Nova Scotia carriers recruit truck drivers through overseas internships
In the realm of transportation, the challenges of recruiting qualified truck drivers have become increasingly complex for companies in Nova Scotia. Faced with a tight labor market, these carriers are innovating their hiring processes to attract talent, both locally and internationally. This article delves into the strategies that Nova Scotia trucking companies are employing to overcome these obstacles and secure the drivers they need to keep their operations running smoothly.
As the demand for truck drivers grows, so do the methods used to recruit them. Companies are tapping into diverse strategies, such as international recruiting, internships, and leveraging technology to enhance training and retention. Let’s explore how these approaches are shaping the trucking landscape in Nova Scotia.
- Competition for workers in the trucking industry
- Becoming a preferred employer
- Innovative internship programs in trucking
- Maintaining a high success rate in training
- Seeking flexible or multi-faceted drivers
- Job opportunities for international candidates
- Average earnings for truck drivers in Nova Scotia
Competition for workers in the trucking industry
The trucking industry in Nova Scotia is currently navigating a highly competitive labor market. With an unemployment rate of 12.1% for transport truck drivers in Atlantic Canada, it may seem counterintuitive that companies are struggling to find qualified candidates. However, the reality is that many trucking firms are competing not only with each other but also with sectors like healthcare and construction for a limited pool of talent. Craig Faucette, COO of Trucking HR Canada, highlighted that the vacancy rate for truck drivers in the region is around 2.9%, indicating a pressing need for skilled drivers.
Trevor Bent, CEO of Eassons Transport, emphasized the importance of proactive strategies in attracting talent. The company sends teams of recruiters abroad to conduct interviews and road tests before hiring decisions are made. This not only helps them secure experienced drivers but also enhances their reputation as a global recruiter.
Becoming a preferred employer
To address recruitment challenges, companies are focusing on becoming preferred employers. Chris McKee, executive director of the Atlantic Provinces Trucking Association (APTA), explained that the preferred employer program allows companies with good standing to expedite the immigration process for foreign drivers. This competitive edge is crucial in a tight labor market.
Classic Freight Transport exemplifies this approach by not only hiring foreign workers but also implementing an internship program aimed at local talent. Utilizing a state-of-the-art simulator, they offer practical training that enhances the skill set of their drivers. Todd Seward, vice president and general manager of Classic Freight Transport, believes that this diversified methodology plays a vital role in improving both recruitment and retention rates.
Innovative internship programs in trucking
Classic Freight Transport's 12-week internship program is a prime example of innovative thinking in driver recruitment. Collaborating with the Trucking Human Resource Sector Council (THRSC) Atlantic, the company has identified educational institutions that support their training initiatives. Students undergo eight weeks of training, followed by four weeks of hands-on experience at participating companies.
Key features of the internship program include:
- Support letters issued to selected candidates before training begins.
- Opportunity for candidates to subsidize training costs through funding from THRSC.
- Weekly allowances for trainees, along with financial support for work attire.
Kelly Henderson, THRSC Atlantic’s executive director, noted that the program not only meets but exceeds the mandatory entry-level training standards, boasting a 90% success rate with 200 to 300 students graduating annually. This impressive figure underscores the effectiveness of the program in preparing new drivers for the industry.
Maintaining a high success rate in training
The internship program at Classic Freight Transport also involves rigorous evaluations. Representatives from the company visit schools to place interns with experienced driver coaches, ensuring that each candidate receives thorough training. After the internship, if candidates fit well within the team, they may be offered full-time positions. This process emphasizes the importance of continuous training, which often includes the use of simulators and virtual reality for those needing additional support.
Despite these successful initiatives, not all companies in the region face the same challenges. Lighthouse Transportation, for example, operates in a different niche within the trucking sector, focusing heavily on port work. CEO Colleen O’Toole explained that their drivers often work in varying capacities, which can lead to dissatisfaction when switching between tasks.
Seeking flexible or multi-faceted drivers
To tackle the dynamic needs of their operations, Lighthouse Transportation is on the lookout for “flexi” or “multi-faceted” drivers who can adapt to various roles. O’Toole’s proactive hiring strategy includes bringing in consultants to refine the recruitment process, making it clear to potential applicants what is expected in each role.
According to Faucette, the aging workforce in Atlantic Canada adds another layer of complexity to recruitment. About 34% of drivers are over the age of 55, while only 8% are under 25. This demographic shift highlights the urgency of attracting younger talent to sustain the industry.
Job opportunities for international candidates
The international scope of recruitment is becoming a significant element of the trucking industry's strategy in Nova Scotia. Companies are increasingly open to hiring foreign workers, utilizing various sponsorship programs to facilitate the immigration process. Many of these firms, including Eassons and Classic Freight Transport, are leveraging Temporary Foreign Worker Programs and Provincial Nominee Programs to attract international talent.
Some of the requirements for foreign candidates seeking trucking jobs in Nova Scotia include:
- Valid commercial driver’s license (CDL) recognized in Canada.
- Demonstrated experience in long-haul or regional driving.
- Meeting health and safety standards set by Canadian regulations.
These initiatives not only help fill immediate job vacancies but also contribute to the long-term growth of the sector by creating a more diverse workforce.
Average earnings for truck drivers in Nova Scotia
Understanding compensation is a crucial factor for attracting new talent. Truck drivers in Nova Scotia can expect to earn competitive salaries, which vary based on experience, type of cargo, and the company. On average, truck drivers can make between CAD 45,000 to CAD 70,000 annually, depending on their qualifications and the demand for their specific skills.
This information is vital for potential candidates considering a move to Nova Scotia, as it provides clarity on the financial prospects associated with a career in trucking within the province.
To further illustrate the dynamic landscape of trucking jobs in Canada, you can explore opportunities and hear firsthand accounts through platforms like TikTok:
In conclusion, the trucking industry in Nova Scotia is evolving. With innovative recruitment strategies, a focus on training, and a commitment to diversity, carriers are tackling the challenges of securing qualified drivers. As the demand for transport services continues to grow, these efforts will play a crucial role in shaping the future of the sector.
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