We’ve been talking a fair bit about the impending HGV driver shortage recently. If you’ve not yet heard about this, it’s something that we’ve been anecdotally aware of for a long time, but has been clearly articulated by the figures in the Road Haulage Association’s report at the start of the year. In short, the RHA estimates the industry will need around 40,000 new HGV drivers every year for the next five years. It comes down to a workforce predominantly nearing retirement age coinciding with a predicted increase in haulage demands across industries.

There are a few aspects that can play key roles in averting a shortage of drivers. Improved rest stop conditions and training incentives are up there. Here, we want to look at an activity that’s been rather underplayed; that’s collaboration and upskilling. By forging productive partnerships with HGV training providers, businesses can approach upskilling their existing workers to become drivers in a structured way.

So how will this collaboration help, and what can businesses do to kickstart a collaborative strategy?

The challenge

The driver shortage isn’t just about stats and graphs, it represents a fundamental shift in the logistics industry. The workforce demographics tell a compelling story: many experienced drivers are nearing retirement age, whilst fewer young people are entering the profession.

This coincides with increased demand for freight transport. Growth in e-commerce, changing supply chains, and post-pandemic recovery have all contributed to higher haulage requirements. Far from being the short term issue of 2020, there’s now a widening gap between driver availability and industry needs.

For businesses relying on freight transport, then, this shortage translates into delayed deliveries, increased costs, and potential customer complaints and damage to brands. The ripple effects extend far beyond the logistics sector, impacting retail, manufacturing, and construction industries.

Powerful partnerships

Collaboration between businesses and training providers offers a targeted solution to this challenge. Rather than competing for a shrinking pool of qualified drivers, organisations can work with training providers to create their own talent pipeline.

There are so many benefits to this approach. Businesses gain access to skilled drivers who understand their specific operational needs. At the same time, training providers build ongoing relationships, getting to know the specific requirements and personnel of their clients. With the ongoing CPC training requirements for professional drivers, this consistent support is really valuable. 

The partnership model also addresses one of the biggest barriers to driver recruitment: awareness and understanding of HGV driving as a profession. When businesses collaborate with training providers, the result is clear career development that’s really attractive to an ambitious young workforce. 

Upskilling programmes

Successful collaboration starts with identifying the right candidates for upskilling. Many businesses already employ people with relevant experience, like warehouse workers, delivery drivers, or logistics coordinators. These people understand the industry but lack HGV qualifications.

It’s often these employees who make excellent candidates for driver training. They’re familiar with company procedures, understand customer expectations, and have demonstrated reliability in related roles. By partnering with training providers over the long term, businesses can offer these employees a clear career progression path.

The key to successful upskilling lies in having a well structured programme design. Training providers can work with businesses to create tailored courses that combine HGV instruction with organisation specific requirements. This approach means that new drivers are ready to hit the ground running.

Financial structures are important to structure well from the outset. Businesses might fund training costs in exchange for employment commitments, whilst training providers can offer competitive costs, flexible payment options, or apprenticeship schemes. This shared investment model reduces the potential barriers that individuals might experience and at the same time ensures that the business secures skilled workers.

Building relationships

The most successful collaborations extend beyond individual training programmes. Long term partnerships allow businesses and training providers to develop comprehensive programmes that evolve and are refined as time goes on. 

Training providers can adapt their courses based on feedback from businesses about graduate performance. Meanwhile, businesses can plan their workforce development around training provider capacity and schedules.

These relationships also create opportunities for ongoing professional development. Experienced drivers can return for their periodic CPC courses, additional certifications, hazardous materials training, or other specialised vehicle qualifications. This continuous learning approach helps retain skilled drivers within the business as it offers personal development.  

Practical implementation

Starting a collaborative partnership requires careful planning and clear communication. Begin by searching for providers with strong reputations and relevant experience. Look for organisations that offer flexible programme options and demonstrate willingness to customise their approach.

  • Identify the right training providers – Experienced and knowledgeable training schools with national coverage and tailored course plans.
  • Discuss your needs – A good training partner will tailor your courses to ensure the business skillset, participant numbers, and timelines are met.
  • Begin a pilot programme – This approach allows both parties to test the partnership model and make adjustments before scaling up.
  • Measure success and continually evolve – Track key metrics including pass rates, job placement success, and employee retention.

As with all business partnerships, it’s important to take time to set up a structure that works for both parties. Part of this is down to the business choosing a good training provider, and part of it is achieved through transparent, pragmatic communication between parties. At Easy as HGV we’ve experienced in providing our services to businesses, so can offer the guidance to make sure our programmes get off to a great start. 

Partnerships that future proof

The driver shortage won’t disappear overnight, but a collaborative approach will provide sustainable solutions for the long term. By working together, businesses and training providers can create resilient talent pipelines that meet industry needs.

At Easy as HGV, we believe that these partnerships will position both parties well for future challenges. As vehicle technology develops and new regulations emerge, established collaborative relationships mean that partners can adapt quickly and maintain their position in the industry. 

Success requires commitment from everyone. Businesses must be willing to invest in workforce development, training providers ready to customise their programmes, and individuals motivated to advance their careers. With these three factors clearly evident, we want to forge this approach as the best practice that we believe it is. 

If your organisation is ready to explore partnership opportunities, contact us at Easy as HGV today to have an exploratory conversation.