Finding Truck Drivers: 5 Levers Against the Driver Shortage That Sit in Your Hiring Process

Finding truck drivers won't get easier in 2026 – but many hauliers don't lose suitable drivers to the market, they lose them in their own hiring process. If you call back after several days, you reach a driver who has already signed elsewhere. Here is what the data says about the driver shortage, and five levers that turn the applications you already get into more hires.

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The situation: the driver shortage is a demographic problem

In its Global Driver Shortage Report 2025, the road transport organisation IRU counts around 2.9 million unfilled professional driver positions across the markets it surveyed. In Europe alone, more than 502,000 truck driver jobs were unfilled in 2025 – a shortage rate of 13%. And the pressure keeps building: IRU expects around 660,500 European drivers to retire within the next five years.

In the US, the Bureau of Labor Statistics projects about 214,500 openings for heavy and tractor-trailer truck drivers every year through 2035 – most of them to replace drivers who retire or leave the job.

In plain terms: the pool of experienced, licensed drivers shrinks every year. Anyone hiring truck drivers today competes with every other haulier, parcel service and building supplier in the region for the same people.

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The overlooked problem: applications go nowhere

Most advice on the driver shortage recommends better pay, new trucks, referral bonuses and recruiting abroad. All of that is valid. But it overlooks what happens to the applications that are already coming in.

Our own study "Applying as a Slot Machine" (Bilendi, July 2026, 1,044 job seekers) shows how applicants experience that: 65% see hiring processes as a black box, and 59% struggle to reach the employer when questions come up.

For drivers, this matters twice over. A long-haul driver is on the road all day and applies during a break at a rest area or in the evening from the cab – on a smartphone. He often can't take a callback during office hours. By the time your dispatch team reaches him, a competitor has already invited him to meet.

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5 levers to hire more drivers from the same applications

None of these levers needs a bigger budget for reach. They work where applications get lost today: between arrival and the first conversation.

1. Reply within minutes – including evenings and weekends

The first response decides whether an application stays alive. Drivers apply when they have time: after their shift, during rest periods, at the weekend. An automatic confirmation isn't enough. Applicants need a personal reply with a concrete next step.

2. Only ask for what matters to the decision

For first contact you don't need a cover letter or a polished CV. What counts is a short list of verifiable points: the right licence (for example C/CE in Europe or a Class A CDL in the US), proof of professional qualification where required (such as Code 95 in the EU), dangerous goods certification if needed (ADR or a HazMat endorsement), experience in local, regional or long-haul transport, and the earliest start date. Asking these questions in a standardised way saves time and treats every applicant the same.

3. Talk via messenger – in the driver's own language

Drivers use messaging apps like WhatsApp in their private lives, not career portals with passwords. Many hauliers employ drivers from other countries or recruit abroad. A hiring process that works via messenger and in the applicant's native language lowers the barrier significantly. Use a privacy-compliant setup such as the WhatsApp Business API rather than private work phones.

4. Be specific about the job

"Attractive pay" and "modern fleet" appear in every job ad. Drivers want to know: Which routes? Home every night or at weekends? Which vehicle? Who loads and unloads? What exactly is the pay? Answering these questions immediately and honestly filters out poor matches early and builds trust with the right ones.

5. Let drivers book their own appointment

In many companies, the back-and-forth over an interview slot takes longer than the interview itself. After pre-screening, offer open slots straight away – including early mornings, evenings or Saturdays, when drivers are actually free. Reminders the day before reduce no-shows.

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Why this is hard to do without automation

The five levers sound obvious. In practice, they fail on day-to-day reality: the dispatcher plans routes, the branch manager handles customers and the fleet, and HR looks after several sites. Applications arrive when nobody is in the office – and sit there until Monday.

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How Paul's job puts the five levers into practice in logistics

Paul's job is an agentic recruiting platform: AI agents run the hiring process from first contact to the appointment – for driver, warehouse and delivery jobs. In practice:

Instant reply on every channel

Whether an application comes in via WhatsApp, the careers page, email or classified ads, Paul replies instantly, around the clock and at weekends – and can handle hundreds of applications at once. Read how this works for classified ads in "Paul fetches applications from classified ads directly into WhatsApp".

Licence and document checks

Licence categories and work permits are checked directly in the chat. Applicants simply upload documents as a photo or PDF. If something is missing, Paul follows up.

AI interview with language assessment

Structured AI interviews cover experience, route preferences, availability and shift willingness, and assess language level – in 20 languages. The result is a comparable scorecard for every application, using the same criteria for everyone.

Appointments straight into the branch calendar

Paul schedules interviews and sends reminders. Dispatchers and branch managers only see screened drivers who already have an appointment. From first contact to a confirmed appointment takes under 15 minutes.

Support during the first weeks

After the offer, Paul answers questions about routes, shifts and processes – exactly the phase in which a new driver decides whether to stay.

You decide how far Paul goes: from pre-screening to a hiring recommendation or the offer itself. Applicants are open to this: in our study, 54% prefer AI-supported pre-screening based on verifiable criteria over a traditional review of documents. Paul's job is GDPR-compliant and certified to ISO/IEC 27001:2022. Learn more on our page for logistics and transport.

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Frequently asked questions

The key answers on finding truck drivers at a glance.

How big is the truck driver shortage?

According to IRU, more than 502,000 truck driver jobs were unfilled in Europe in 2025, and around 660,500 European drivers are expected to retire within five years. In the US, the Bureau of Labor Statistics projects about 214,500 openings for heavy and tractor-trailer truck drivers every year through 2035.

Where can I find truck drivers fastest?

In the applications you already have. Before you put budget into new channels, check two metrics: how long it takes to send the first personal reply, and how many applicants go silent after that.

Which documents do I need from a driver for pre-screening?

For pre-screening, a licence in the right category, proof of professional qualification where your country requires it, and – if relevant – dangerous goods certification and a work permit are enough. A cover letter isn't necessary.

Does recruiting via messaging apps work for drivers?

Yes – especially for drivers who are on the road all day and can't take calls during office hours. It requires a privacy-compliant setup such as the WhatsApp Business API.

Will AI replace the dispatcher in recruiting?

It takes work off their plate. AI can run the entire hiring process – from first contact through pre-screening and interview to a hiring recommendation. How far you automate is up to you. Dispatchers and branch managers gain time for routes, drivers and customers.

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Want to see how this works for your company? Book a demo – we'll walk you through the process using your own vacancies.