Attracting The Best Driving Talent In Tough Times

The current skills shortage facing the transport industry isn't a new problem for fleet managers. For years various people have voiced their concern about how it may affect not only the industry, but the economy and the country in the future.

The FTA is no different, they believe that the driver shortage problem is a long-term issue and that fleet managers will have to face the potential lack of drivers in the coming years.

In a recent survey conducted by the FTA, those within the transport industry were asked: "On a scale of 1-5 how bad was the driver shortage problem". ??67% of respondents reported driver shortage to be 'very bad and seen as a major issue'.

With the average age of an LGV driver currently at 53 and with companies struggling to attract new staff, there's a fundamental challenge facing the industry.

But there are still drivers out there, so what can your company do to ensure it attracts the best talent?

The challenge is both to attract applicants who might not otherwise have become truck drivers, and to also compete with other companies for those who are still in the industry.

Development of a strong recruiting policy and channelling resource into this area may sound obvious, but this is often an area that the industry falls short.

Recruiting cannot be seen as an afterthought. If your company is failing to recruit new drivers, as most are, then that person who is responsible for this area will need the right support.

If adequate resource isn't being given to a recruitment department, person or process then??the speed of the hiring cycle is predominately slower and the risk of losing qualified drivers can be greater.

We've already highlighted that drivers are hard to come by at present, therefore it's important that a company is doing everything it possibly can to ensure that it's giving itself the best possible chance of identifying and employing those who are available.

With technology at the forefront of most processes, if used properly, Internet recruiting is becoming a good way to find qualified drivers. If your company has an application form on its website, ensure that the form is kept simple.

If you don't currently have this option on your website, it may be time to consider including an electronic authorisation field that will allow the recruiter to begin processing the application and doing a background check online.

For those who do apply, ensure that a personal e-mail is sent to them that includes company information and details of the process because applicants can then know that somebody has seen their submission.

Moving away from the recruitment process, license acquisition is currently expensive, and given the importance of the industry to the UK economy, collective work needs to be done with the government in order to find ways to offer financial support within this area.

Higher pay could be another answer. According to data provided online, the annual average pay for truck drivers is around ??24,000, and that doesn't particularly change for Drivers who acquire more experience.

You now have to be more skilled to be a driver than before and it may be high-tide that Drivers are rewarded more financially. Could this be the answer to lagging numbers of those seeking a career behind the wheel?

Ultimately, smart employers will need to make sure they are the ones offering the best salary and benefits package to recruit new personnel. We shouldn't rule out the role technology can play either. Generation Y and Z are technology natives. They'll have no problem getting to grips with two-way messaging, smart in-vehicle displays, communicating in real time and having a constant connection with the office.

To find out more on how you can attract new talent read our infographic by clicking??here.