It’s been long talked about that there is a shortage of drivers in the economy – and with online shopping growing in popularity, it is really no shock that by 2020 there will be a national demand for 150,000 drivers. So, what are logistics companies to do?
We’ve assessed the top few reasons as to why you might be finding it difficult to recruit drivers – but, we’ve also tried to come up with some useful tips to help you make the most of the resource you have and to retain these in-demand drivers.
- Address the cost but provide something of better value
Training to become an LGV driver comes with a price tag – £3,000 on average. However, in a survey we recently conducted for Tarmac, it was highlighted the reason as to why candidates applied for the Drivers academy was due to the additional support and training they would receive as opposed to obtaining the qualification alone.
By creating a development programme which entices individuals to train with your organisation but also provides the encouragement they need to stay on to complete their qualification, you are more likely to recruit long-term drivers and build employee loyalty.
- It’s all about attraction
Now that you have created a fantastic opportunity, it’s time to reach out to potential applicants and make your organisation stand out in comparison to the competition.
With 9 vacancies available for a single qualified driver, it is imperative that benefits are considered as a viable way to interest applicants. By assessing what competitors are offering whilst identifying the advantages and perks of joining your organisation, you should be able to create an attractive scheme which will gives your business the upper hand.
- Invest, invest, invest
So you’ve hired your drivers – what next? With competition on the incline for qualified drivers, it could become increasingly difficult to retain staff following completion of the programme. What is important now is to ensure that your employees understand that there are even more opportunities available for them to develop even further within your organisation.
Kuehne + Nagel, a global logistics company, have addressed the national driver shortage by investing heavily into their workforce with almost 95% of managers having been recruited internally. As with any role, the scope of career progression is fundamental to a candidate deciding whether to stay with your company or to move on to opportunities which allow further development.
Those are our top three tips for dealing with the national shortage of qualified drivers – and with the average age of a driver standing at 53 years old, it may be worth considering an apprenticeship programme to recruit future talent to create a sustainable talent pipeline.