In the United States, the logging industry is currently facing critical challenges, specifically in the shortage of drivers for the tree trucks. The industry has a growing demand for heavy equipment operators because the industry is rapidly booming and has a pressing demand for such operators. It is imperative that safety, cost-effectiveness, and consistency are practiced throughout the entire operation with these forestry vehicles. The shortage of truck drivers is already becoming a human resources nightmare; however, in spite of the diminishing number of operators, technological advancements have helped to decrease some of the impact of these problems.

Occupational Difficulties

Although the salary of these drivers is quite good, the usual predicament is the accompanying danger behind the wheel and hours-of-service (HOS) regulations for commercial motor vehicle (CMV) drivers. This dilemma has become the major reason why there is a shortage of operators in the industry. One good thing is that forestry companies are trying to combat this ongoing shortage prior to a major crisis happening. The slow attrition of truck operators is a difficult challenge for the forestry industry in general. To address this issue, companies must find ways to stay competitive in the current economy while at the same time retain workers and increase job performance.

Hiring Problems

Subsequently, hiring drivers is becoming more intense and the qualifications of many applicants are being closely checked and assessed to ensure that they possess all necessary skill sets to perform a variety of jobs within the company. This could cause an applicant to be hesitant about applying for such a job, while at the same time making it more difficult for a company to lure potential truck operators. Another reason for the decline of operators in this industry is due to the recent regulations of the United States Department of Transportation’s Compliance, Safety, and Accountability (U.S. D.O.T. CSA) that terminates drivers who are considered unsafe as well as verifying state licenses for immigration status.

Enhancing Recruitment Efforts

In order for these circumstances to change when attempting to hire or retain drivers, companies must develop strong operator recruitment and retention programs and create a way to address the pressing demand for and shortage of drivers. Companies must develop a unique partnership and collaborate with workers to enhance their performance and productivity. It is also imperative that companies prioritize the safety of the workers by sending them to various types of training to boost their knowledge, helping them to become more versatile in the operation of different types of these forestry trucks.

Handling Pay and Relationship Issues

Two other approaches that seem to be very effective in retaining workers is by paying them hourly rather than by the number of miles they have driven. This encourages all drivers to drive safely while on the road and get enough rest to stay safe while operating these vehicles.

The other approach is to maintain a good relationship and partnership with these employees. This allows workers to learn and experience a stable and different working environment with a company that is ready to meet the dynamic regulations of the industry.

Unemployment rates in the United States are significantly high, yet vocational truck operators still have a high turnover rate. Part of the problem is that the pre-qualifications are high and companies are having a hard time recruiting potential operators to meet this demand. This has caused companies to look for alternative ways of hiring and retaining drivers, such as increasing the skill-sets of loggers to make them more flexible and versatile so they are able to perform several different jobs. Companies that incorporate a strong collaboration and partnership with their workers and allow them to assume leadership roles in their specific areas of expertise are finding greater success in attracting and retaining drivers in this industry!