5 tips to help you benefit from student workers

5 tips to help you benefit from hiring student workers

By Vincent Custode

While the driver shortage is certainly causing headaches for employers, a growing concern is the challenge trucking and logistics employers across the country are experiencing in finding workers to help with all aspects of business operations.

Our most recent labour market information shows that almost 40% of employers anticipate recruitment will be extremely or considerably challenging for non-driving occupations, and 32% believe retaining non-driving employees will be considerably or extremely challenging.

As a new partner in the Government of Canada’s student work placement program – our industry has an incredible opportunity to reach students to fill a variety of non-driving roles.

It is one of the most practical means yet that we have to engage and expose a new generation of workers to the vast job possibilities our industry offers.

Let’s take a look at how hiring a student through Trucking HR Canada’s Career ExpressWay program can benefit your bottom line, along with some tips for success.

Build your brand

Connecting directly with post secondary institutions and building your reputation as a great place to work can positively build your brand.  You are reaching a new group of workers, and ensuring they have a pleasant experience can help you build a new pipeline of talent.

Our industry is vast and diverse.  Colleges and universities see the opportunity for meaningful, and relevant placement opportunities for their students.  This program not only offers the industry a great opportunity to showcase the large range of jobs available and exposes more students to our sector – the program offers employers a unique opportunity to showcase their organization, and their brand with a whole new generation of workers.

The sooner you start, the sooner you benefit

Students are currently looking for winter placements starting in January.  By getting into the program now, we can work to support you in the jobs you want to post, giving you good leeway time in identifying a student that will be a good fit.

Additionally – many employers who bring students for one term, look to have them on in the next.  Getting in now can mean you also get a pipeline of students for summer placements.

Employers have a range of programs to draw from

Our webinar last week had us hear from both George Brown College and the University of Waterloo – and the range of programs that employers can hire from is extensive.  From HR , accounting, supply chain management, sales, brokerage, IT, communications, business analytics and more.  And these are just two institutions that have provided examples.

The opportunities are there to bring on a student for a role that may not require a full-time job – but can help you in running your business. This can include special projects, or seasonal job needs.

Start by building a strong partnership with one educational institution

Here – we have seen employers benefit from focusing on one institution, and building a strong partnership.  Once an institution is comfortable with you, and you are happy with the students that partnership can grow into more opportunities.

Financial incentives

Participating in Trucking HR Canada’s program will enable you to access up to 75% of the students wage, up to a maximum of $7,500.

Connecting students to jobs in our industry is essential – and this program offers one of the practical means yet to help us in doing that.

Reach out to [email protected] today to learn more.

 

Investing in Youth: How Career ExpressWay can help you pay for young talent

Investing in Youth: How Career ExpressWay can help you pay for young talent

By Angela Splinter

With supply chains under so much duress, the need for workers in trucking and logistics has never been more urgent. Our industry is essential to Canada’s economic recovery, and there’s no doubt that we need to attract younger workers to help us keep up.

Trucking HR Canada’s Career ExpressWay program connects students and other young career-seekers with employers that can offer both professional work experience and a meaningful wage. We’ve introduced three new wage and training subsidy programs for 2021-22 that can help you do just that.

Let’s take a closer look:

  • $7,500 for student work placement

Our Student Work Placement Subsidy lets you access funds to recruit and hire students who are eager to develop their skills in a real-world work environment. The program pays up to 75% of the student’s wage up to $7,500.

Any full-time or part-time job that supports truck transportation is eligible, including special projects, co-ops, and internships. You may even be interested in hiring recent graduates to gauge their fit with your company—these jobs qualify, too. And while trucking and logistics companies are obvious candidates for our Student Work Placement stream, so too are industry suppliers.

Every post-secondary institution in the country is looking to give its students access to paid on-the-job experiences in all areas of academic study. This is a great opportunity to showcase the many non-driving careers in our industry—and to make these jobs more attractive through competitive compensation.

  • $10,000 wage support for youth

Looking to recruit young talent to your business? Our Employer Wage Support for Youth Program pays up to $10,000 in a wage subsidy for young people working in driving and non-driving positions.

This is different from the student work-placement stream in that the subsidy is geared toward workers aged 30 or younger, including those who face employment barriers due to lack of training, education, or other factors. It can be used for virtually any occupation in the trucking and logistics.

  • $10,000 youth driver training subsidy

While the industry’s need for truck drivers is obvious, the cost of driver training can be a barrier for young people who want to enter the industry.

