OPTIMIZING DRIVER RECRUITMENT FOR SMALL TRUCKING COMPANIES: THE SLTM SYSTEMATIC APPROACH

Abstract

Abstract. The article focuses on optimizing the driver recruitment process in small U.S. trucking companies through the implementation of the SLTM (Strategic Logistics Talent Marketing) system approach. The purpose of the article is to enhance the technology of driver recruitment in small trucking companies by introducing innovative managerial practices aimed at improving recruitment efficiency and workforce stability. The study employs general scientific research methods, including analysis and synthesis, induction and deduction, comparative and system-structural approaches, the method of generalization, and elements of strategic modeling. The results show that small trucking businesses play a crucial role in the U.S. heavy logistics sector, providing nearly 95% of all freight transport and ensuring the operational efficiency of regional deliveries. It is concluded that despite their vital importance to the economy, these companies remain vulnerable due to increasing operating costs and a shortage of qualified drivers. The study finds that driver turnover in the for-hire trucking segment reaches 80%, directly affecting contract stability and logistics performance. The recruitment process in small trucking companies is shown to have a multi-level structure based on a personalized approach to candidates, covering all stages from sourcing to retention. Six key stages of the recruitment cycle are identified, including employer branding, motivational and needs-based approaches, HRM development, and the creation of socially stable working conditions. The study proves that reducing staff turnover depends not only on financial motivation but primarily on the quality of communication, trust, and partnership between management and employees. The practical significance of the study lies in the potential application of the SLTM system to enhance workforce stability and HR management efficiency in small trucking companies.