In 2025, the demand for qualified truck drivers continues to rise, but so does driver turnover. Statistics show that the trucking industry faces one of the highest employee turnover rates of all professions. According to the ATA, turnover in large truckload fleets exceeds 90%. Many fleets invest heavily in bonuses and benefits to keep drivers, yet overlook the root cause of churn – poor recruitment practices. Improving how drivers are recruited and selected is key to building a more stable workforce. This includes working with the right recruiter agencies truck drivers trust, using better evaluation methods, and offering clear expectations from day one. Selecting the right drivers from the beginning can drastically reduce early departures and build a more stable, satisfied workforce.
In this article, we’ll take a closer look at the common drivers of turnover and what you can do to prevent them.
Why Turnover Happens
To reduce turnover, companies must first understand why many drivers leave within the first 90 days. Here are the main reasons why it happens:
- Poor communication with dispatch
- Unrealistic schedules or long hours
- Lack of respect or recognition
- Mismatched expectations about the role
- Insufficient pay or benefits
Many of these issues arise from a gap between what managers have promised drivers and what the job actually entails, and vice versa, a gap between what drivers describe on their resumes and what they can actually do. A thoughtful, thorough hiring process can identify red flags early and ensure both sides are aligned before a job offer is made.
Introduction of Effective Recruiting Methods
Knowing how to find a truck driver today requires more than just posting ads. Successful companies use targeted recruiting methods that include a detailed analysis of the candidate and their documents, interviews with all the necessary questions, and close cooperation with specialized truck driver recruitment agencies that understand the industry’s unique demands. These agencies provide access to a pool of vetted candidates, helping companies find qualified drivers faster and with less risk.
Working with the Right Hiring Partners
You don’t have to do it all alone. Partnering with reputable CDL employment agencies can help you reach better-qualified candidates faster. Truck driver recruiters don’t just provide leads – they understand your operational needs and send candidates who are more likely to stay long-term.
Searching for a trucking agency near me might help you identify local partners who know the regional market and can pre-screen applicants more effectively.
Building a Smarter Recruitment Strategy
Hiring the right driver is only the beginning. The first few weeks on the job can make or break a driver’s experience. Companies that offer structured onboarding and early support programs create a smoother transition for new hires. This might include detailed orientation, mentorship from experienced drivers, and regular check-ins during the first few months. When new drivers feel guided and valued, they are more likely to stay and grow with the company.
Driver turnover costs companies more than just money – it disrupts operations, and lowers service quality. The good news is that much of this can be prevented by improving the way drivers are recruited and selected. Working with the best truck driving recruiters, leveraging employment agencies, refining your selection criteria, and building long-term support structures can help you build a stronger, more loyal fleet, increase retention and reduce hiring costs. If you’re searching for ways to find CDL drivers to hire who are built for long-term success, start by investing in your hiring process – and the right partners to support it. For a broader look at current hiring trends, check out the companion article “Hiring Truck Drivers In 2025”.