Nova Scotia trucking companies are sending recruiters overseas, using internship programs, simulators and virtual reality and even hiring consultants to recruit, train and retain drivers.
Executives from three carriers in the province told trucknews.com that recruiting experienced drivers is one of the biggest challenges they face.
This is happening even though the unemployment rate for transport truck drivers in Atlantic Canada sits at 12.1%, which means that more truckers are looking for work.
Craig Faucette, chief operating officer of Trucking HR Canada, noted during a presentation at the Atlantic Provinces Trucking Association’s (APTA) conference in Halifax that the vacancy rate for truck drivers is 2.9%.
The numbers show that employers in the region are finding the drivers they need, but the reality on the ground paints a different picture.
Trevor Bent, CEO of Eassons Transport, sends teams of recruiters and road testers overseas to attract driving talent. The team conducts interviews and road tests in that country before making hiring decisions.
Competition for workers
The Kentville-based carrier that has seven terminals in Canada, hauls refrigerated goods across North America using around 300 trucks and 550 trailers.
Bent said the trucking sector is competing with health care and construction for workers. “We used to be at the top of the pecking order, now we’re probably third,” he said.
Eassons employs drivers using temporary foreign worker programs and provincially nominated programs. The carrier is also a preferred employer in the province.
Bent added the carrier ensures that once experienced overseas drivers are recruited, they undergo comprehensive training in Canada.
Preferred employer
Chris McKee, APTA’s executive director, said the preferred employer program ensures that companies in good standing jump to the front of the line in the immigration process for foreign drivers.
Classic Freight Transport hires foreign workers but also uses an internship program to attract local driving talent. Using a simulator it has on site, the carrier is leveraging technology to train drivers.
Todd Seward, the Dartmouth-based carrier’s vice-president and general manager, said the diversified approach helps the hiring process and boosts retention.
The carrier operates 75 tractors and 180 trailers for flatbed, dry van, intermodal and warehousing operations.
12-week internship program
Seward said the company works closely with the Trucking Human Resource Sector Council (THRSC) Atlantic and has identified schools that support the 12-week internship program.
He added the carrier interviews candidates interested in working as drivers. If selected, a letter of support is issued before they begin training at a school.
Kelly Henderson, THRSC Atlantic’s executive director, explained how the program that was established in 1993 works.
Students train for eight weeks at a school and attempt the Class 1 license test. When they pass, they spend four weeks interning at the company that provided the letter of support.
Henderson noted there are opportunities for candidates to subsidize their training. Her organization can provide funds for students who meet specific criteria, along with a weekly allowance and money for work wear.
90% success rate
She added this program exceeds the mandatory entry-level training standard. It has a 90% success rate, with between 200 and 300 students graduating each year.
Classic Freight System representatives visit schools and place interns with driver coaches, often rotating them with a couple of trainers. “We score them, and if they are a fit, offer them a full-time job. Even after hiring them, there is a rigorous training process,” Seward said.
The simulator and virtual reality is used if an intern or existing employee needs additional or remedial training.
Meanwhile, Beechville-based Lighthouse Transportation has a different set of challenges when it comes to hiring drivers.
The carrier that does a lot of port work operates 10 trucks, 15 intermodal chassis and six stepdecks and flatdecks, along with a warehouse.
CEO Colleen O’Toole said the drayage drivers get to go home every night while the regional operators stay out longer. As the market has shifted, sometimes drivers are called upon to switch from port work to regional loads and vice-versa.
“Sometimes it’s hard to get someone to do something they’re not 100% into. It’s not long-term pivoting, it’s short-term pivoting,” she said.
Some drivers find they don’t like the specific type of work they’re asked to do.
Seeking ‘flexi’ or ‘multi-faceted’ drivers
Lighthouse is hiring consultants to deal with the issue. The carrier advertises for “flexi” or “multi-faceted” drivers, to ensure communication is clear on the type of role they are applying for.
THRC’s Faucette said that the workforce in Atlantic Canada is aging, with about 34% of drivers over the age of 55. Additionally, only 8% are under the age of 25, 13% are women, and 6% are visible minorities, based on 2021 census data. Truck driving tends to be a second career choice, and the industry needs to fill seats, he added.
Despite the challenges, the carriers’ multi-pronged hiring approach will hopefully help attract new talent to trucking.
