Driver Hiring in a Changing Market

In 2026, the freight market began to change, with driver need increasing sharply. What do you think might have caused this change?
Rodney: Recent months have shown us how the freight market reacts to a reduction in driver capacity. The aging driver population has been a concern for a while, but now we’re also seeing factors like cabotage, non-domiciled CDL drivers and English Language Proficiency (ELP) requirements cause even more capacity to leave the market. Some companies with private fleets are already faced with this new reality.

What toll does driver hiring and training take on a private fleet?
Rodney: As a private fleet’s drivers begin to retire, fleet owners will experience the difficulties and hidden costs of replacing them. This includes everything from higher recruiting and advertising costs to the time and resources required for DOT compliance, orientation and training.

How does J.B. Hunt handle the truck driver hiring process?
Rodney: J.B. Hunt is built to hire, train and retain the most qualified drivers in the industry. For years now, we’ve been very intentional in the way we invest in our drivers and our hiring process. Now, that strategy allows us to respond quickly to changing market conditions. Our robust database of CDL drivers tells us who’s in the market and where, so we can work to recruit them when they’re needed. We also train through an entry-level program, creating new drivers who are immersed in our safety standards from day one.

What’s a common question you hear from companies thinking of outsourcing their private fleet?
Rodney: When we talk to companies about outsourcing their fleet, they are often concerned about driver retention. One thing we hear consistently is, “Can I keep my drivers?” Our answer is yes. We want to retain good drivers. We wouldn’t be in business without them. Drivers also have valuable knowledge about how our customers do business.

Tell me about the process of private fleet conversion. What does that look like on your end?
Rodney: Every time we work with a new customer, we collaborate on detailed SOPs and account-specific training programs. Our on-site managers use these to make sure we deliver the service and safety their end consumers deserve, all while supporting drivers as their daily point of contact.

In your experience, how do drivers react to the news their company has outsourced their fleet to J.B. Hunt? Does that affect driver retention?
Rodney: We understand that many are going to be skeptical at first. But once drivers get to know us and experience the support we provide, we typically retain a very high percentage of them.

What kind of investments have you made in drivers and your hiring process?
Rodney: We invest in drivers with competitive pay, benefits and technology that helps them do their jobs safely. We also offer advantages they may not find at other companies, including scholarship opportunities for their families, safety awards like our annual Million Mile Celebration and an avenue to transition into a different career path if their needs change.

How does that investment benefit your customers?
Rodney: For our customers, this means that when they need more drivers, we ramp up hiring and get them more drivers. If they need to scale down, we flex drivers to other accounts, creating steadier pay for drivers and cost savings for the customer.

Why does J.B. Hunt value drivers so much?
Rodney: Drivers are the backbone of everything we do. They’re the face of our business – and yours. We want to take care of them so they can keep taking care of our customers.