8 tips for employers hiring candidates early in their careers for transportation jobs

Hiring early-career transportation professionals isn’t just about finding people with the right licenses or certifications—it’s about identifying candidates who are dependable, safety-conscious, and adaptable to changing conditions. Employers should look for individuals who’ve shown responsibility and strong work ethics through internships, part-time jobs, or hands-on training programs.

While technical skills and regulatory knowledge are important, qualities like problem-solving, attention to detail, and effective communication are key to long-term success. Offering structured onboarding, mentorship from experienced professionals, and clear pathways for advancement can help new hires quickly gain confidence and competence. Create a culture that values safety, efficiency, and continuous improvement, and you’ll build a workforce ready to meet the demands of today’s transportation industry.

We reached out to eight hiring experts to ask for their tips for employers who are considering hiring candidates who are early in their careers for transportation roles:

• Offer Micro-Credentials and Certifications
• Implement a Practical Time Management Test
• Highlight Training Opportunities and Career Progression
• Test Practical Skills Before Making an Offer
• Leverage Technology for Data-Driven Hiring
• Simplify the Application Process
• Assess Practical Knowledge of Vehicles
• Showcase Your Safety Measures

Offer Micro-Credentials and Certifications

Offering micro-credentials and certifications can be a game-changer for both employers and candidates in the transportation industry. These short, targeted qualifications provide valuable skills and demonstrate a candidate’s commitment to growing in the field. It gives them a competitive edge by showing they have specialized knowledge relevant to the job. I’ve found that this approach helps identify motivated candidates who are eager to learn and grow. It can also speed up the hiring process since you’re able to quickly assess a candidate’s qualifications.

Adrian Iorga, Founder & President, Stairhopper Movers

Implement a Practical Time Management Test

Implementing a practical time management test in the hiring process leads to better hiring decisions. The ability to drive represents just one component of transportation work responsibilities. Maintaining schedules and dealing with delays requires quick adjustments without compromising standards. To evaluate this hiring criterion, assign candidates a delivery task with multiple stops and ask them to devise the optimal route. 

My observation is that while some people consider fuel stops and traffic delays during planning they also keep loading time in mind, but others concentrate solely on distance. A candidate demonstrated strong real-world thinking when they proposed changing the delivery route to bypass school zones during peak traffic times. This kind of evaluation helps identify candidates who have a deeper understanding of the job requirements beyond basic driving.

Benjamin Tom, Digital Marketing Expert and Utility Specialist, Electricity Monster

Highlight Training Opportunities and Career Progression

I believe one key suggestion for improving the hiring process for early-career transportation roles is to highlight training opportunities and career progression in the job description. Many early-career candidates are looking for more than just a paycheck—they want to see a clear path for growth. We found success when we started emphasizing that new hires in entry-level roles would receive on-the-job training and support to help them build skills, like route optimization or fleet management.

For example, during hiring for a transportation-related role, we made it a point to outline how someone starting as a driver could move into logistics coordination or supervisory positions within a few years. This approach not only attracted more motivated candidates but also helped reduce turnover, as people felt like they were joining a company that invested in their future.

I’d recommend pairing this with a streamlined interview process that includes real-world scenarios, like planning a delivery route, to evaluate skills in a way that’s relevant and engaging.

Jason Wong, General Manager, Rosedwell Machinery Ltd

Test Practical Skills Before Making an Offer

Testing practical skills before making an offer is the most effective way to strengthen the hiring process. We introduced a 20-minute driving assessment during interviews, and it quickly helped us identify better candidates. Instead of relying on resumes and licenses, we observe how applicants handle real-world driving scenarios. This change reduced early turnover by 25% because it filtered out those who struggled with basic road awareness. A short skills test helps avoid expensive hiring mistakes and gives applicants a clear idea of what to expect before they commit.

This method has completely changed how we approach hiring. A flawless application does not always mean someone performs well on the job, and a quick assessment often reveals issues that could become bigger problems later. More employers should focus on real-world evaluations instead of assuming a license proves readiness. In a fast-moving industry, hiring the right people from the start leads to better long-term results.

