The best way to bring young talent to the driver's seat

Lindsey Trent discusses what the next generation of truckers is looking for

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By Shefali Kapadia | The Inside Lane

For fleet executives to keep their talent pipelines full, they'll have to do more than just lean on classic recruiting methods. Younger generations have different priorities and characteristics they're seeking in a potential employer. Can trucking win over Gen Z?

We caught up with Lindsey Trent, president and co-founder of the Next Generation in Trucking Association, for more.

What's a big misconception about the truck driving profession from outside the industry?
That it’s a last-resort job with no career path. In reality, trucking offers competitive pay, travel opportunities, independence and the potential to specialize, lead or even become an owner-operator. It’s a skilled, essential profession.

Are younger generations/Gen Z expressing interest in joining the trucking workforce?
Yes—but only when they’re exposed to it. Gen Z is values-driven and wants purpose, flexibility and growth. When trucking is framed as a tech-forward, essential and well-paying career, it resonates. Awareness is key.

What could trucking execs change to improve their driver recruitment?
Modernize job postings and recruitment strategies. Highlight purpose, advancement opportunities, wellness support, and company culture. Make roles sound appealing—not transactional—and meet Gen Z where they are: online and on social media.

What's your No. 1 piece of advice for fleet executives to engage and retain young talent in the trucking industry?
Invest in mentorship and growth. Pair young drivers with experienced mentors, provide clear career pathways, and create a culture that values feedback, flexibility and wellbeing. Young talent stays where they feel supported. Also, offer volunteer and community engagement opportunities—Gen Z wants to give back and be part of something bigger than themselves.