How To Expand Your Driver Pool and Maximize Drivers' Time

Tips for avoiding the challenges of driver availability

A male driver smiles from the inside of a semi-truck cab.
An aging driver workforce, shifts in regulatory requirements related to professional drivers, and fewer drivers entering the industry can make driver availability a challenge in some markets. As a result, it is becoming more and more important for fleets to find ways to expand their driver pool and maximize a driver’s time.

Here are four strategies:

1. Improve Vehicle and Driver Utilization

Maximizing the productivity of available drivers is just as important as recruiting new ones. Underutilized equipment and excessive dwell time reduce driver productivity and, potentially, earnings, increase frustration and hurt retention.

Telematics systems, route optimization software and real-time load tracking tools can help fleets minimize downtime and maximize drivers’ available hours of service. Artificial intelligence is another powerful tool to identify inefficiencies. Penske’s Catalyst AI analyzes large volumes of operational data to benchmark performance and identify opportunities to improve.

2. Improve Working Conditions

Working conditions are often one of the top reasons drivers leave the industry. Investing in driver comfort, safety and support can go a long way towards reducing turnover. Well-maintained, late-model equipment is not only more comfortable and safer but also reduces the risk of a roadside violation or over-the-road failure, which can be frustrating for drivers.

If a breakdown occurs, drivers appreciate a rapid response. Penske offers 24/7 roadside assistance and can use telematics devices to pinpoint a driver’s exact location to help speed up the process. Fleets that lease from Penske also have access to Penske’s fueling sites, where vehicles are fueled for the drivers, adding convenience and saving drivers’ time.

3. Make Pay and Schedules More Predictable

Unpredictable income and home time are among the leading causes of driver turnover. Many qualified drivers leave because of inconsistent weekly earnings, schedule disruptions and too few miles. Fleets can address this by reducing unscheduled downtime, improving asset utilization, and ensuring drivers receive the miles they expect.

Other effective practices include offering guaranteed minimum pay, compensating for detention and non-driving tasks, and aligning advertised schedules with actual operations. Transparent and predictable wage structures are especially appealing to younger workers and those transitioning from other industries.

4. Build an Internal Driver Pipeline

Building a strong internal pipeline is one of the most effective ways to grow the driver workforce. Dock-to-driver and warehouse-to-driver programs allow companies to identify employees with high potential and train them for driving roles. As part of the programs, fleets can offer clear career paths, structured training and mentors.

Drivers who advance through these pathways tend to demonstrate higher loyalty and stronger safety performance. At the same time, fleets benefit from lower recruiting, onboarding and turnover costs.

Work With Penske

Penske offers the equipment, technology and resources fleets need to expand their driver pool and improve productivity. Contact us to learn more.

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