Our Career ExpressWay program has a new injection of funding that can provide employers with up to $10,000 tuition for entry-level driver training for workers aged 30 or younger.

If ever there has been an opportunity for us to better connect youth with driving occupations, this is it.

Whats the catch?

Well, I would like to think there isn’t one.

Having said that, managing government funds means there is a bit of paperwork involved. All programs require a small investment of time in order to get approved and set up in the various program streams.

Our team is continually improving the administrative process and they are available to support you and answer any questions you may have.

The list of employers using our Career ExpressWay program is growing every day. If recruiting young talent is a priority for your business, and you’re interested in a way to help pay for it, reach out to us today to learn more.

The competition for new workers is only getting more intense. Career ExpressWay—and the funding it provides—may be the game-changer you need.

Get Ready for a Rebound from COVID-19

Get Ready for a Rebound from COVID-19

May 4, 2020 by Angela Splinter

Covid-19 has affected our industry and workforce in unprecedented ways.

Seemingly overnight, trucking and logistics firms transitioned from busy offices and terminals to remote work and virtual meetings. We shifted from acute labour shortages and packed trailers to layoffs and uncertain times for businesses and workers, all the while, this industry has kept essential goods moving.

Canada’s truck drivers have become national heroes. Warehouse workers, dispatchers, safety personnel, accountants, IT staff, and business leaders have also been catapulted to levels of public appreciation that none of us has ever experienced.

HR steps up to the plate

And another group has had to adapt suddenly and significantly too – our HR colleagues.

HR professionals have had to manage staffing changes, develop new working arrangements, ensure physical-distancing measures, check-in on the physical and mental well-being of employees, and navigate massive business relief programs sometimes all in the same day.

Their role has been and will continue to be essential to staff morale and business continuity.

As May flowers begin to open, it looks like our economy will, too (albeit slowly). Here are some ways that HR managers and their organizations can be prepared.

Remote working

Remote working is a new and perhaps enduring reality for many of us. For businesses, the current situation has shown that it’s possible for employees to be productive without coming into an office. HR folks are busy figuring out how and when to bring people back safely—if at all.

Now is the time to review your HR practices and policies and be ready for requests from employees who want to continue to have a flexible work arrangement.

This includes identifying which jobs and roles are best suited to remote working, and how to manage scheduling, reporting, technology, and issues like the security and confidentiality of information given the blurry lines between work and private life.

New workplace policies

There are legal ramifications to consider when it comes to overtime, leave, workplace safety, and financial arrangements between employers and employees who work remotely.

Self-isolation and quarantines will require new policies for reporting illnesses and returning to work. What are your protocols if an employee tests positive for Covid-19? What are the next steps to ensure the health of the individual and others that he or she may have come into contact with?

And procedures regarding layoffs, furloughs, and pay adjustments should be immediately reviewed in light of the circumstances.

Focus on technology

While employees will demand safe work environments that minimize human contact, so will health authorities. From health-assessment apps to digital documents and no-touch business processes, technology can help businesses be prepared for the predicted second wave and changes to the way we work in the future.

Having technology in place is just one piece of the puzzle.

HR people will need to ensure that the company has skilled staff to assess, manage, and analyze IT systems and processes. All kinds of businesses are scrambling now to hire IT people to support this shift, so be ready to commit the time and resources necessary for your HR team to compete and tackle the problem sooner rather than later.

It’s hard to know when the economy will rebound and more freight start to flow through supply chains again. But trucking and logistics companies that have their HR teams preparing for those days now will be best positioned to respond and profit when it does.

Until then, stay healthy and stay (virtually) in touch.

Communique RH Camionnage Canada IMT

COMMUNIQUÉ DE PRESSE DE RH CAMIONNAGE CANADA       

RAPPORT NATIONAL D’INFORMATION SUR LE MARCHÉ DU TRAVAIL (IMT)

Un manque criant de 20 500 chauffeurs; des mesures immédiates s’imposent pour remédier aux impacts négatifs sur l’économie du Canada.

TORONTO (11 mars 2020) RH Camionnage Canada a publié aujourd’hui son plus récent rapport d’information sur le marché du travail (IMT), intitulé La voie de l’avenir : Résoudre la pénurie de main-d’œuvre dans l’industrie du camionnage et de la logistique au Canada lors d’un lancement national auquel ont participé des dirigeants de l’industrie ainsi que plusieurs intervenants du secteur. Élaborée en partenariat avec le Conference Board du Canada et en collaboration avec plusieurs firmes de recherche renommées, des intervenants de l’industrie et d’autres spécialistes du domaine, cette étude approfondie mesure et sonde l’ensemble de l’industrie du camionnage et de la logistique pour fournir les analyses les plus éclairées à ce jour portant sur les importantes pénuries de main-d’œuvre et leurs conséquences négatives sur l’économie canadienne.

