The Driver Shortage

Through education and mentor-ship, seasoned drivers can lead the next generation in building good reputations for our industry.

According to the American Trucker’s Association, the number one issue facing the industry for the past two years is the ongoing driver shortage. This shortage has ranked in the top three issues found in the yearly ARTI survey for the past 13 years.  And while these surveys cover the entire trucking industry at large the results are even more applicable in the specialized moving industry. With the busy summer season looming, it’s a given that this shortage will even further negatively impact relocations in 2019 unless we find a way to solve it.  

We thought the driver shortage was bad this past summer but it’s a sure thing that upcoming summer will be even worse as half of the workforce is set to retire in the next few years. Companies such as Walmart and Mayflower anticipate that 40- 50% of their current drivers will be retiring over the next five years.

The driver shortage has worsened exponentially over the past year as freight volumes hit an all-time high due to a strong economy and some of the best holiday seasons we’ve seen in years. This, combined with new federal regulations regarding logged hours on the road, has put the relocation industry in a perfect storm of ever-worsening shortages.

As freight companies look to sweeten the pot for the most experienced drivers through sign on bonus packages as high as 10,000, and pay increases, we think it’s safe to say that many relocation drivers are considering jumping ship which will create more service breakdowns along the way. We want to rectify this situation immediately so we can continue to provide efficient and safe moves for the consumer. With many drivers set to retire and the lack of new drivers entering the workforce the state of the driver labor pool has reached emergency status.

Over the past few years, there have been a variety of attempts to rectify the driver shortage by van lines, most of which have merely been band-aid solutions that have failed to solve the problem. Some leaders feel dedicated fleets combined with seasonal drivers may be the answer. Others feel intermodal or containerized moves are the answer. And while these ideas may somewhat ease the load for a shrinking workforce they do not address the real issues facing drivers today.

Industry leaders must acknowledge the fact that moving households will continue to require the service of professional drivers. Drivers provide the necessary expertise and human touch to the moving process. They are the ones packing, loading and delivering households from one location to another. Their very presence can lend assurance and relieve the stress for families during the relocation process.

While we understand that the industry will constantly be in a state of change regarding technology and other modes of relocation, we know that there will always be a need for honest, experienced drivers. It’s time to attack this problem now before it further affects the consumer moving experience.  The relocation industry needs new drivers and a solid plan for driver retention so we can fulfill consumer relocation needs.

So how do we recruit more drivers and stem the flow of those who are leaving for other industries? Clearly, we need to make driving an attractive career option for young people entering the workforce. As millennials look to support their families we can make driving attractive by ensuring flexibility, sustainability and financial security for all drivers. 

These are certainly issues we must address industry-wide to make driving a great career option of choice.

We’ll discuss these issues and more in our next blog.