While the driver shortage has long been a perennial top business concern among trucking and logistics employers, Trucking HR Canada’s recent labour market information has had rising business costs topping the list for about a year now. With little reprieve in sight.
Employers face many challenges — fuel prices, labour costs, regulatory pressures and more. The HR function is no exception, with attracting and retaining top talent remaining a key focus.
Let’s take a look at some strategies our Top Fleet Employers use to stay ahead without breaking the bank.
Maximize recruitment to save time and money
A more efficient hiring process means less money spent on advertising, interviewing, and onboarding. Reducing time-to-hire allows you to fill roles faster and economically.
There are a range of new technologies that can be leveraged, including:
- AI-powered platforms that can automate screening and candidate ranking
- Predictive analytics to help forecast hiring needs
- Pre-screening tests to speed up candidate assessments and automate follow-up
- Mobile-friendly recruitment platforms for quick applications
- Automated interview scheduling tools
These tools can help reduce the time and cost spent on outdated manual processes and improve the quality of your hires. Take some time to assess what’s available and may work for you — helping you save time and money.
Non-monetary benefits attract and retain talent
Raising salaries might not be feasible when other costs are rising, but offering flexible benefits and work-life balance options are another way to keep employees happy.
Flexible schedules, compressed work weeks, wellness programs, and more are some of the initiatives our Top Fleet Employers use to stay competitive in the marketplace.
Two main things separate TFEs from the competition:
- They ask their employees what non-monetary benefits would be of value
- They take the time to clearly communicate these offerings
Prioritize employee engagement and recognition
Our Top Fleet Employers know that keeping current employees satisfied is more cost-effective than constantly recruiting new ones. Employee engagement programs and recognition initiatives can improve morale, reduce turnover, and boost productivity.
Examples include:
- Structured employee recognition programs for safety milestones or performance
- Regular collection of employee feedback that is acted upon to improve satisfaction
- Allowing employees to propose initiatives such as charity drives, skill-sharing workshops, etc.
- Employee of the Month programs
- Recognition in front of the team for a job well done
- Gift cards that show appreciation
Remember: consistency and sincerity are key.
Invest in career development to foster loyalty
Employees who feel they have opportunities to grow and advance are more likely to stay with your organization. Offering career development and upskilling programs can help reduce turnover costs and build a more skilled workforce.
And you don’t need to break the bank to do it.
Here are some examples:
- Offer training that aligns with both employee goals and business needs
- Develop clear career progression pathways for both drivers and office staff
- Look at tuition reimbursement for drivers and warehouse staff to earn specialized credentials – reducing the need to hire externally for advanced or emerging roles
- Develop peer-to-peer learning opportunities such as mentorship programs or job shadowing, which are low-cost but high-value
Access Trucking HR Canada’s HR Resource Library
We’re here to help! Our HR Library offers a comprehensive collection of practical, up-to-date guides, tools, templates, and more to support Canada Labour Code compliance, modern policy development, and more. All are free downloads on our website.
You can check our HR Resource Library to learn more.
Finding smarter and more cost-effective measures is always a good thing, and staying agile can help you navigate rising costs while continuing to grow your team effectively.
Angela Splinter is CEO of Trucking HR Canada, a national, non-profit organization and the trusted source for labour market intelligence and advancing industry-leading HR solutions for our national trucking and logistics workforce. We collaborate, partner, and work with a dynamic national-provincial-territorial network, including industry associations, government, and industry professionals to ensure Canada’s freight transportation network has the skilled workforce required for today and into the future.