One of the most common complaints in the trucking industry is the slowly growing labor shortage. There is a constant stream of questions from business owners and supply chain managers on how to get through this trying time. With the average age of truck drivers being forty-five and the average age of new drivers being thirty-eight years old, there are many concerns with how trucking businesses will be able to continue on in the future. Older truck drivers continue to retire every day, and there are not enough new Gen X or millennial drivers to replace them at this time.
While multiple solutions have been thrown about, there have been no concrete answers. However, there are some groups, including the Next Generation in Trucking Association, that believe the solution is crystal clear. And what is that answer? Ensuring that Gen Z’ers enter the trucking industry, of course! While this may seem like an obvious answer to industry outsiders, hiring younger drivers does not come naturally to trucking companies. To combat this, Lindsey Trent of the Next Generation in Trucking Association is ready to step in and show what Gen Z has to offer. This blog will cover who these Gen Z’ers are and how they can play a role in shaping the future of trucking.
They’re a “Dynamite” Generation!
Generation Z is a fascinating one, particularly to this “elder” millennial. Born between the late 1990s and early 2010s (more specifically 1997 to 2012), this was the generation that got Taylor Swift’s debut album and the explosion of the Marvel Universe. From September 11th, 2001, to the economic crash of 2008, Gen Z has seen a lot, even if they are still coming to terms with understanding it all. This generation is also known for not having been in a world without internet. Very technologically oriented, they grew up with tablets and smartphones and all kinds of social media apps, from Snapchat to TikTok and more. While older generations remember landlines and paperwork, Gen Z is used to seeing all of that on a screen. They also do not use paper maps. Instead, they prefer GPS and associated apps, such as Waze. This is a detail that trucking companies will need to remember when hiring younger drivers.
At this point, only older Gen Z’ers are even eligible to have driver’s licenses. However, today, they already make up 32% of the worldwide workforce, and the trucking industry is starting to see the genius in reaching this generation early, even in high school. By combating the lack of awareness among Gen Z’ers about the trucking industry and meeting them early on and showing them the positive aspects of learning about truck driving, “Recruiting Gen Z talent offers a promising opportunity to tackle labor challenges in the industry,” even as older drivers continue to leave in droves for their retirement.
How the Trucking Industry Should Reach Gen Z’ers
There are a myriad of ideas on the internet about how to get Gen Z’ers into the trucking industry. The tips from the Next Generation in Trucking Association below are just a few, but they seem to be the most logical ones.
- Invest in Technology: “Whether it is ruggedized tablets for easier inspections or high-tech cabs with improved communication and sensors, Gen Z is comfortable with technology and expects it in employers.”
- Clear Career Paths: After the economic turmoil of their early lives, Generation Z wants a steady career path with options to grow and progress within a single company. If trucking companies accentuate and communicate this road to success within their recruitment efforts, more Gen Z’ers will be interested in joining the industry.
- Build a Company Culture: “Small but thoughtful gestures can go a long way for Gen Z, including highlighting employees’ successes and life events and looking for ways to build a positive team culture.”
- Well-rounded Benefits: Trucking companies who go out of their way to take care of their employees will find themselves much more attractive to Generation Z. This generation wants flexible scheduling options to be able to spend time at home as well as benefits that support both their physical and mental health.
- Facilitate Mentorship Opportunities: Gen Z cares about the community of their employer, and, by giving them an older driver as a mentor, trucking companies can instill that sense of community in their younger employees. Along with that, by pairing older and younger truck drivers, a great deal of practical learning can take place that makes the industry safer as a whole. Companies can facilitate an engaging path forward for Gen Z drivers to learn and grow.
- Pursue Diversity: “Consider ways to reach out to groups that have not traditionally been in the drivers seat to develop a more diverse team of employees.” For example, Gen Z women could find a great deal of opportunities in the trucking industry, and not just in office positions. More and more women are taking to truck driving and finding a great way to make a living.
Conclusion
Generation Z is unlike any that have come before it. Having grown up with the internet and so many other technological advances at their fingertips, they are quick to learn new digital systems and adapt to evolving digital tools. While the trucking industry has been slow to update, it is time to admit that recruiting Gen Z’ers may be a big boon to trucking. By using the tips above, trucking company recruiters can start to bring younger drivers into the industry, which will offset the losses of retiring older drivers. It is important to remember that without replenishing the pool of truck drivers, then the industry will suffer in the long run. So, go ahead and make older drivers mentors to younger ones. Invest in educational opportunities at local high schools and community colleges to interest Gen Z’ers and entice them to consider joining the trucking industry. Introduce new tech to truck cabs and dispatch offices. All of these things will make trucking seem like a better choice to young, Gen Z drivers.
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Meaghan Goldberg covers recruitment and digital marketing for Lionzone. A Patterson, GA native, after graduating from both Valdosta State University and Middle Tennessee State University, Meaghan joined Lionzone in 2018 as a digital recruitment strategist before becoming the social media manager.
Resources:
https://www.platformscience.com/blog/the-changing-face-of-trucking-welcoming-gen-z-to-the-industry
https://www.womenintrucking.org/blog/gen-z-welcome-to-the-transportation-workforce
https://www.freightwaves.com/news/paving-the-way-for-truckings-next-generation-taking-the-hire-road
https://www.freightwaves.com/news/tag/the-next-generation-in-trucking-association
