The driver shortage in waste management is not just a hiring problem鈥攊t is a workforce development challenge. It is time to stop looking for perfect drivers elsewhere鈥攁nd start growing them from within.
By David Smith
The waste management industry is facing one of its most critical workforce challenges: a persistent shortage of qualified CDL drivers. As the residential routes expand and the demand for timely collection services grows, the pressure to recruit, train, and retain reliable drivers has intensified. Traditional models of hiring from outside are proving less effective, and many companies are now turning inward鈥攍iterally.
How would you like to take the person off the back of the truck and put them in the driver鈥檚 seat? You likely already employ individuals who show up on time, complete their duties responsibly, and mesh well with your operational culture. These are the people who know your routes, your expectations, your safety standards鈥攁nd they represent an untapped opportunity. By investing in these frontline workers, you can grow your own drivers, reduce turnover, and build a CDL pipeline that is tailored to the long-term needs of your waste operation.
Understanding the Stakes: CDL Drivers in the Waste Industry
Waste collection is unlike other CDL-dependent sectors. Your drivers navigate tight urban streets, lift and dump heavy loads, work under strict timeframes, and serve as the public face of your company. A solid CDL driver in this context is more than someone who can pass a road test鈥攖hey must be customer-conscious, equipment-savvy, safety-focused, and reliable under pressure.
Unfortunately, CDL drivers with experience in this kind of work are hard to find鈥攁nd even harder to keep. Many waste companies report:
鈥� High turnover among externally hired drivers
鈥� Escalating wage competition
鈥� Inconsistent safety or quality standards
鈥� Difficulty finding candidates familiar with waste-specific routes and procedures
In this environment, driver development must become a strategic priority鈥攏ot an afterthought.
Photo courtesy of DLTS
Four Options for Filling a CDL Role in Waste Operations
Let鈥檚 take a look at the four most common ways to fill a CDL role, and how they apply to waste management operations.
#1: Hiring Experienced CDL Drivers
This remains the most familiar path: hiring someone who already has their license. But in today鈥檚 environment, this approach is increasingly problematic:
鈥� High wage expectations can strain operational budgets.
鈥� Turnover rates are high, especially when drivers are poached by competitors or lured by sign-on bonuses.
鈥� Driver mismatches are common, with new hires struggling to adapt to company-specific equipment or route challenges.
鈥� Little to no loyalty is built during this transactional hiring process.
In waste management, where consistency and safety are paramount, this model introduces too much volatility.
#2: Sending Employees to Traditional CDL Schools
Some companies sponsor a loyal employee鈥檚 education through a driving school. On the surface, this seems like an investment鈥攂ut hidden costs quickly emerge:
鈥� Tuition and travel expenses stack up quickly.
鈥� One-size-fits-all training does not reflect the equipment or safety protocols used in waste hauling.
鈥� Exposure to outside recruiters puts your investment at risk before it pays off.
鈥� Time off the job for 4 to 6 weeks that delays operational benefit.
When the employee returns, you often must retrain them on your equipment and your procedures鈥攄oubling your effort.
#3: Building an In-House Training Program
Waste companies can become FMCSA-registered training providers themselves, offering CDL instruction directly. This option has strategic benefits:
鈥� Training is tailored to your fleet, your safety standards, and your routes.
鈥� Your drivers learn in your culture, using your equipment.
鈥� Employees feel invested in, improving retention and morale.
However, building an in-house program comes with high fixed costs and regulatory strings:
鈥� Curriculum, recordkeeping, and audits are required under FMCSA鈥檚 Entry-Level Driver Training (ELDT) rules.
鈥� You will need to hire a qualified trainer, that during low hiring seasons may be underused鈥攁dding fixed cost to your bottom line
鈥� Or you will pull an employee from your driver pool鈥攃reating gaps elsewhere and compromising the quality of the training.
This is a powerful option鈥攂ut it takes preparation, resources, and leadership buy-in.
#4: Outsourcing CDL Training Onsite
For waste companies wanting the benefits of in-house training without the administrative burden, third-party onsite CDL training is a growing alternative. This model allows companies to train employees:
鈥� On their own equipment
鈥� At their own location
鈥� On a flexible schedule
鈥� Without maintaining year-round training staff
Because training is customized to your operation, you avoid retraining new CDL holders from traditional schools. One-on-one instruction from a qualified trainer also accelerates skill-building, often reducing training time to 25 percent of that required by typical schools.
This option offers the balance of compliance, efficiency, and employee retention that many waste operators are looking for鈥攅specially when driver shortages are already straining capacity.
Culture Fit > CDL
In waste operations, reliability is often more valuable than experience. You already know who your best workers are. They show up early, complete their route without complaint, and never leave safety to chance. They respect your customers and your equipment. They have earned your trust. So why not invest in them?
CDL training does not just fill a seat鈥攊t builds a future. Promoting from within helps you:
鈥� Reduce turnover and recruiting costs
鈥� Improve safety culture
鈥� Encourage employee loyalty
鈥� Develop route-specific expertise
These are not short-term benefits鈥攖hey are the foundation of a resilient waste operation.
Regulatory Readiness and FMCSA Compliance
No matter the model, CDL training today must meet the standards of the FMCSA鈥檚 Entry-Level Driver Training (ELDT) regulations. Whether you are training in-house or working with an external provider, the following must be in place:
鈥� Registered provider status with the Training Provider Registry (TPR)
鈥� Compliant curriculum covering theory and behind-the-wheel requirements
鈥� Detailed recordkeeping and documentation
鈥� Passage of proficiency assessments before licensing
Understanding and navigating these requirements is essential to remain compliant and efficient in your training operations.
A New Mindset for a New Era
The driver shortage in waste management is not just a hiring problem鈥攊t is a workforce development challenge. CDL roles require more than just licensing; they demand professionalism, dependability, and operational awareness. It is time to stop looking for perfect drivers elsewhere鈥攁nd start growing them from within.
The key is to identify and invest in the people who are already contributing to your success. Take them from the back of the truck鈥攁nd put them in the driver鈥檚 seat. | WA
David Smith is CEO of DLTS, a CDL training organization registered with the FMCSA Training Provider Registry. With more than 25,000 hours of CDL instruction provided in 37 states, DLTS specializes in helping public works, waste management, and transportation companies design efficient and compliant training strategies that reduce turnover and improve operations. David can be reached at (913) 568-5873, e-mail [email protected], or visit .