Solving the Truck Driver Shortage With an Internal Training Program

‘Grow Your Own’ Internal Driver Programs to Solve the Truck Driver Shortage from Within
This guide is designed for fleet supervisors, HR managers, and logistics executives addressing the growing issue of driver shortages through internal training strategies. The trucking industry is short over 80,000 drivers today, and the American Trucking Association projects that this figure could reach 160,000 by 2030. It is projected that within a decade, over 1.2 million new drivers will be needed. Truck driver shortage solutions training, already a necessity for many organizations, will become that much more imperative.

Background

Hiring experienced drivers has become increasingly difficult. The demand for drivers so exceeds current availability that many companies have found that the only way to secure long-term staffing is to develop new drivers in-house. By recruiting individuals without CDLs and providing the training needed to get them on the road, companies are committing to a “grow-your-own” CDL driver strategy. Internal training programs are quickly becoming a strategic necessity.
Chris Schmus, an executive with PDL Drivers, Inc., shared that “hiring experienced drivers is next to impossible. I have to grow my own.” From large carriers to small regional fleets, the approach toward internal development is replacing the recruitment approach held prior.

How Internal CDL Programs Work

The basic concept is straightforward: identify employees without a CDL in non-driving roles and train them to become licensed commercial drivers. This approach opens up new possibilities, instead of relying solely on experienced truckers. Organizations shift workers from warehouses, docks, or other departments or hire newcomers and train them to drive professionally. Companies launch CDL training programs sponsored by the fleet that typically:

Cover training costs of new drivers
Use internal trainers or partner with local schools
Provide paid instruction time, often with a work-commitment contract
Fast-track trusted employees from warehouse or support roles to the driver’s seat

Industry-Wide Momentum

Multiple sectors are adopting this model:

Walmart launched its Private Fleet Development Program in 2023, training over 250 store employees. Many employees who train, graduate, and obtain a Class A CDL earn over $100,000 annually.
Sysco, the United States’ largest foodservice distributor, opened 10 regional Driver Academies (within nine months!) that promote warehouse workers into CDL positions.
PDL Drivers, a regional carrier, now trains employee referrals, friends, and family of the staff using mentorship models to guide trainees through the licensing process.

We’ll discuss these companies’ experiences in more depth shortly.

Why It Works

Broadens the Talent Pool – Recruiting from warehouse workers and non-CDL staff increases driver availability.
Improves Retention – Drivers who are offered internal training opportunities are often more loyal and statistically less likely to leave the company.
Boosts Company Culture, Fit, and Safety – Drivers learn policies and expectations specific to the company from the start.
Scales by Size – The overall model can scale from a single student program with a local school to entire internal training academies.

Case Study: Walmart

Due to driver scarcity, Walmart made the decision in 2022 to tap into its massive associate workforce. It offered its store and warehouse employees with strong records a fully paid 12-week CDL course. By creating a Private Fleet Development Program, Walmart trained its store and warehouse associates (with no prior CDL experience) to become truck drivers by learning from company instructors and earning their Class A licenses. Upon graduation, employees transitioned directly into well-paying jobs in Walmart’s private fleet. Walmart reported in early 2023 that in the program’s first months, 56 Walmart associates completed the training and are now behind the wheel of Walmart trucks. Walmart then expanded the initiative nationwide and set a goal of producing over 250 new drivers in 2023 through its internal pipeline. Walmart’s drivers can make over $100,000 in their first year without incurring schooling costs. “Many employees have wanted to become drivers but were deterred by the time and expense of training required,” noted Fernando Cortes, Walmart’s vice president of transportation. He added that covering those costs has opened new doors for its workforce. Early results have been promising:

56 drivers trained in the first months
Over 250 drivers produced in one year
High retention and morale boost, as employees’ careers advanced internally

Private fleet operators in other industries are seeing similar success. Sysco, the nation’s largest foodservice distributor, developed a driver shortage fleet strategy by rolling out a network of internal CDL training academies. The company launched its first “Sysco Driver Academy” in 2021 to turn warehouse employees and other staff into delivery truck drivers. After a pilot program proved effective, Sysco rapidly opened 10 regional driver training centers in just nine months and completed a national rollout by late 2022. “We’re proud to be the first foodservice distributor to offer in-house training to existing employees to help them advance their career at Sysco by becoming CDL-certified drivers,” said Marie Robinson, Sysco’s Chief Supply Chain Officer. She also noted that the company is “thrilled with the impact of the program and the benefits it’s providing to our associates and our customers” (Cisco Corporation, 2022).