Parmi les thèmes principaux qui en ressortent, on retrouve la nécessité d’accroître le nombre de chauffeurs longue distance ainsi que le besoin d’augmenter la participation des femmes à l’industrie, d’élaborer des stratégies pour attirer les milléniaux de façon efficace et de cerner les meilleures pratiques permettant d’appuyer plus précisément le recrutement et l’intégration d’une plus grande diversité de talents.

PRINCIPALES CONCLUSIONS : QUANTIFIER LA PÉNURIE ET SON IMPACT

La voie à suivre : Résoudre la pénurie de main-d’œuvre dans l’industrie du camionnage et de la logistique au Canada a révélé que :

  • Au cours des dernières années, le secteur du camionnage et de la logistique employait 3,6% de la main-d’œuvre du Canada, soit un peu plus de 650 000 travailleurs.
  • L’industrie du transport par camion présentait un taux de postes vacants de 6,8% en 2019, soit le double de la moyenne nationale établie à 3,3% et le deuxième plus haut taux des industries canadiennes après l’agriculture. Parmi les préoccupations, on note également le taux moyen démesuré de postes vacants chez les chauffeurs longue distance, qui s’établit à 9,4%.
  • Alors que les chauffeurs de camion représentent 46% de l’industrie, ils comptent pour 63% des postes vacants de ce secteur.
  • Le nombre total de postes de chauffeurs de camions vacants au Canada a augmenté de plus de 138% entre 2016 et les trois premiers trimestres de 2019, passant de 8 600 à 20 500 au cours de cette période.
  • Le processus d’embauche exige plus de temps que ce que les professionnels des RH avaient anticipé, et ces professionnels sont surchargés en raison de l’augmentation de la pression et de la frustration liées au recrutement, en plus de la nécessité de traiter des éléments de conformité de plus en plus complexes.
  • La pénurie de chauffeurs a mené au report d’expansions planifiées par les entreprises de camionnage et à des pertes de ventes pour l’industrie d’environ 4,7% en 2018, ce manque à gagner équivalant à environ 3,1 milliards de dollars.
  • Sans mesures concrètes, on estime que le nombre de postes de chauffeurs vacants grimpera encore et atteindra la barre des 25 000 d’ici 2023, soit une augmentation de plus de 25% par rapport à 2019.

Les conclusions du rapport s’articulent autour de la pénurie de chauffeurs dans une optique « d’offre et de demande » et font état des mesures positives menées actuellement par le secteur, démontrant que l’industrie du camionnage d’aujourd’hui est bien différente de celle d’antan.

« Nous devons prendre des décisions cruciales et nous arrivons à un point charnière », a déclaré Angela Splinter, PDG de RH Camionnage Canada. « L’offre de bons salaires dans un secteur en pleine croissance, le meilleur équilibre dans la conciliation travail-vie privée, les investissements dans de nouvelles technologies et dans la mise en œuvre d’initiatives favorables à l’environnement ne sont que quelques-unes des approches que nous mettons de l’avant. Nous devons faire encore mieux afin de surmonter les défis et assurer la stabilité et la fiabilité de notre réseau de transport par camion pour l’avenir. »

LES IMPACTS DE L’IMPORTANTE PÉNURIE DE CHAUFFEURS CANADIENS SUR L’ÉCONOMIE DU CANADA

Le secteur du camionnage :

  • Veille au transport d’environ 550 milliards de dollars de biens achetés par les Canadiens et de plus de 300 milliards de dollars de biens canadiens destinés aux marchés d’exportation.
  • Génère des emplois bien payés pour la classe moyenne et emploie plus de 650 000 personnes.
  • Fait le pont entre les consommateurs, les entreprises, et les marchés internationaux indispensables à la stabilité et à la bonne marche de notre économie.
  • Soutient les neuf autres secteurs d’infrastructures essentielles, soit les secteurs de l’énergie et des services publics, des technologies de l’information et de la communication, des finances, de la santé, de l’alimentation, de l’eau, de la sécurité, des services gouvernementaux et du secteur manufacturier.
  • Joue un rôle clé au sein de notre réseau de transport intermodal national reliant le camionnage, le ferroviaire et le transport maritime, en plus d’offrir un soutien essentiel en période de perturbations dans d’autres modes de transport (le ferroviaire, à titre d’exemple).

