Driver recruitment and training for fleet success

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Driver recruitment and training are pivotal to your fleet’s success. Hiring the right drivers— and providing them with ongoing training—is key to fleet safety and efficiency. Recruitment and training also play a role in driver retention. Looking for ways to improve your hiring and training processes? This guide highlights the strategies and methods that can boost your fleet’s success.

Defining your ideal driver

When hiring back-office staff, you likely have a strong sense of the ideal candidate’s experiences and qualifications. Approach your search for drivers in a similar way—get a clear picture of who you’d like to hire for your on-road team.

Make a list of the skills, experiences and personality traits that would be a great fit for your business. Here are a few things to consider:

Number of years spent driving for a fleet like yours
Professional driving certifications, training courses and valid licenses
Driving record (you wouldn’t want to hire someone with multiple speeding violations or a long list of road incidents)
Non-driving experiences that could be a plus for your business, such as managing admin tasks or using digital tools like fleet management systems or apps
Interpersonal and communication skills
Enthusiasm towards feedback and professional development

HGV drivers: Recruitment strategies

According to the latest data on HGV driver vacancies from the Department for Transport, the number of unfilled driving positions in the UK fell from 43% in 2021 to just 20% in 2022. The same data shows that most drivers leave a company to retire. The average age of an HGV driver is 51, so driver recruitment will remain a big priority for fleet managers over the coming decade.

Perhaps the most effective starting point, then, is to consider how to appeal to younger job seekers. Many younger people perceive driving as a job that offers low pay and few career advancement possibilities. You can help change that perception by highlighting whatever benefits your company offers, whether it’s good starting pay, flexible schedules or skills development programs.

To attract a diverse pool of qualified candidates, spread your message as far and wide as possible:

Reach out to female job seekers—and through your recruitment materials, demonstrate a commitment to diversity (the vast majority of truck drivers are male)
Leverage your online channels by posting job openings on your website and social media
Create a referral program to incentivise existing drivers to help you find new team members
Place notices with online and offline job boards
Promote your company as an attractive employer at events like job fairs

The hiring process

Maintaining a consistent hiring process that reflects your company values and fleet goals can help draw in the best candidates. When potential recruits get a solid feel for your company culture, they may be more likely to see how they fit into it. A well-organised hiring process should therefore be a crucial part of your overall driver recruitment strategy.

There’s another reason to streamline your hiring process: to protect your business from unnecessary risk. You’ll want to move forward only with candidates who are fully qualified and pre-screened. Carry out thorough background checks and driving tests.

Comprehensive training programs for fleet drivers

Once you’ve hired the most qualified candidates, you’ll want to make sure they stick to your high standards of safety while complying with regulations. Ongoing driver training is key. Comprehensive programs should cover essential topics like:

Defensive driving for road safety
Techniques that save fuel and reduce emissions
Staying on top of industry regulations

Regular training updates ensure drivers know about the latest best practices and technological advancements, ultimately contributing to safer and more efficient fleet operations. That’s why we recommend incorporating telematics and other fleet management technologies into your driver training programs.

Retention through driver engagement and career development

Competitive compensation packages contribute to long-term retention. But driver satisfaction involves more than a good pay and benefits package. Drivers who feel valued are far more likely to be loyal employees than those who don’t. Here are a few ways to actively value drivers:

Regularly provide constructive feedback and advice
Create a mentorship program that pairs new drivers with more experienced ones
Invite driver feedback on company initiatives and decisions
Offer systematic driver training programs and performance reviews
Consider helping drivers develop new skillsets that can improve their long-term employment, such as in sales or warehouse management
Encourage and support driver health and well-being