Small carriers can win the driver recruiting game

What should motor carriers, especially small fleets, pay attention to as they hire and recruit drivers?

I think small fleets, especially, need to focus on more than just filling seats. Drivers want to know what kind of company they’re signing on with. That means being upfront about pay, home time, routes, equipment and what the day-to-day job really looks like. A lot of drivers are looking for stability, respect and clear communication just as much as they’re looking at compensation.

Small fleets may not always be able to compete with the biggest carriers on pay, but they can absolutely stand out by treating drivers well and building a strong culture. They should also pay close attention to retention. Recruiting matters, but keeping good drivers is just as important. If a company has reliable equipment, a fair dispatch process, strong safety practices and makes drivers feel appreciated, that goes a long way. And from a hiring standpoint, it’s important to look for the right fit, not just the fastest hire. The fleets that take the time to onboard well and invest in drivers tend to build a much stronger team over time.

Are you seeing younger generations express interest in trucking careers? Why or why not?

Younger generations are showing some interest in trucking careers, particularly when they see the field as a practical path to stable income, strong job demand and advancement opportunities without the cost of a four-year degree. Modern trucking also benefits from improved technology, training programs and clearer career pathways, which can make the industry more appealing to younger workers.

At the same time, interest is often limited by concerns about long hours, time away from home, work-life balance and the overall public perception of the profession. As a result, while younger people are entering the industry, attracting and retaining them often depends on how well employers address lifestyle concerns and present trucking as a modern, sustainable career choice.

With Missouri’s recent recognition of truck driving as a skilled trade, do you see that impacting the overall interest in truck driving careers or the available driver pool?

Yes, I do think that recognition can help, especially when it comes to perception. Calling truck driving a skilled trade reinforces the fact that this is a profession that requires training, responsibility and real expertise. That can help attract more people who may not have considered it before, especially younger workers or those looking for a respected career path outside of a traditional four-year college route.

Will it change the driver pool overnight? Probably not. But I do think it helps move the conversation in the right direction. Anything that gives the industry more credibility and helps people see truck driving as a long-term career instead of just a job is a positive step. Over time, that can absolutely help increase interest and expand the pipeline of people willing to enter the field.

How does your new school blend technical and classroom knowledge with hands-on experience? Why do you think that combo is beneficial? 

In class, students learn the rules of the road, safety regulations, trip planning and how the truck works. Then they get to put that knowledge into practice with behind-the-wheel training, inspections and backing maneuvers. We also use a driving simulator so students can safely practice things like tire blowouts, high winds and icy roads before facing those situations in real life.

For inspections, I mark parts on a training truck so students can learn how to properly identify them. During maneuver practice, students don’t just practice for the test; they also get experience backing into actual docks, including tighter spaces. I think this mix is beneficial because it helps students feel more confident and better prepared for both the CDL exam and the job itself.

With the DOT's ongoing crackdown on CDL schools and non-domiciled licenses, has that had any ripple effects on your school? 

Not really. We’ve always made it a point to do things the right way at MTS, so it hasn’t had a direct impact on us. If anything, it’s added more pressure on schools that are already compliant because of the extra audits and inspections.

What do you wish trucking executives would better understand about how CDL schools work?

I think one of the biggest things trucking executives should understand is that good CDL schools are doing a lot more than just helping students pass a test. We’re trying to build safe, capable, job-ready drivers. That takes time, structure and a lot of hands-on instruction. Students need to learn the regulations, the equipment, the safety mindset and how to handle real-world situations, not just memorize enough to get a CDL.

I also think it’s important for carriers to understand that not every graduate is going to come out fully polished on day one. Entry-level drivers still need support, guidance and a company that’s willing to continue that development once they’re hired. The best results happen when schools and carriers see each other as partners in building the next generation of drivers.

(Image courtesy Dusty Cushard)