Driver Hiring & Retention: 8 Data-Driven Strategies for 2025 and Beyond

Matching the right truck driving job that will meet the driver’s needs and those of the motor carrier can be challenging for both parties. Sometimes, just finding an available driver can be a challenge. Many trucking companies have found success in advertising their open positions on Facebook Marketplace, Craigslist, employment websites like Indeed or Glassdoor, and driver-specific recruitment services.

Quick reality check: The U.S. trucking industry is short more than 78,000 drivers as of mid-2025, and that gap may top 100,000 by 2028 if current trends continue. The average driver is 49 years old, and nearly one-third are nearing retirement. Annual turnover in long-haul fleets still exceeds 90 percent.
A spring 2025 survey showed 46.8 percent of drivers were actively seeking new jobs, and more than 90 percent say they’ve been contacted by other carriers every week. So why are drivers leaving jobs? Almost seventy percent say it’s to have more time at home.

Every empty seat hits revenue, customer service, and safety hard. So what can you do to attain and retain drivers?

8 ways to attract and keep drivers in 2025 and beyond

Offer transparent, competitive pay.
Benchmark wages quarterly, spell out mileage rates, detention pay, bonuses, and accessorials, and pay on a predictable weekly schedule.
Guarantee predictable home time.
Regional routes, weekend resets, and slip-seat options help drivers balance work and family—often more than another penny per mile.
Streamline the application and onboarding process.
Mobile-friendly forms, 24-hour follow-up, and pre-hire road tests reduce drop-off and secure talent before competitors call.
Invest in professional development.
Offer paid CDL upgrades, mentoring programs, and pathways into roles such as trainer, safety coach, or dispatcher.
Maintain safe, modern equipment.
Reliable tractors, up-to-date safety technology, and clean sleepers signal respect and reduce roadside downtime.
Cultivate a driver-first culture.
Hold regular feedback sessions, publish performance metrics, act on driver suggestions, and recognize safe-miles milestones.
Expand your talent pool.
Partner with CDL schools, veteran groups, and community colleges to reach women, younger workers, and returning service members.
Use data to spot flight-risk patterns.
Track turnover by lane, dispatcher, and equipment age; intervene early with schedule tweaks, coaching, or equipment swaps.