« Les impacts de cette importante pénurie de chauffeurs au Canada se font ressentir bien au-delà de l’industrie du camionnage », précise Kristelle Audet, économiste principale au Conference Board du Canada. « Le camionnage est un secteur vital pour des industries clés telles que la foresterie, l’agriculture, la fabrication automobile ainsi que pour les grossistes et les détaillants. »

« Notre pays compte sur des travailleurs qualifiés pour maintenir la croissance de notre économie. De l’information de qualité sur le marché du travail nous permet d’identifier les besoins de l’industrie et de prendre des mesures pour garantir une industrie du camionnage stable et fiable au Canada », a déclaré la ministre de l’Emploi, du Développement de la main-d’œuvre et de l’Inclusion des personnes handicapées, l’honorable Carla Qualtrough. « Le rapport d’aujourd’hui met en évidence les possibilités du marché du travail pouvant permettre aux Canadiens d’obtenir des emplois bien rémunérés et de bonne qualité dans ce secteur ».

Pour télécharger La voie de l’avenir : Résoudre la pénurie de main-d’œuvre dans l’industrie du camionnage et de la logistique au Canada, veuillez cliquer ici.

Diffusion Web nationale de l’événement : Veuillez cliquer ici pour vous inscrire et visionner l’annonce.

La diffusion du rapport d’aujourd’hui sera suivie d’un Échange de connaissances sur le marché de l’emploi afin d’examiner attentivement les résultats de la recherche et de contribuer à l’élaboration de solutions supplémentaires, axées sur l’avenir.

Le 12 mars se tiendra le sommet annuel sur le leadership Femmes en mouvement, lors duquel seront présentées les meilleures pratiques de recrutement et de rétention des femmes. Cet événement d’envergure nationale fait suite à une série d’événements Femmes en mouvement régionaux, rassemblant des membres locaux de l’industrie pour étudier les obstacles et les possibilités à l’échelle régionale.

Cet automne, l’industrie lancera une campagne nationale pour recruter de jeunes travailleurs et remédier au problème des vieilles perceptions erronées.

Demeurez à l’affût de nos prochaines publications d’information sur le marché du travail, qui présenteront encore plus de recommandations pratiques afin de garder cette industrie vitale sur la voie de l’avenir.

RECHERCHE ADDITIONNELLE

Notre rapport, Milléniaux en mouvement 2 (juillet 2019), met en lumière nos recherches sur les jeunes. Ces recherches nous ont permis d’étudier les obstacles perceptifs et la manière dont les jeunes voient notre industrie afin de déterminer où nos efforts de recrutement doivent être dirigés.

À PROPOS DE RH CAMIONNAGE CANADA

 

RH Camionnage Canada est un organisme à but non lucratif d’envergure nationale, qui propose des solutions de RH modernes, destinées à la main-d’œuvre du camionnage et de la logistique. Nous avons établi des partenariats et collaborons avec un réseau dynamique qui comprend des associations d’industrie, des ministères et des professionnels de l’industrie afin que le réseau canadien de transport des marchandises dispose d’une main-d’œuvre ayant les compétences nécessaires au monde d’aujourd’hui et de demain.

REMERCIEMENTS

RH Camionnage Canada a fait appel au Conference Board du Canada pour réaliser la recherche qui constitue le fondement de ce rapport.

Nous souhaitons également remercier et saluer notre partenaire, l’Alliance canadienne du camionnage (ACC).

Ce projet est financé en partie par le Programme d’appui aux initiatives sectorielles (PAIS) du gouvernement du Canada.

CONTACT :

Angela Splinter, PDG
[email protected]
(613) 244-4800, poste 304

LMI Report – Press Release

TRUCKING HR CANADA RELEASES        

NATIONAL LABOUR MARKET INFORMATION (LMI) REPORT

Acute shortage of 20,500 drivers; Immediate action required to address adverse impacts on Canada’s economy

TORONTO (March 11, 2020) – Trucking HR Canada (THRC) released its newest Labour Market Information (LMI) report today titled The Road Ahead: Addressing Canada’s Trucking and Logistics Industry Labour Shortage at a national launch event with attendance by industry executives, and sector stakeholders. Developed in partnership with The Conference Board of Canada and working with various leading research firms, industry stakeholders and other subject matter experts, this comprehensive study measures and assesses the full trucking and logistics industry — providing the most informed analysis to date concerning critical labour gaps and the adverse impacts on the Canadian economy.

