Why the Industry Must Invest in Early Talent Development
The trucking industry is facing a major workforce challenge, and companies across the country are beginning to realize that the future of the industry depends on how well they connect with the next generation. In a recent episode of NextGen Talks, Lindsey Trent of the Next Generation in Trucking Association sat down with Leah Shaver, President and CEO of the National Transportation Institute (NTI), to discuss the Career Catalyst Awards and what companies are doing to build career pathways for young people entering trucking.
Trucking Can No Longer Be a “Last Resort” Career
One of the most eye-opening points from the conversation was the reality that the average age of a new entrant truck driver is now nearly 40 years old. At the same time, the current driver workforce is aging rapidly, with many experienced drivers nearing retirement. According to Shaver, the industry can no longer afford to rely on trucking being someone’s second or third career choice. Companies must begin positioning trucking as a first career choice by engaging Gen Z earlier and creating clear pathways into the industry.
Career Pathways Create Long-Term Success
The companies being recognized through the Career Catalyst Awards are investing heavily in workforce development. These organizations are building structured career pathways through apprenticeships, internships, work-based learning programs, mentoring, and partnerships with schools. Some are developing formal internship programs that expose students to multiple departments within their organization, while others are partnering directly with high schools and technical colleges to create long-term pipelines into transportation and logistics careers.
Community Engagement Matters
Both Trent and Shaver emphasized that workforce development starts within the community. Companies that are participating in career fairs, serving on advisory boards, hosting “Touch-a-Truck” events, and engaging with local schools are helping students understand the opportunities available within trucking. This type of visibility is critical because students cannot pursue careers they have never been exposed to. As Shaver explained, trucking companies are no longer just competing against other fleets for talent — they are competing against every other industry fighting for the next generation workforce.
Family Connections Can Strengthen the Workforce
One particularly interesting discussion centered around family engagement within trucking. Shaver shared that historically, many drivers entered the industry because a parent, grandparent, or family member already worked in trucking. NTI believes companies should embrace this model by creating opportunities for family members to receive training, mentorship, and onboarding support. Some companies are even helping cover CDL training costs for employees’ children or relatives, recognizing that built-in family mentorship can improve retention and long-term success.
Young Workers Want More Than a Paycheck
The conversation also highlighted how Gen Z employees are evaluating careers differently than previous generations. Younger workers want to know what opportunities exist for growth and advancement within an organization. They are looking for mentorship, communication, flexibility, meaningful work, and a healthy workplace culture. Companies that clearly articulate career progression and invest in leadership development are creating stronger employee engagement and retention. According to Shaver, young employees do not want to wonder what comes next — they want employers to help them see the future ahead of them.
Volunteerism and Company Culture Build “Sticky” Careers
Another key takeaway was the importance of volunteerism and community involvement in building strong workplace cultures. NTI encourages employees to volunteer within their communities and provides paid volunteer time off as part of its company culture. Shaver explained that organizations that support employees personally and professionally often create “sticky” careers where workers feel connected to the company and its mission. Trucking companies that encourage employees to speak at schools, participate in community events, and mentor young people are strengthening both their workforce and their local communities.
Investing in the Future Workforce Starts Today
The trucking industry’s future depends on long-term investment in people. Companies that are building workforce pipelines, creating structured career pathways, partnering with schools, and engaging with young people today will be the organizations best positioned for long-term success tomorrow. As Trent shared during the discussion, the mission of Next Generation in Trucking is not only about supporting the industry — it is about changing lives by helping students discover meaningful careers that can support their families and create successful futures. The companies recognized through the Career Catalyst Awards are proving that investing in the next generation workforce is not only possible, but essential for the future of trucking.