Smaller fleet operators are adopting “grow your own” methods as well. Trucking companies that can’t afford in-house training often partner with a local truck driving school or community college, sponsoring students in exchange for a work commitment. Others have adopted mentorship-based training: a senior driver teaches a trainee (often a friend or family referral of a current employee) until they test for the CDL. One Midwest regional carrier faced with dozens of empty trucks began recruiting family and friends of its staff and training them. “We have a minimum of 100 unfilled orders weekly… It’s difficult,” said Casey Crangle of PDL Drivers Inc. The company has 150 drivers today but could employ 100 more if it could find them. This homegrown approach is now meeting some of PDL’s driver needs and keeping their business moving.

Challenges to Address

Launching and maintaining an internal driver training program to fill vacancies not only requires startup planning; it also requires an initial financial investment and continued administrative oversight. Upfront expenses can include acquiring vehicles for training purposes, hiring or assigning certified instructors, securing adequate insurance, and purchasing or developing curriculum materials.

All training must meet federal Entry-Level Driver Training (ELDT) standards and be registered in the FMCSA’s Training Provider Registry (TPR). This compliance must be managed meticulously to avoid penalties and ensure that graduates are eligible to take the CDL skills test. Companies must be prepared to track trainee progress, measure outcomes, and adjust programming based on performance data.

Even so, for many fleets, the long-term payoff far exceeds the upfront challenges. Companies that commit to developing their own drivers typically report lower turnover, improved loyalty, a more reliable talent pool, and more stable day-to-day operations. Internal training programs must be approached as a long-term workforce development strategy that builds strength from within.
While promising, in-house training requires investment and planning:

Upfront costs: Equipment, instructors, and insurance
Compliance: Meeting Entry-Level Driver Training (ELDT) requirements
Program management: Tracking progress and evaluating results

Still, the long-term payoff in reduced turnover, improved driver pipelines, and stabilized operations often outweighs these concerns. Please check out our article that outlines and thoroughly describes the steps necessary for creating your own organizational training school: https://driving-tests.org/build-effective-cdl-training-program/

Key Takeaways

The U.S. is facing a severe and growing truck driver shortage.
Internal CDL training offers scalable, high-retention solutions.
Companies like Walmart and Sysco have proven that investing in people works.
Whether you train one or 100 drivers, your next hire might already be working for you.

Regardless of fleet size, investing in internal development turns your in-house potential into performance. In many cases, your next great hire might already be on your payroll and looking for opportunities to grow.

How Driving-Tests.org Can Help You

The demand for drivers in the U.S. far exceeds the current pool of available drivers with CDLs. Many companies are finding that the only way to cover their driving needs without interruption is to “grow their own.” Incorporating Driving-Tests.org’s CDL Premium Corporate platform into your program is advantageous to learners and especially helpful in creating a well-rounded approach for your employees. It also provides these advantageous features:

Comprehensive CDL Test Preparation: Access to up-to-date practice tests and study materials aligned with FMCSA guidelines.
Progress Tracking and Reporting: Easily track each driver’s progress and test results to streamline record-keeping.
Multi-User Management: Add and remove drivers or training coordinators quickly; keep everyone accountable with assigned modules.
Engaging Mobile-Friendly Content: Drivers can study on their own schedule, reducing classroom time and improving pass rates.

By integrating proven online learning tools with practical test preparation, your home-grown drivers will be well-equipped to pass their official knowledge tests on their first attempt.

References
American Trucking Associations. (2023). Truck driver shortage analysis 2023.
Bartz, W. (2023). Interview with Fleet Owner on recruitment trends. Fleet Owner Magazine.
Costello, B. (2023). ATA chief economist statement on the driver shortage. American Trucking Associations.
DriverReach. (2023). Trends in driver recruiting and retention.
Sichterman, S. (2022). Growing drivers from within: A strategy to combat the shortage. ConversionU Blog.
Schmus, C. (2023, June 12). Interview on in-house CDL programs. CBS 58 Milwaukee.
Sysco Corporation. (2022, December 1). Sysco expands Driver Academy program nationally.
Walmart Inc. (2023, February 7). Walmart’s Private Fleet Development Program grows in-house drivers.
Zdrojewski, D. (2023, June 12). Commentary on training demand at MATC. CBS 58 Milwaukee.

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