Alberta employers are ramping up pay, perks, and training to attract new truck drivers as the province continues to face higher vacancy rates than the rest of Canada, according to a new survey by Trucking HR Canada (THRC).
The survey, conducted online from Oct. 4 to Nov. 5, 2024, polled 133 Alberta-based trucking companies representing more than 5,100 drivers, found that 65% of respondents hire recently licensed drivers — despite the added cost of insurance and training. They use mentoring (73%), onboarding (65%), and/or finishing programs (60%) to help drivers get road-ready. Employers reported providing around 90 hours of onboarding and mentoring to get new drivers road-ready.
Still, fleets say the added support comes at a price. Nearly two-thirds (65%) of employers believe they’re expected to do too much to train new drivers, and 67% said it’s more expensive to hire new entrants than experienced ones. Basic company training — from routes to safety protocols — takes more time with newer hires, and many lack the skills for remote or specialized hauls, such as mining or construction material.
Insurance challenges also persist. Many insurers won’t cover inexperienced drivers (with less than two years of experience) or charge significantly higher premiums due to the sector’s claim history and inconsistent training standards, THRC says.
Vacancy rates for truck drivers in Alberta surpassed 2,700 positions in the third quarter of 2024. To remain competitive, fleets are raising wages. In 2023, 18% of employers reported raising pay for full-time employees by more than 10% — a significant increase compared to just 5% of companies in 2022 and none in 2021. Incomes varied widely based on experience and haul type: shorthaul drivers with less than two years of experience earned an average of $58,000, while experienced longhaul drivers at the highest paying companies earned up to $140,000.
On top of income alone, incentives are also playing a growing role in recruitment and retention. Nearly all employers surveyed offered some form of incentive to full-time (96%), part-time (91%), and seasonal workers (84%), ranging from safety bonuses and fuel efficiency premiums to health benefits and compensation for unplanned downtime.
Attracting seasonal drivers remains a challenge, with 56% of employers saying it’s difficult. Carriers use higher wages, streamlined compensation, and work-life balance incentives to bring in temporary staff.
Support from the Alberta government through the Class 1 Learning Pathway Grant Program is helping address training costs, offering subsidies to both employers and new drivers pursuing entry-level training.
