August 28, 2020

NRMCA Mixer Driver Recruitment & Retention Survey Notes Progress on Several Fronts

Alexandria, VA – August 28, 2020 – The National Ready Mixed Concrete Association has released its annual Mixer Driver Recruitment & Retention Survey, which collects data about the ready mixed concrete industry’s largest employee segment. Among other findings, results show an improved outlook on producers’ ability to maintain a healthy concrete delivery professional driver pool. In 2019, 47% turned away orders because they did not have drivers to deliver concrete, down from 60% in 2018.

Another positive development showed that the number of companies with mixer driver vacancies dropped from 95% in 2018 to 87% in 2019. In 2018, the survey closed with approximately 10,000 open mixer driver jobs; as of April 30, 2020, the survey’s last day, there was a decrease to 6,000 openings. Finding drivers with ready mixed concrete experience remained the biggest hiring challenge. In response, in 2019, more producers were willing to hire 18-21 year-old drivers (51%) and newly-licensed commercial drivers (56%). Approximately 7% of new hires were new commercially-licensed drivers, about the same as the previous year. Finally, more producers (65%) rehired former employees in 2019, equating to 8% of the new-hire mixer driver pool.

“This year’s solid findings show the survey’s continuing importance to NRMCA Producer members as well as the industry at large,” said Gary Mullings, executive vice president of compliance and operations. “Mixer driver shortages are a longstanding issue and this report offers insight on how to steadily reduce if not eliminate the lack of qualified drivers.”  

NRMCA’s report again showed that mixer driver job turnover remained a concern. About one-third of the mixer driver population quit or was released in 2019. Within the approximate 25,000 who left, 74% had more than one year’s tenure. Turnover rate increased for the fifth year, to 33.4%. And for the first time, the survey found more drivers quit to work for a competitive ready mixed concrete company, though the perennial first-place holder, a short-haul driving job-not in the industry, was just 1% behind. For the fifth year, higher pay elsewhere and inconsistent daily schedules remained the top two reasons drivers quit. The quit/released ratio stayed at 66%-33%.

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