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ii The road transport industry has 60,000 companies
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employing 600,000 employees, of whom 500,000 are drivers. The industry makes a significant contribution to the UK economy but in recent years has suffered a consistent loss of drivers who have not been replaced. It is now in desperate need of new blood.
The nature of driving work is unique in a number of ways, as it is a skilled occupation requiring expensive training, with a great deal of responsibility for vehicle and load security. The job carries a number of road safety obligations, coupled with an expected high level of customer service quality expectations, delivery dates and times and often demands autonomy with little direct supervision.
The well-documented issues facing the industry include a critical shortage of HGV drivers, which will be exacerbated by increased demand and by further regulation of drivers' workingtime. Recruitment is also becoming increasingly difficult in areas of the country where unemployment is low, and the increasing level of sophistication of transport and logistics management requires higher levels of skill. A poor image with the public and potential employees is also an issue, as is the fact that the age of the workforce is skewed towards the older driver.
With recent surveys confirming that there is nearly full employment in the drivers' market, effective recruitment and selection have never been so important. They are essential in creating a reliable workforce and reducing labour turnover, therefore reducing costs. Clearly, drivers' pay is the linchpin to succeeding in recruitment and retention.
The recent announcement from the T&G that they are looking for DO an hour for drivers by 2005—in time for the reduction in the working week—has caused many employers to fall off their chairs. The reality is that, with a reported average hourly rate in 2002 of £6.80, if pay increases follow the pattern of the past three years (with negotiations due in 2003,2004 and 2005) £10 per hour is not unrealistic by 2005. This is likely to be in addition to significantly enhanced holiday pay (actually due in 2003) and many drivers will see their pay restructured to subsume overtime that will be lost due to the working time restrictions. This is an enormous challenge for many operators but one that must be addressed.
The 2002 RHA/IDS survey, published in November, confirmed what we all knew: employers cite low rates of pay, long hours and poor working conditions as the most prevalent reasons for driver turnover, and as reasons for leaving the industry. In the longer term, it is likely that the introduction of the Working Time Directive will at least positively address these issues (regardless of the other problems it may bring) and driving will again become an attractive career option, So what does the future hold for the industry? Other direc tives on vocational training, digital tachographs, young workers and age discrimination, to name but a few, will all have an impact on drivers. Employers will need to consider sourcing from previously disregarded pools, eg part-timers, minorities, ex-offenders etc. The need to offer appropriate reward packages will be paramount.