Staying staffed by growing talent from within

It can be a struggle to hire enough of the right people for your fleet. The trucking industry has talked about the driver shortage for what seems like forever, and the technician shortage seems equally as bad. However, it is not just challenging to find drivers and technicians. The trucking industry, in general, has difficulty attracting talent, even though it plays a vital role in the nation’s economy.

I think part of the problem is that the general public may not fully understand the opportunities available in the trucking industry or that it offers a variety of career options for people at all levels.

One of the educational sessions at last year’s National Private Truck Council annual meeting focused on recruiting talent to the trucking industry. Although much of the session focused on finding drivers, I think a lot of what was discussed could apply to other positions within the fleet.

While the session was packed with valuable tips, one idea that resonated with me was growing your own drivers, technicians, and managers. Undoubtedly, there are people currently on your payroll who, with the proper training, education, and encouragement, could be moved into other positions within your organization. Don’t overlook the potential of existing employees, and don’t pigeonhole them. Just because someone started as a driver does not mean they have to remain a driver the entire time they work for you.

Take time to talk to your employees about their career aspirations. While some people may be content to stay in the job they currently have, there are also a number of people who are looking to grow beyond their current position. Develop career plans for employees who express a desire to grow with the company or for employees you have identified as having high potential. These career maps must include information about the training and assistance you are willing to provide to the employee, as well as the steps they are expected to take to advance their career.

One advantage of focusing on existing employees for advancement is that they are already familiar with your corporate culture and have demonstrated a commitment to your organization's vision and values.

Of course, you will also need to look outside your organization for new talent. Involvement in the communities your fleet serves is a good way to introduce your fleet to potential future employees as well as community leaders.

As we start a new year, take time to review not only your hiring process but also your process for promoting people within your organization. Adjust hiring and promotion practices so that you keep the employee pipeline full and have clear career paths for those employees who want to grow with you.