James McNally, Managing Director, SDVH [Self Drive Vehicle Hire]

Leverage Technology for Data-Driven Hiring

One of the biggest challenges I’ve seen in hiring for early-career transportation roles is the reliance on outdated methods: resumes, basic interviews, and gut instincts. Early on, a logistics client came to us after struggling with high turnover among new hires. They were choosing candidates based on experience alone, but many lacked the adaptability and problem-solving skills needed for the fast-paced demands of the industry. We knew there had to be a better way.

By implementing AI-driven screening tools and predictive analytics, we helped them shift toward a skills-first hiring approach. Instead of filtering candidates by past job titles, we used data models to assess cognitive ability, safety awareness, and efficiency under pressure. This not only improved hiring accuracy but also cut their turnover rate by 27% in the first year. The takeaway? Employers should focus on candidates’ potential rather than just experience. AI-powered assessments provide a clearer picture of who will succeed long-term.

Another key lesson we’ve learned is that tracking workforce performance post-hire is just as critical as making the right hire. We use real-time workforce analytics dashboards to measure new employees’ efficiency, safety compliance, and overall job satisfaction. One client used this data to refine their onboarding, improving retention by offering targeted coaching early on. If you’re an employer, start by integrating performance tracking into your hiring workflow. The insights will help you fine-tune your process, improve training, and ultimately hire smarter.

At the end of the day, hiring is no longer just an HR function—it’s a data challenge. The companies that embrace technology-driven hiring solutions will build stronger, more reliable teams while cutting inefficiencies. We’ve seen firsthand how AI, predictive modeling, and workforce tracking can reshape hiring for the better—and in a fast-moving industry like transportation, that’s a competitive edge you can’t afford to ignore.

Habib Rkha, Founder, QCADVISOR

Simplify the Application Process

In my experience with transportation clients, I’d recommend simplifying the application process—nobody wants to jump through 15 hoops for an entry-level job. Early-career candidates are often new to the hiring grind, so clear, straightforward steps make a big difference. Focus on potential over perfect experience: look for traits like reliability, adaptability, and a strong work ethic. And if you really want to stand out, offer on-the-job training or mentorship. A little investment in development shows you’re serious about building careers, not just filling roles—and that attracts top-notch talent.

Justin Belmont, Founder & CEO, Prose

Assess Practical Knowledge of Vehicles

Employers looking to improve their hiring process for entry-level transportation roles focus on assessing their candidates’ practical knowledge of vehicles. For instance, asking them how they would plan a road route or handle motor maintenance issues will provide insight into their technical skills. This will help employers evaluate their ability to account for variables like traffic, gas mileage, and delivery timelines, which are critical in transportation planning. Such questions will also reveal their logistical thinking and decision-making capabilities. 

Similarly, asking candidates how they would handle common motor maintenance issues will reveal their understanding of vehicle care and mechanical troubleshooting. These skills are vital as they may need to address unexpected breakdowns or ensure car reliability during operations. The reason for focusing on practical knowledge is that it directly correlates with job performance. Transportation roles often require on-the-spot decision-making and technical proficiency, and traditional interview questions may not adequately assess these attributes. 

Employers can better gauge a candidate’s readiness by tailoring their evaluation process to these practical requirements. Hence, focusing on these strategies will allow employers to identify candidates with the necessary knowledge and practical skills to thrive in entry-level transportation roles.

Peter Bryla, Senior Community Manager, Resume-Now

Showcase Your Safety Measures

To attract new hires for transport, showcase your safety measures. The transport industry exposes employees to hazards such as accidents, carjacking, and even fire. Show your potential candidates that their well-being takes precedence by having medical insurance, car trackers, fire suppressants, and other safety protocols. Car trackers, in particular, instill confidence that employee safety is being monitored and that there’s a way to quickly locate and recover employees and vehicles. Medical coverage is also important. Knowing that they will get good treatment in case of an accident is enough to commit an employee.

Alex Sarellas, Managing Partner & CEO, PAJ GPS