Spreading the message of trucking as a first-choice career for Gen Z starts in your own community
Here’s what motor carriers should know and a few thoughts on ways they can start engaging with Generation Z.
Here’s what motor carriers should know and a few thoughts on ways they can start engaging with Generation Z.
When bad PR strikes, it will feel like a strong headwind to recruiting and retention. The actions carriers take in the wake of the bad PR, however, is much more important than the negative attention cast on the industry.
Here are a few coping mechanisms and strategies recruiting managers can employ to help motivate their team and ward off burnout on their team and for themselves.
Here’s a question the team at The National Transportation Institute hears often — and it’s likely one you’ve asked internally at your fleet, too: How can we make driving jobs more appealing to women?
There’s a “Help Wanted” sign on nearly every door at every business in the country, and carriers must find a way to set themselves apart in the labor market, and every fleet must find its own path to address this real obstacle to people entering and staying in the industry.
NTI’s Leah Shaver reflects on her time on the WIT board: promoting trucking as a positive career, forging relationships, building mentorship programs, and seeing trucking evolve to become a more gender-inclusive industry.
NTI celebrates not only these women, but all women making trucking history, for their work, dedication, and courage, and invites everyone in the industry to recognize their achievements this Women’s History Month.
Ever since the onset of the Covid-19 pandemic, a few themes have become more prominent in the driver recruiting conversation. The main one is the truck driver shortage, especially in the face of an ongoing capacity crunch.
Don’t let pay structures keep you up at night. Subscribe to the National Survey of Driver Wages and find out exactly where you stand.
Pay packages have to provide enough to be attractive to prospects and keep current drivers on the company payroll. At the same time, companies don’t want to lose out on driver productivity. How do you balance these concerns?
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