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Truck Driver Recruitment and Retention Face Q2 Headwinds
The trucking industry is currently grappling with recruitment challenges despite an increase in job postings during the second quarter of 2025. The driver talent pool has decreased, while 67% of carriers anticipate fleet expansion within the next year. Experts note that many potential drivers remain passive in their job searches, complicating recruitment efforts, especially as a significant portion of drivers express interest in local driving jobs rather than long-haul roles.
The Q2 2025 Driver Recruiting and Retention Data Download shows that 46.8% of remaining drivers are actively seeking employment, the highest in three years. However, 55% of carriers report issues with high driver turnover and 80% cite a lack of qualified candidates. As the freight market slowly shows signs of recovery, the industry still faces structural challenges related to cost control and equipment maintenance, which are top concerns for drivers.
There are indications of declining lead applications but an uptick in full applications, suggesting that those still seeking employment are more serious candidates. However, industry experts voice caution regarding the overall demand for drivers, pointing out that many quality drivers tend to stay put during unstable economic times.
In addressing these recruitment hurdles, some industry leaders advocate for utilizing AI technology to engage more passive candidates and improve the quality of hire. As the market is still in a state of flux, companies must remain vigilant in their driver vetting processes to avoid bringing in less experienced operators during an already challenging period.
The emergence of autonomous trucks may offer a complementary solution to workforce shortages, as companies look to balance human drivers with technology to meet increasing freight demands effectively. Given these dynamics, transportation firms must strategically navigate both workforce management and technological integration to adapt to evolving market conditions.
The Q2 2025 Driver Recruiting and Retention Data Download shows that 46.8% of remaining drivers are actively seeking employment, the highest in three years. However, 55% of carriers report issues with high driver turnover and 80% cite a lack of qualified candidates. As the freight market slowly shows signs of recovery, the industry still faces structural challenges related to cost control and equipment maintenance, which are top concerns for drivers.
There are indications of declining lead applications but an uptick in full applications, suggesting that those still seeking employment are more serious candidates. However, industry experts voice caution regarding the overall demand for drivers, pointing out that many quality drivers tend to stay put during unstable economic times.
In addressing these recruitment hurdles, some industry leaders advocate for utilizing AI technology to engage more passive candidates and improve the quality of hire. As the market is still in a state of flux, companies must remain vigilant in their driver vetting processes to avoid bringing in less experienced operators during an already challenging period.
The emergence of autonomous trucks may offer a complementary solution to workforce shortages, as companies look to balance human drivers with technology to meet increasing freight demands effectively. Given these dynamics, transportation firms must strategically navigate both workforce management and technological integration to adapt to evolving market conditions.
Vehicle Guru