The shortage of drivers has become a pressing issue for many employers in the bus and coach industry. Research in 2023 stated that the vacancy rates in the coach industry are currently 12.5%, while for buses it’s 6.5%. This follows Department for Transport (DfT) figures published in 2022 that showed a 9.5% shortage of local bus drivers in Great Britain, with the biggest deficit in Scotland (14%).
It’s clear that employers need to take action. The question is, how?
Here we discuss four accessible strategies that may help your company to overcome the shortage of bus and coach drivers (also known as PCV/PSV drivers).
- Enhance employee engagement
With a driver skills shortage, it is essential to retain the talent you already have. That comes down to being a great place to work. But different drivers will have different motivations.
Some may want an employer that offers clear and regular recognition. Performance incentives and employee recognition programmes, such as a ‘Driver of the Month’ award, may help maintain morale and encourage loyalty. Positive feedback from managers and supervisors should also not be overlooked.
Others may prioritise workplace benefits. Of course, an adequate salary is just the start. Support with childcare, flexible working, health insurance, pension plans, or gym memberships, to name but a few, can make your company an appealing choice for the long term.
Though bus and coach drivers interface with the public frequently, time on the road can make some feel isolated from colleagues. Finding ways for drivers to connect and socialise with other employees may help some drivers feel part of a bigger team, enhancing their satisfaction in the workplace.
If you’re not sure of the best strategies to put in place, why not conduct a survey among your PCV/PSV drivers to find out what would engage them most?
- Prioritise career development
Investing in the professional development of bus and coach drivers enhances their skills. However, it also demonstrates a commitment to their growth. Consider how ongoing training programmes could contribute to the drivers’ career advancement and job satisfaction.
This might mean making better use of Driver CPC hours. For instance, by choosing fresh and relevant topics that really benefit them. But it could also mean offering training beyond what is legally required. For example, workshops on soft skills, such as problem solving, communication, or time management.
Drivers with the right skillset, may also be well placed to take on extra responsibilities. Experienced drivers with strong communication skills may be ideal candidates to train as a Bus Assessor or Coach Assessor. Conducting these assessments, whether as part of the recruitment process or for ongoing quality assurance, can often be done alongside driving duties. This gives clear career advancement, and adds variety to the role, which can increase job satisfaction.
Showing that you have progression opportunities may also make your company stand out in a competitive recruitment market. With a limited pool of drivers, it’s imperative to show that you’re an employer where their career can develop.
- Showcase the benefits
Different jobs suit different people. Not everyone wants to sit in an office, or carry out manual labour. Driving a bus or coach is, of course, ideal for those who enjoy driving. And is a good choice for those who don’t want to look at the same view out the window every single day.
Buses and coaches also provide an important service, helping people get where they need to be. It is a role that is essential for public infrastructure, and drivers should feel they serve an important purpose. The potential to talk to lots of different people every day may also be a draw to those with outgoing personalities.
Driver roles are also incredibly varied. Some have part-time hours, some work on local routes, some drive internationally. There are options depending on the individual’s preferences. In the UK, drivers can also often expect to earn above the average annual salary.
However, many potential drivers may not be aware of these benefits. Creating a positive image of the profession is key to help promote driver roles to new talent. And encouraging a pipeline of new drivers will be key for closing the driver skills gap.
Consider how you can communicate these benefits in your recruitment campaigns. But also in your company’s presence in general, such as on your website and via your social media channels.
- Bring training in-house
Generating interest among candidates is only the first step. Bus and coach drivers must hold the correct qualifications and licenses to take on a role. Some individuals looking to enter the profession will seek out their own training. However, this incurs costs to the individual. It is not a strategy that the transport industry can rely on to overcome driver shortages.
So, what is the alternative? Training your own drivers in house is a great option for many companies.
With in-house Bus Instructors and Coach Instructors in your business, you have the ability to deliver the training to help drivers prepare for the DVSA tests. You have complete control over who you train and when, without having to rely on availability from third-party trainers.
Having Bus and Coach Instructors on your team also means you have ready access to resource to deliver ongoing Driver CPC Periodic Training, as well as any post-assessment/incident remedial training. This helps keep your existing drivers on the road.
Book Bus Assessor and Bus Instructor training
The bus driver shortage is a complex challenge and there is no instant solution. Creating an environment where bus driving is not just a job but a fulfilling and rewarding career choice may take time. However, you can get started by training your Bus Assessors, Coach Assessors, Bus Instructors, and Coach Instructors. Courses delivered by industry ‘train the trainer’ experts are available now at the RTITB Instructor Academy.
Why not contact our friendly team to discuss your requirements? Email academy@rtitb.com or call us on +44(0)1952 520214.