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An article from


DRIVER SHORTAGE PUSHES FLEETS TO RECRUIT OUTSIDE THE LICENSED TALENT POOL

Trucking firms are finding creative ways to reach potential drivers — even if
they don't have CDLs.

Published Feb. 22, 2022
By
Katie Pyzyk Contributor
 * 
 * 
 * 
 * 
 * 

Urupong via Getty Images

The challenging labor environment is pushing trucking firms to get more creative
in recruiting. Some are even trying to attract new drivers from non-CDL talent
pools.

Schneider, for example, wants to focus on driver capacity, "which is part of the
reason to broaden our reach into the non-CDL driver pool," CEO Mark Rourke said
during an earnings call last year.

Experts say recruiting this way isn't always easy, but it leverages
opportunities to reach prospective employees who might not have otherwise
considered trucking.





FINDING CDL POTENTIAL

Commercial drivers who don't have a CDL have become the low-hanging fruit.

"Everybody's struggling and just going after any type of driver, and training
them and getting them up to speed if they can," said Wendy Bartz, director of
sales and services at recruiting and retention software firm DriverReach.

Pulling warehouse or dock workers into driving is not unusual for LTL companies,
said Steve Sichterman, vice president of transportation-focused ConversionU at
Conversion Interactive Agency.

"Traditionally that's how they got their drivers: You started as a loader or
unloader, and then you moved up," he said.

But he considers it "next to impossible to recruit that way" for long-haul
trucking, because so few carriers have warehouse and dock workers they can move
into driving positions.

Targeting workers who just finished active-duty military service is one of the
most successful strategies for recruiting non-CDL talent, Sichterman said.
Trucking is "one of the few occupations that makes an effort to translate
veterans' military background directly into credentials" that result in a steady
civilian job, according to Veterans in Trucking.

"The schools are getting more aggressive as well about going after folks that
are transitioning out of the military. I think that's probably our biggest
opportunity right now," Sichterman said.

In addition to participating in military hiring events, New York-based Leonard's
Express has had success recruiting students during events at high schools that
are affiliated with the Boards of Cooperative Educational Services, or BOCES, a
program that offers specialized vocational learning in most school districts in
the state.

--------------------------------------------------------------------------------

"Everybody's struggling and just going after any type of driver, and training
them and getting them up to speed if they can."



Wendy Bartz

Director of Sales and Services at DriverReach

--------------------------------------------------------------------------------

"We plant the seed to everyone there, because obviously there's people in BOCES
that are in all different trades," said Ed Fosdick, director of recruiting at
Leonard's Express. "You've got to go outside of the box with things, like …
going to these schools or calling for the military. You just have to be
creative."

One challenge to recruiting younger drivers is that CDL holders must be 21 years
old to haul loads across state lines. But getting younger talent interested in
trucking, commercially licensed and driving locally is growing in popularity.
This month, New York began allowing people ages 18-20 to apply for a CDL.



In California, a school recently became one of the only non-vocational high
schools in the country to offer an elective truck driving course that helps
students gain knowledge of the industry and skills through hands-on training.
School districts in Wisconsin and elsewhere across the country also are
considering adding CDL classes at the high school level.

The FMCSA also launched a three-year pilot program to examine the feasibility
and safety of allowing people ages 18-20 who operated military vehicles to
operate commercial vehicles on interstates instead of waiting until they're 21.
In addition to helping young military members secure civilian careers, FMCSA
suggests the move "may help increase the pool of skilled, responsible commercial
interstate drivers."

A pilot program for younger drivers, not related to the military, was signed
into law as part of the Infrastructure Investment and Jobs Act.

Fosdick also cited success with reaching out to people who do seasonal work,
such as construction, to see if they'd like to drive at least in the off season,
if not year-round.


BUILDING SKILLS

Training requirements for non-CDL recruits varies depending on the hiring
company and the recruit's previous experience. Typically, potential drivers
still have to go through standard CDL schooling. However, certain experience –
specifically in the military — helps fast-track the training.

FMCSA's Military Skills Test Waiver Program allows those who were in the
military within the previous 12 months and have at least two years' experience
safely operating heavy military vehicles to earn a CDL without taking the
driving skills test. FMCSA's Even Exchange Program (Knowledge Test Waiver) lets
qualified military drivers in more than a dozen states exchange a military
license for a CDL.

Driver demand is so high right now that trucking companies often will pay for a
new recruit's CDL schooling, Bartz said, instead of the traditional model of
just paying for carrier-specific training.

"If it takes four weeks to get your CDL at a traditional driving school, the
driver that's going through that is not paying anything to go to school — and
they're also getting paid as employees," she said.

--------------------------------------------------------------------------------

"You've got to go outside of the box with things."



Ed Fosdick

Director of Recruiting at Leonard's Express

--------------------------------------------------------------------------------

Leonard's Express offers tuition reimbursement for students who go through the
160-hour CDL course. There is a driving school, Canandaigua Driving School,
adjacent to their property, which is "a great place for us to meet new folks
coming in and build relationships," Fosdick said.

Historically, trainees fresh out of CDL school tended to turn over more than
experienced drivers, but now the rate is almost identical, he said.

"We've gotten better at looking for candidates, prepping our candidates and
getting a process together to make sure that they're successful when they get
here," said Fosdick.



Increasing exposure across a variety of advertising modes is key to marketing to
potential employees in different fields, he said. Social media is crucial, but
Leonard's Express also has used unique tactics like sponsoring a drag racing car
and making their own music video.

"I think we've done a great job of understanding the new workforce, whether we
talk about millennials or people getting in this industry from other
industries," Fosdick said.


RECOMMENDED READING

 * Fleets refresh tactics to recruit young talent and battle the driver shortage
   By Heather Larson • April 16, 2021
 * Enticing truck drivers with cabs built for comfort By Amanda Loudin • March
   10, 2021

Follow Katie Pyzyk on Twitter

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