Fleet managers rank the following as the top five reasons drivers quit their jobs:
1) Seeking better pay
2) Didn’t want to drive anymore
3) Wanted shorter hours
4) Job didn’t meet their expectations
5) Wanted better benefits
Source: Goss Gilroy Inc. Management Consultants
Profile of Driver Shortage, Driver Turnover and Future Demand Estimates

Why drivers are terminated or laid off

Fleet representatives rank the following as the most common reasons for lay-offs or terminations:
1) Poorly qualified drivers
2) Seasonal demand
3) Poor driving records
4) Decrease in overall business
5) Not willing to drive long-haul routes
For-hire companies are more likely to cite a lack of qualifications, poor driving records or willingness to drive long-haul routes. Private fleets are more likely to cite seasonal demands.

A benefit of benefits

Fleets with high turnover rates are less likely to offer benefits such as life/accident insurance, medical/dental benefits, or pension plans. For example, about 64% of fleets with turnover rates of 10% to 49% offer medical/dental benefits, compared to the 35% of fleets with turnover rates of 50% or more.

The screening process

The vast majority of trucking fleets report that they screen job candidates. The most frequently cited approaches involve checking references (84%), reviewing applications and/or résumés (83%), conducting interviews (74%), and road tests (63%). Other approaches included criminal record checks (40%), drug tests (34%), attitude tests (27%) and aptitude tests (17%).
* multiple responses possible

The question of quality

When referring to the driver shortage, fleet managers tend to cite a need for qualified drivers. When asked how they determine qualifications in job candidates, they cited driving experience (92%), driving records (91%), attitude (82%), and references or referrals (69%). Other factors included road test results (55%), drug and alcohol test results (31%), admissibility to drive to the U.S. (27%) and the training school attended (14%).
* multiple responses possible

The human resource

The size of a truck fleet tends to dictate whether or not it will have access to professional human resources services. Only 22% of small fleets have access to such help, compared to 78% of large fleets. But there’s a cost associated with the lack of help. Fleets with higher turnover rates are less likely to have access to professional HR services.

The Canadian Trucking Human Resources Council (CTHRC) is an incorporated non-profit organization with a volunteer Board of Directors that is representative of stakeholders from the Canadian trucking industry. With the conviction that the best human resources skills and practices are essential to the attainment of excellence by the Canadian trucking industry, the mission of the Council is “to assist the Canadian trucking industry to recruit, train and retain the human resources needed to meet current and long-term requirements”. For more information, go to www.cthrc.com.