How to hire a truck driver in 2025

Recruiting HGV drivers for your fleet isn’t just about filling a seat in the cab. It’s about finding reliable, qualified people who can support your day-to-day operations, and stick around for the long haul.

Whether you’re looking to grow your fleet or replace retiring drivers, this guide offers a clear process to hire a truck driver who’s a good fit for your team and the work you do.

Know who you’re hiring and why

Before posting a job ad, take a step back. What kind of driver do you need?

Your fleet management goals will shape the answer.

If you’re running long-distance haulage contracts, you may want experienced Class 1 drivers with knowledge of EU routes.

For local deliveries, someone with a clean Class 2 licence and strong customer service skills might be a better match.

Think about:

• Type of licence required (C, C+E)
• Working pattern (nights, tramping, weekends)
• Vehicle familiarity (rigid, artic, drawbar)
• Any required extras like ADR haulage, HIAB or Moffett

Getting specific here helps avoid mismatched hires and wasted time.

How to write a job ad that attracts the right people

A well-written job ad saves you time later. It filters out drivers who aren’t suitable and draws in those who are.

Highlight the skills you actually need

Focus on licences, qualifications and driving experience. If your contracts involve fragile loads or oversized items, say so. If you run refrigerated trailers or bulk tankers, mention that too.

Avoid broad or vague descriptions. Phrases like “must be flexible” or “can-do attitude” mean different things to different people.

Be clear about what’s expected.

Include perks and pay from the start

Drivers are more likely to apply if they know what’s on offer. Make sure you include:

• Salary range or day rate
• Shift types and working hours
• Location of start/finish
• Bonus schemes or overtime
• Type of vehicle and load, including the types of lorry
• Any health benefits, especially ones aimed at improving driver mental health

Listing real benefits – like paid breaks, newer kit, or guaranteed hours – can help your ad stand out in a busy job market when trying to hire a truck driver.

Where to advertise to reach qualified drivers

Once your ad’s ready, you need it in front of the right people.

There’s no single best place for recruiting HGV drivers, so try a mix of:

• Logistics-focused job boards (like HGVJobs or DrivingJobs)
• Industry-specific Facebook groups or LinkedIn posts
• Your own company website or mailing list
• Word of mouth – ask your current drivers if they know anyone
• Recruitment platforms used by haulage firms for hiring drivers

Screening and shortlisting applicants

The screening stage helps you avoid wasting time on unsuitable candidates. Start with basic checks:

• Do they have the correct licences?
• Is their driving experience relevant?
• Have they worked similar routes or vehicle types?
• Do they live close enough for the shift pattern?

Reviewing references and checking experience

Always ask for two references, ideally from recent employers. When hiring a truck driver, focus on reliability, attendance, timekeeping and behaviour, not just their driving skill.

Check for gaps in employment. If someone was off the road for a year, ask why.

Look for experience with load types that match your own contracts. If you move general haulage, a background in fridge trailers might not be ideal, unless they’re open to learning.

Testing and practical assessments

A short driving assessment can reveal more than a polished CV when hiring drivers. If you’re hiring for high-value or difficult freight, this step’s worth the time.

Assess their abilities in:

• Reversing and parking
• Coupling/uncoupling (if applicable)
• Tacho and walkaround knowledge
• Road awareness and attitude

This kind of test is useful not just for skills, but to check how they work under pressure.

A good interview isn’t just about ticking off qualifications, it’s your best opportunity to understand how a driver actually works.

Ask questions that reflect the reality of the job. You’re not looking for polished answers, but a feel for how they think, how they problem-solve, and whether they’ll get on with your team.

Here are some example questions to ask when recruiting HGV drivers:

