Yana Narynska

OPTIMIZING DRIVER RECRUITMENT FOR SMALL TRUCKING COMPANIES: THE SLTM SYSTEMATIC APPROACH

Introduction

Optimizing driver recruitment for small trucking companies: the sltm systematic approach. Optimize driver recruitment for small U.S. trucking companies using the SLTM system. Enhance efficiency, workforce stability, and reduce 80% driver turnover with strategic HR.

Abstract

Abstract. The article focuses on optimizing the driver recruitment process in small U.S. trucking companies through the implementation of the SLTM (Strategic Logistics Talent Marketing) system approach. The purpose of the article is to enhance the technology of driver recruitment in small trucking companies by introducing innovative managerial practices aimed at improving recruitment efficiency and workforce stability. The study employs general scientific research methods, including analysis and synthesis, induction and deduction, comparative and system-structural approaches, the method of generalization, and elements of strategic modeling. The results show that small trucking businesses play a crucial role in the U.S. heavy logistics sector, providing nearly 95% of all freight transport and ensuring the operational efficiency of regional deliveries. It is concluded that despite their vital importance to the economy, these companies remain vulnerable due to increasing operating costs and a shortage of qualified drivers. The study finds that driver turnover in the for-hire trucking segment reaches 80%, directly affecting contract stability and logistics performance. The recruitment process in small trucking companies is shown to have a multi-level structure based on a personalized approach to candidates, covering all stages from sourcing to retention. Six key stages of the recruitment cycle are identified, including employer branding, motivational and needs-based approaches, HRM development, and the creation of socially stable working conditions. The study proves that reducing staff turnover depends not only on financial motivation but primarily on the quality of communication, trust, and partnership between management and employees. The practical significance of the study lies in the potential application of the SLTM system to enhance workforce stability and HR management efficiency in small trucking companies.

Review

The article "OPTIMIZING DRIVER RECRUITMENT FOR SMALL TRUCKING COMPANIES: THE SLTM SYSTEMATIC APPROACH" addresses a critical challenge facing the U.S. logistics sector: the high driver turnover and recruitment inefficiencies prevalent in small trucking companies. The authors introduce the Strategic Logistics Talent Marketing (SLTM) system with the stated purpose of enhancing recruitment technology and fostering workforce stability within these vital businesses. The abstract compellingly highlights the paradox that while small trucking firms constitute nearly 95% of freight transport and ensure regional operational efficiency, they are simultaneously vulnerable to increasing operating costs and a severe shortage of qualified drivers, culminating in an alarming 80% driver turnover in the for-hire segment. This contextualization effectively sets the stage for the proposed SLTM solution, which aims to provide a structured, multi-level approach to driver recruitment from sourcing through retention. The study outlines a methodology employing general scientific research methods, including analysis, synthesis, induction, deduction, comparative and system-structural approaches, generalization, and strategic modeling. While broad, this scope suggests a comprehensive theoretical foundation for the SLTM system. The abstract details six key stages of the recruitment cycle, emphasizing elements such as employer branding, motivational and needs-based approaches, HRM development, and the creation of socially stable working conditions. A particularly noteworthy finding is the assertion that reducing staff turnover is not solely dependent on financial motivation but primarily on fostering high-quality communication, trust, and partnership between management and employees. This shifts the focus from purely transactional incentives to relational and cultural factors, offering a more holistic perspective on retention. The practical significance of this research is evident in its potential to offer small trucking companies a structured framework to combat driver shortages and high turnover rates, thereby enhancing workforce stability and HR management efficiency. By identifying and detailing a multi-level recruitment process centered on personalized approaches and non-financial motivators, the SLTM system presents a valuable conceptual model for an industry in dire need of innovative solutions. While the abstract effectively establishes the problem, outlines the proposed system, and presents key conclusions, a full evaluation would benefit from deeper insights into the empirical application and measurable outcomes of the SLTM system. Nevertheless, the article’s timely focus on a critical economic sector and its emphasis on systemic, relationship-driven solutions make it a highly relevant and potentially impactful contribution to human resource management in logistics.

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