The driver shortage in the logistics industry has been a growing issue for a number of years. There has been a considerable lack of new drivers able to replace the growing number of people who leave the sector to pursue other careers or retire.
There has also been a severe decline in those learning at the age of 17, with more and more people choosing to put off learning until later, or not learning at all. As the overall cost of driving goes up, the incentive to learn to drive goes down. This means that there has also been a severe decline in young blood entering the industry due to the lack of any driver’s licence.
As online shopping continues with its upward trend, so does the number of parcel deliveries.
Retailers such as Amazon, ASOS and Argos are seeing their online traffic and purchases rise each year and with the orders comes the need to deliver.
Companies such as DPD, Yodel and Hermes are delivering millions of parcels to work and home addresses, but the problem of lack of drivers is putting a bigger strain on courier and parcel delivery companies.
Fewer entrants
But with fewer and fewer entrants looking to seek a career in logistics and haulage, the situation has been exacerbated and it has fallen on the fleet and logistics industries to try and help find a solution to this ever-growing problem.
FORS, the Fleet Operator Recognition Scheme, has redoubled its efforts in addressing the transport industry’s ongoing issue of a shortage of drivers. The latest FORS Standard 4.1, which was released to FORS members in September 2016, now outlines the requirement for Gold members to employ a strategy or plan to encourage new drivers to enter the industry, helping to fill the desperate need.
Time and money
As the overall cost of driving goes up, the incentive to learn to drive goes down.
A barrier seen by many is the need to fill safe urban driving training requirements, which can take a significant amount of time and monetary investment. This is where FORS-accredited operators are particularly attractive to potential drivers, as FORS members have access to funded training opportunities as part of their membership.
FORS-accredited companies also demonstrate improved working environments, as they must meet strict health and safety criteria to become accredited. For example, demonstrating that policies and procedures are in place to manage both drivers’ hours and total working time.
However, FORS has now specified that companies wishing to become, or be re-accredited as, a Gold member must have a strategy in place to encourage new drivers into the industry. By offering training and creating a career path for young drivers, FORS members can help to encourage a new intake.
With experts estimating a shortage of about 45,000 drivers, the deficit continues to be a recurring problem for the industry over the past decade.
Lack of work experience is seen as a main stumbling block for many looking to recruit new drivers, as those new into the industry are unlikely to have the correct level of driving experience or knowledge required for the job.
New initiatives
This is why a number of operators have taken the initiative to start offering apprenticeships and work experience schemes. This not only helps give young drivers a kick-start in their careers, but it also means that fleet operators can invest in people who will likely be an asset to their company in years to come. FORS is encouraging members to improve working conditions and take driver welfare seriously.