Emerging key themes include the urgent need to increase the number of long-haul drivers, increase women’s participation, develop approaches to effectively reach millennials, and identify best practices that specifically support better recruitment and integration of more diverse labour talent.

KEY FINDINGS: QUANTIFYING THE SHORTAGE AND IMPACT

The Road Ahead: Addressing Canada’s Trucking and Logistics Industry Labour Shortage reveals that:

  • In recent years, the trucking and logistics sector employed 3.6% of Canada’s workforce, which translates into over 650,000 workers.
  • Truck transportation industry average job vacancy was 6.8% in 2019; double the Canadian average of 3.3%, and highest among all industries (outside of crop production). Of particular concern – long-haul drivers had an exorbitant 9.4% average job vacancy rate.                   
  • While truck drivers represent 46% of the industry, they account for 63% of its job vacancies.
  • The total number of truck driver vacancies in Canada has increased over 138% between 2016 and the first three quarters of 2019 – escalating from 8,600 to 20,500 during this timeframe.
  • Hiring is taking longer than anticipated by HR professionals, who are being bogged down with increased recruitment pressures and frustrations, and by more complex compliance issues.
  • The driver shortage has directly led to delayed planned expansions by trucking operators, and resulted in lost sales in the truck transportation industry by an estimated 4.7% in 2018, equivalent to roughly $3.1 billion in lost revenues.
  • Without meaningful action, vacancies are expected to soar to 25,000 by 2023, an increase of over 25% from 2019.

The report findings articulate the critical “supply vs. demand” driver shortage, and inform the positive actions the industry is taking now and ongoing that demonstrate that trucking today is different.

“We are at a pivotal decision and action point,” stated Angela Splinter, CEO of Trucking HR Canada. “Good salaries in a growing sector, better work-life balance, investments in innovative technology and green-friendly initiatives are just some of the approaches we are taking. We need to do more to resolve industry challenges to ensure a stable and reliable trucking transportation network for the road ahead.”

THE IMPACTS OF CANADA’S CRITICAL DRIVER SHORTAGE ON CANADA’S ECONOMY

The trucking sector:

  • Carries an estimated $550 billion worth of goods purchased by Canadians and more than $300 billion worth of Canadian goods destined to export markets.
  • Generates well-paying middle-class jobs, employing more than 650,000 workers.
  • Connects consumers, businesses and international markets that are vital to our economy’s stability and performance.
  • Is integral to Canada‘s nine other critical infrastructure sectors: energy and utilities, information and communication technology, finance, health, food, water, safety, government, and manufacturing.
  • Is a key element in our nation’s intermodal transportation network that links trucking, rail and shipping, and provides an essential contingency during disruptions in other transportation modes (i.e. rail).

“The acute shortage of truck drivers in Canada is felt beyond the trucking industry, confirmed Kristelle Audet, Principal Economist, The Conference Board of Canada. “Trucking is a lifeline for key industries such as forestry, agriculture, auto manufacturing, construction, as well as wholesale and retail.

“Our country relies on skilled workers to keep our economy growing. Quality labour market information allows us to identify industry needs and enables us to take action to ensure a stable and reliable trucking industry in Canada,” stated The Honourable Carla Qualtrough, Minister of Employment, Workforce Development and Disability Inclusion. “Today’s report highlights workforce opportunities that can lead to Canadians securing well-paying, good quality jobs in this sector.”

To download The Road Ahead: Addressing Canada’s Trucking and Logistics Industry Labour Shortage, please click here.

National Launch Event Webcast: Please click  here to register and view the announcement.

Today’s report release is followed by a Workforce Knowledge Exchange event, which will take a deeper dive into the research findings, and have industry stakeholders provide input into solutions as we move forward.

March 12 marks Trucking HR Canada’s annual Women with Drive Leadership Summit – presenting and exchanging best practices to recruit and retain women. This national event follows a series of regional Women with Drive events engaging local industry members to examine regional challenges and opportunities.

This fall, the industry will launch a national campaign to recruit young workers and address out-dated misperceptions.

Stay tuned for our next labour market information releases, with more practical recommendations to keep this vital industry driving forward.

ADDITIONAL RESEARCH

Our Millennials Have Drive 2 report (July, 2019) highlights our youth research that probed the perceptual barriers and how young people view our industry, while also identifying where we can realistically target recruitment efforts.

