In the construction supply industry, delivery drivers aren’t just moving materials—they’re often the face of your business. They play a critical role in keeping projects on schedule, ensuring customer satisfaction, and representing your brand in the field. But as the labor market evolves and demand increases, hiring (and retaining) qualified drivers has become more challenging than ever.
Heading into 2025, distributors are rethinking their hiring strategies to keep up with changing expectations, tech innovations, and workforce trends. Here’s a look at the most important best practices shaping the way forward.
- Prioritizing Driver Experience and Customer Service Skills
What’s changing:
Companies are placing more weight on communication skills and professionalism—not just driving records. Customers expect timely deliveries and proactive updates, and drivers are often the ones handling those interactions.
Best practice:
Add customer service questions to interviews
Include situational assessments during the screening process
Provide training for jobsite etiquette and handling delivery disputes
- Embracing Digital Hiring Platforms
What’s changing:
Traditional job postings aren’t cutting it. In 2025, more companies are using specialized apps and platforms that target drivers directly, allowing them to apply, upload credentials, and schedule interviews on the go.
Best practice:
Use mobile-friendly application tools
Partner with job platforms tailored to logistics and trade professionals
Simplify the process—fewer steps, faster response
- Streamlining Onboarding and Training
What’s changing:
New hires want to start quickly—and stay longer when onboarding is clear and efficient. Many companies are now using digital checklists, mobile training modules, and route simulations to prepare drivers faster.
Best practice:
Create a 30/60/90-day onboarding plan
Use mobile or tablet-based training for safety, paperwork, and ERP usage
Pair new drivers with experienced mentors for real-world guidance
- Recruiting Based on Transferable Skills
What’s changing:
With fewer long-term CDL holders in the market, companies are widening the net. Backgrounds in trades, warehouse logistics, or even military service are now considered strong foundations for driving roles.
Best practice:
Focus on reliability, attention to detail, and familiarity with jobsite environments
Offer training to help candidates earn required certifications or licenses
Promote career pathways for warehouse staff to transition into driving roles
- Offering Flexible Schedules and Local Routes
What’s changing:
Younger drivers value work-life balance. Long hours and unpredictable days are a turn-off for many candidates. Companies are adjusting shift structures and focusing more on local/regional deliveries to appeal to a broader talent pool.
Best practice:
Offer fixed routes, 4-day workweeks, or split shifts when possible
Be transparent about scheduling expectations during the hiring process
Highlight time-off policies and route consistency as a hiring advantage
- Using Data to Reduce Turnover
What’s changing:
Distributors are using workforce analytics to understand why drivers leave—and what keeps them engaged. From feedback tools to performance tracking, data is helping shape better retention strategies.
Best practice:
Conduct exit interviews and track turnover patterns
Use driver satisfaction surveys to identify friction points
Adjust routes, pay structures, or recognition programs based on what you learn
- Strengthening Employer Branding
What’s changing:
In a competitive labor market, your company’s reputation matters more than ever. Drivers want to work for companies that treat them well, invest in their growth, and value their contributions.
Best practice:
Showcase your driver team on social media and your careers page
Promote safety records, clean equipment, and team culture
Highlight advancement opportunities and long-term benefits
Final Thought
Hiring drivers and delivery staff in 2025 isn’t just about filling a seat—it’s about finding professionals who represent your company on the road and at the jobsite. By embracing technology, listening to candidate expectations, and building a better employee experience, distributors can attract top talent and build delivery teams that support long-term growth.
