freight actually runs?
• How far does your paycheck go in that metro or region using state price level data?

Frequently Asked Questions

Do Southeastern states pay truck drivers more?

Not always. Nationally, the BLS median for heavy and tractor-trailer truck drivers was $57,440 in May 2024. Some Southeastern states may sit below that, but a lower cost of living can change what drivers keep after expenses.

Why would drivers stay longer in a lower-paying state?

Retention is often tied to predictable schedules, reliable miles, and financial stability. Research on turnover highlights how structural issues like unpaid time and instability drive churn. If a market supports steadier routines and lower living costs, drivers may stay longer even if gross pay is not the highest.

What is the most practical way to compare two states?

Compare net reality, not just the rate. Use pay data, cost of living indicators, and the schedule structure you are being offered. BEA Regional Price Parities are one way to compare state price levels.

Is this only true for regional jobs?

No. Any job with predictable freight and manageable home time can support retention. The difference is that certain Southeastern freight patterns often make predictability easier to achieve.

If you are weighing a move or trying a new lane, start by comparing openings by state and metro, then evaluate schedule reliability and cost of living alongside the advertised pay.

The post Why Truck Drivers Stay Longer in Certain Southeastern States appeared first on Truck Drivers USA.

The launch comes at a crucial moment as the trucking industry grapples with unprecedented challenges in maintaining a steady workforce while continuing to underpin the state and national economy. By spotlighting a diverse array of lucrative career paths, FTA aims to attract new talent and create clear entry points for aspiring professionals to join the industry.

“Every truck on Florida’s roadways represents a team of skilled professionals making it all possible,” said Alix Miller, President and CEO of the Florida Trucking Association. “The trucking industry offers exciting, high-earning careers, many of which we want to highlight. The campaign includes first-hand accounts from employees about the skills and paths they’ve developed. We want to showcase the dynamic opportunities for Floridians to discover how their talents fit in this essential industry where innovation meets opportunity.”

Career Opportunities Beyond the Driver’s Seat

The focal point of this initiative is an informative, user-friendly website at www.floridatrucking.org/jobs. The platform provides a comprehensive resource for job seekers, featuring career insights, training opportunities, job postings, and direct connections to employers statewide. It also highlights various roles within the industry that extend far beyond driving, such as:

• Diesel Technicians ensuring trucks and trailers operate smoothly

• Manufacturing Experts responsible for creating and repairing truck components

• Brokers and Customer Operations managing vital client relationships

• Dispatch and Load Tracking Specialists serving as lifelines for drivers on the road

• Transportation Attorneys providing expert legal support on safety and regulatory compliance

• HR, Accounting, and Recruitment Professionals keeping trucking companies fully staffed

• Safety Trainers and Experts committed to keeping the roads safe for everyone

• Public Relations and Digital Communications Specialists sharing the trucking industry’s narrative

Multifaceted Campaign Promotion

The “Jobs Beyond the Wheel” campaign leverages an extensive multichannel marketing strategy to amplify its reach and impact. Efforts include placements in career-focused publications, presentations at public events like the Truck Driving Championships, collaborations with workforce development organizations, and targeted outreach to schools to inspire the next generation of trucking professionals. A robust presence across social media platforms ensures the campaign reaches audiences at every corner of the digital landscape.

According to Elizabeth Emmanuel, Vice President of Public Affairs at FTA and creative lead for the project, the campaign is designed to resonate with job seekers across all life stages. “‘Jobs Beyond the Wheel’ showcases different roles and people driving the trucking industry—for those looking for a job today, to students looking at opportunities after graduation,” Emmanuel explained. “Whatever stage of life, or level of education, we want people to think of the transportation sector as a compelling career choice.”

Empowering the Next Generation of Industry Professionals

This forward-thinking initiative is partly funded by FloridaCommerce and reflects FTA’s commitment to fostering a thriving workforce. By bridging the gap between skilled professionals and the trucking industry, the “Jobs Beyond the Wheel” campaign plays a vital role in ensuring the continued success of this essential sector.

To learn more about career opportunities or get started on your professional trucking path, visit www.floridatrucking.org/jobs.

Source: AJOT

The post Florida Trucking Association Unveils “Jobs Beyond the Wheel” Workforce Initiative appeared first on Truck Drivers USA.

Shockingly, only 4% of all diesel technician roles are occupied by women, based on the latest findings. This figure is particularly notable since tracking female representation in these positions only began in 2022.

