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Hiring and Keeping Good Drivers

Driver turnover kills small fleets. Hire right and keep the good ones.

Mike Henderson

Scaling Your Trucking Business

Driver turnover in trucking exceeds 90% annually at large carriers. Small fleets can do better — but only with intentional hiring and retention.

Why Drivers Leave

Before you hire, understand why drivers quit:

  1. Pay (not always #1, but always top 3)
  2. Home time
  3. Respect and communication
  4. Equipment quality
  5. Dispatcher relationships

You can compete on most of these. Pay is just one factor.

Where to Find Drivers

Referrals: Your best source. Good drivers know other good drivers. Pay referral bonuses.

Industry job boards: Indeed, CDLjobs, TruckingTruth

Social media: Facebook trucking groups, targeted ads

Driving schools: New CDL holders are eager but need training

Competitors' unhappy drivers: Attend truck stops, listen to complaints

The Hiring Process

1. Pre-Screen

  • Clean MVR (Motor Vehicle Record)
  • No DUIs or major violations
  • Verify CDL and medical card
  • Check employment gaps

2. Interview

  • Ask about their goals (home time, routes, long-term)
  • Discuss your operation honestly (don't oversell)
  • Assess personality fit
  • Trust your gut on red flags

3. Background Check

  • Criminal background
  • Drug screening
  • Reference calls (ask specific questions)
  • DAC report if applicable

4. Road Test

  • Observe their driving
  • See how they treat equipment
  • Test their problem-solving

Compensation That Retains

Base Pay Options

  • Per mile: Drivers understand it, but penalizes them for delays
  • Percentage: Aligns incentives, but complex to calculate
  • Hourly + bonuses: Best for regional/short-haul

Extras That Matter

  • Fuel bonus (incentivize efficiency)
  • Safety bonus (reward clean records)
  • Referral bonus (for bringing good drivers)
  • Detention pay (compensate for shipper delays)
  • Consistent home time (often matters more than money)

Managing Driver Relationships

Communication

  • Check in regularly (not just when there's a problem)
  • Be honest about challenges
  • Respond to concerns quickly
  • Thank them for good work

Equipment

  • Keep trucks maintained
  • Fix things that are reported
  • Provide reasonable cab amenities
  • Show you value their workspace

Respect

  • Don't micromanage via ELD
  • Trust them to make on-road decisions
  • Treat them as partners, not employees
  • Remember their birthdays and milestones

Red Flags to Watch

In current drivers:

  • Frequent late deliveries
  • Excessive idle time or fuel waste
  • Customer complaints
  • Maintenance neglect
  • Attitude changes

Address issues early and directly. Small problems become big problems.

The Bottom Line

Good drivers are your competitive advantage. Treat them well and they'll:

  • Stay longer (reducing hiring costs)
  • Take care of equipment (reducing maintenance)
  • Build customer relationships (improving service)
  • Recommend you to other good drivers

The investment in retention pays back many times over.