ABOUT TRUCKING HR CANADA

 

Trucking HR Canada is a national, non-profit organization, advancing modern HR solutions for the trucking and logistics workforce. We collaborate, partner, and work with a dynamic network including industry associations, government departments and industry professionals to ensure Canada’s freight transportation network has the skilled workforce needed for today and into the future.

ACKNOWLEDGEMENTS

Trucking HR Canada (THRC) engaged The Conference Board of Canada to undertake the research that is the basis for this report.

We would also like to thank and recognize our partner The Canadian Trucking Alliance (CTA).

This project is funded in part by the Government of Canada’s Sectoral Initiatives Program (SIP).

CONTACT:

Angela Splinter, CEO
[email protected]
613-244-4800 x 304

Sizing up the labour market—and what to do next

Sizing up the labour market—and what to do next

February 18, 2020 by Angela Splinter

Labour shortages in trucking and logistics are an ongoing concern. Employers and employees across the country feel increasing pressure from longer recruiting processes, reduced productivity, and the fact that our pool simply continues to shrink.

To quantify the problem, Trucking HR Canada (THRC) launched a Labour Market Information Project in the summer of 2018. More recently, we partnered with The Conference Board of Canada on a comprehensive survey to more accurately assess the industry’s labour needs.

This work is important for businesses in trucking and logistics. But it’s also clear that understanding the industry’s labour needs affects all Canadians.

In 2019, the trucking and logistics sector employed 3.6% of Canada’s workforce, or just over 650,000 workers. And, while 45% of these employees are truck drivers, we also employ close to 90,000 people in shipping and receiving, close to 88,000 delivery and courier service drivers, and just over 36,000 material handlers at warehouses and distribution centers.

The size of our impact

Transportation is one of 10 critical sectors on which Canada’s economy and national security depends, as identified by Public Safety Canada’s “National Cross Sector Forum 2018-2020 Action Plan for Critical Infrastructure.”

Trucking and logistics companies connect consumers, businesses, and international markets that are vital to our economy. According to the Conference Board of Canada, the sector carries an estimated $550 billion worth of goods purchased by Canadians and more than $300 billion worth of Canadian goods destined to export markets (this does not even include wheat and crude oil).

And we support the nine other critical infrastructure sectors: energy and utilities, information and communication technology, finance, health, food, water, safety, government, and manufacturing. These pillars of our economy depend on a healthy trucking and logistics industry.

The size of our workforce

In 2019, the trucking and logistics sector employed 3.6% of Canada’s workforce, or just over 650,000 workers. And, while 45% of these employees are truck drivers, we also employ close to 90,000 people in shipping and receiving, close to 88,000 delivery and courier service drivers, and just over 36,000 material handlers at warehouses and distribution centers.

And let’s not forget the many others who keep operations going: an estimated 40,000 managers, supervisors, and administrative staff, and 9,000 accounting personnel.

The size of our problem

According to Statistics Canada’s Job Vacancy and Wage Survey, the truck transportation industry experienced an average job vacancy rate of 6.8% in 2019. This is the second-highest vacancy rate among Canadian industries after crop production, and more than double the national average of 3.3%.

Put differently, we’re unable to fill roughly one out of 15 open positions, most of them truck drivers. In fact, the total number of truck driver vacancies in Canada has increased from an annual average of 8,600 in 2016 to 20,500 in the first three quarters of last year.

Against this backdrop, it may come as little surprise that 61% of employers who responded to our survey reported difficulties filling truck driver positions within the past year.

One reason is demographics. According to the 2016 Census, 32% of truck drivers in Canada are 55 years or older compared to 21% of the entire Canadian labour force. More than 6% of our drivers are 65 and older. It is difficult to compete for younger workers.

Call to action

Our industry’s shortage of workers—and drivers in particular—affects individual businesses, Canada’s transportation infrastructure, and the overall economy.

We need to work quickly on solutions. As a first step, on March 11, we’re making sure everyone is aware of the severity of the situation.

We’re now finalizing our briefing report in partnership with the Conference Board of Canada and will release the results of our Labour Market Information Project at a press conference in Toronto on March 11 at Noon EST.

If you cannot make it to Toronto, please register to watch the event live via our web cast. We also encourage you to reach out to your provincial trucking association. Many will be joining via webcast in their offices.

Immediately following the press conference, we will hold a Workforce Knowledge Exchange—a discussion that will focus on identifying specific actions now that we have comprehensive data about our labour market.

Space is still available. Feel free to reach out to [email protected] to learn more.