Question	Reasoning
“Walk me through a typical day on your last job.”	You’ll get a good sense of their routine, how they structure their work, and whether they’re used to similar operations.
“What’s your preferred type of route or vehicle, and why?”	This can help you spot red flags if they dislike the type of work your fleet handles daily.
“How do you usually prepare for a shift?”	You’re looking for signs of professionalism—vehicle checks, route planning, checking traffic or weather.
“Tell me about a time you were delayed—how did you handle it?”	This gives you insight into their communication habits and attitude under pressure.
“Have you ever had an issue with a delivery site—like tight access or poor signage? What did you do?”	The answer shows how adaptable they are, and whether they follow procedure or go off-piste.
“What would you do if you arrived at a customer site and there was no one to unload you?”	This tests their understanding of company policy, initiative, and calm thinking.
“How do you deal with difficult site staff or customers?”	Important for anyone doing multi-drop, high-value, or customer-facing work.
“What’s your approach when working with a new transport office or planner?”	You’ll get a feel for how they communicate and whether they’re open to feedback.
“Have you ever had a disagreement with another driver or member of staff? How did you handle it?”	Look for professionalism and problem-solving, not finger-pointing.
“What do you do during your daily walkaround check?”	Their answer should reflect DVSA standards. If they mention tyre checks, lights, brake lines, etc., you know they take it seriously.
“How do you keep track of your driver’s hours and avoid breaches?”	You’re looking for someone who actively manages their time and uses their tacho properly—not someone who just ‘waits for the beep’.
“What would you do if you were approaching your 4.5-hour driving limit but stuck in traffic with no safe place to stop?”	This helps you gauge both their knowledge of tachograph laws and their practical decision-making.

Setting expectations

An interview isn’t just about assessing them – it’s also a chance for them to assess you. Be clear about:

• Shift patterns, layovers and tramping expectations
• Uniform and vehicle cleanliness standards
• How handovers, defect reporting and routing are handled
• Pay structures, including bonuses and deductions
• How you approach managing haulage drivers day-to-day

This honesty sets the tone from day one. If they join with clear expectations, they’re more likely to stay.

What to check before you hire a truck driver

You’ve found someone promising – but hold off on that contract just yet. Double check the paperwork.

Licence and certification checks

Confirm that they have:

• Their driving licence (categories and expiry date)
• Driver CPC (Card and completed hours)
• Digital tachograph card
• Any extras needed (e.g. ADR certifications, HIAB, forklift certs)

You can use DVLA’s online tools to check driving entitlements and any disqualifications.

Medical fitness and right to work

You’ll need proof of:

• DVLA Group 2 medical (and any follow-up if over 45)
• Right to work in the UK
• Criminal record checks if your contracts require it

Some companies also include driver risk assessments at this stage, depending on insurance terms or the type of load.

Making the offer and agreeing terms

Once you’re happy, send an offer letter with all the main details. Include:

• Pay (and how it’s structured—e.g. hourly, shift rate, weekly)
• Shift pattern and expected start/finish times
• Work location(s)
• Notice period and probation length
• Uniform, kit and vehicle allocation info

Make time to go through this together so there’s no confusion later. Clear expectations help reduce HGV driver turnover.

Onboarding and early training

Onboarding can be the difference between a driver sticking around—or handing in their notice after two weeks.

Start with the basics:

• Introduce your transport manager, office team and any other drivers
• Explain daily processes: paperwork, digital systems, fuelling, handovers
• Walk through company policies on breaks, defects and communication

Pair them with an experienced team member for the first few shifts if you can. It makes things smoother for everyone.

Offer a short session on your HGV driver training approach, even if they’re already qualified. It shows that you invest in your team, and can help spot gaps early.

How to keep your drivers engaged long term

Hiring drivers is only half the job. Keeping them happy and motivated matters just as much if you want to keep them long-term.

Ongoing training and support

Most drivers are open to upskilling—especially if it opens up better shifts or higher rates. Offer:

• Refresher CPC courses
• Load-specific training (e.g. ADR or livestock)
• Opportunities to move into new vehicle types

Some firms also offer digital upskilling, especially for those new to route planning software or telematics.

Motivation and feedback

Check in regularly, not just at annual reviews. Listen to feedback about routes, vehicle condition, or shift fairness.

If a driver flags an issue—sort it quickly where possible. That builds trust, and helps with haulage driver management effectively across larger teams.

Recognition doesn’t need to be formal. Even a thank-you or Friday breakfast run can show appreciation.

Final thoughts on hiring drivers for your fleet

To hire a truck driver successfully, it helps to treat it like any other part of your operation: consistent, well-planned and people-focused.

Use the same care you’d apply to route planning or vehicle servicing. That way, you’re more likely to get the right drivers, fewer no-shows, and better long-term performance.

And when you get it right, hiring becomes easier the next time, because word gets around.

Frequently Asked Questions

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