Why Diesel Technicians Matter to the Industry

Diesel technicians and mechanics play an integral role in ensuring the seamless operation of the trucking industry. Without them, professional drivers would struggle to deliver goods when trucks are sidelined due to mechanical failures, from engine aftertreatment issues to faulty brakes.

The U.S. Bureau of Labor Statistics reports there are approximately 242,200 diesel technicians employed nationwide. However, the demand for these professionals far exceeds the current supply. The American Trucking Associations (ATA) estimates that an additional 200,000 technicians will be required over the next decade to meet burgeoning maintenance demands. Compounding this issue is the fact that U.S. technical schools are currently training only about 3,500 new diesel technicians annually.

“There’s a severe shortage of diesel technicians in the trucking industry, and women can play a key role in addressing this gap,” says Jennifer Hedrick, WIT President and CEO. “The WIT Foundation provides scholarships to women seeking training in this area as well, and we place significant efforts into promoting this potential career option to women.”

Women Thriving as Diesel Technicians

For women, breaking into the traditionally male-dominated field of diesel mechanics can seem intimidating. Yet many who enter the profession thrive, displaying technical skills, determination, and a passion for their work.

Take Alyssa Briggs, for example.

Alyssa, in her mid-20s, is excelling in her role as a trailer mechanic at XPO, a career she embarked on four years ago. Her introduction to the field was anything but conventional. Initially unsure about her career path, she enrolled in a diesel mechanic course despite having no prior mechanical experience—her closest exposure to the field had been watching her stepfather change a car’s oil.

On her first day of school, she quickly realized she was the only woman in the class, which made her even more nervous. But to her surprise, the men were quick to help with her questions and shared a wealth of useful knowledge. As time passed, her love for mechanics grew, and the more she learned, the more fascinated she became.

Her growing interest in mechanics led her to secure a position at XPO after graduation. “I remember asking the interviewer if the company had ever employed a woman mechanic and to my surprise, he responded with, ‘we actually have two other great women mechanics here.’ I couldn’t believe it and hearing that helped ease my nerves going into this field – I wasn’t alone!” Briggs accepted a job offer, and four years later, she’s thriving in her career.

Keelie Boyer, at just 20 years old, is another inspiring example of a young woman making her mark in the field.

Working as a truck maintenance and prep technician for Wilson Logistics, Keelie’s career began with a childhood fascination for mechanical work she picked up while helping her dad fix cars and her grandpa work on tractors.

“Wilson Logistics has trained me on a lot of things I never knew about trucking and, in this career you are never done learning,” she continues. “You never know everything you’re going to learn – especially when it comes to changes in electronics in trucks. It’s fun because you’re learning all the time.”

Her responsibilities at Wilson Logistics range from prepping trucks for drivers to completing Department of Transportation-compliant inspections.  “We help to keep our drivers excited about their jobs from the time they open the door and see that everything is clean, shiny and working perfectly.”

Keelie’s advice for women exploring this career path? “If you are younger and you think this is something you may want to do, take an automotive class in school,” she advises. “Gain basic knowledge of vehicles, but realize you don’t need to understand cars and trucks when you first start out because your shop is going to train you,” she says. “Also be ready to stand up for yourself, be willing to listen and learn, be open to take advice from other guys in the shop, be ready to lift heavy things and work safely.”

Encouraging Women to Close the Gap

With diesel mechanics in high demand, leveraging untapped talent pools, such as women, is essential for the future of the trucking industry. Women not only bring technical competence to the table, but they also offer fresh perspectives and renewed enthusiasm to an industry facing workforce shortages.

Efforts like the WIT Foundation’s scholarship program play a pivotal role in encouraging more women to enter the field. Promoting these career paths and creating a supportive work environment can pave the way for greater gender diversity and help close the technician gap.

Women like Alyssa Briggs and Keelie Boyer demonstrate that not only is there room for women in the field of diesel mechanics, but they can also excel and find fulfillment in these roles. Organizations should continue to invest in initiatives aimed at diversifying their workforce by creating opportunities and empowering women to explore nontraditional career options.

The Time for Change is Now

For women considering this career path, know that success doesn’t require prior experience with cars or trucks. What you need is the willingness to learn, the determination to thrive, and the courage to step into a role where you can make a real impact.

Will you be the next trailblazer shaping the future of diesel technology?

Source: Women In Trucking

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