Trucking has always been about second chances. You miss an exit? There’s another up ahead. You botch a gear shift? You recover on the next one. But what about the people who’ve made bigger mistakes—ones that landed them behind bars?
Can they be the solution to trucking’s massive driver shortage, or are they a risk that motor carriers just can’t afford to take?
That’s the big question that the American Transportation Research Institute (ATRI) is asking in their latest study. They’re putting out a call to motor carriers across the country to weigh in on hiring drivers with criminal histories—and whether giving these folks a second chance could help solve one of the trucking industry’s biggest challenges.
It’s a conversation that’s been picking up speed, and ATRI wants real data from the people who make hiring decisions every day.
So, let’s dive into the big question: From cell to CDL—can second-chance hiring keep trucking moving forward?
🚛 The Growing Driver Shortage: Why Trucking Needs a Solution—Fast
Trucking has a driver problem, and it’s only getting worse.
In 2021, the American Trucking Associations (ATA) reported a shortage of 80,000 truck drivers—a number that could balloon to 160,000 by 2030 if things don’t change.
So, what’s causing the shortfall?
🚛 Retiring Drivers – The average age of a trucker is over 50, and as seasoned drivers hang up their keys, not enough new recruits are stepping up to replace them.
🚛 High Turnover Rates – Many drivers leave the industry due to long hours, burnout, and better opportunities elsewhere.
🚛 Hiring Barriers – Background checks disqualify thousands of potential applicants, even if they’re fully capable of doing the job.
With freight demand climbing and seats sitting empty, ATRI wants to know if second-chance hiring could be a real solution to this growing crisis.
Could opening the door to more job seekers—specifically those with a criminal history—help fill the void? Or is it too much of a gamble?
🛑 Hiring Drivers with Criminal Records: Risk or Reward?
This is one of the most debated topics in trucking.
Some trucking companies are already on board, saying second-chance hires are some of their hardest-working, most dedicated drivers. Others are pumping the brakes, worried about safety, insurance, and liability issues.
Here’s a closer look at both sides of the debate.
🚦 The Case for Hiring Drivers with a Record
✅ Expanding the Workforce – Trucking desperately needs more drivers, and thousands of qualified individuals are looking for work after serving time.
✅ Lower Turnover, More Loyalty – Second-chance hires tend to stick around longer than others because they’re grateful for the opportunity and committed to rebuilding their lives.
✅ Proven Success Stories – Many companies have already found success hiring individuals with past convictions and report high performance and reliability.
✅ Reducing Recidivism – Employment is one of the biggest factors in preventing repeat offenses.
✅ Federal Incentives – The government offers tax credits and workforce development programs to companies that hire individuals with records.
🛑 The Case Against Hiring Drivers with a Record
🚫 Safety Concerns – Some offenses, like DUIs, drug-related crimes, and violent offenses, could pose a serious risk for motor carriers.
🚫 Insurance Challenges – Many insurance providers refuse to cover drivers with certain convictions, making it financially impossible for some companies to hire them.
🚫 Compliance Issues – Some convictions disqualify individuals from obtaining a CDL under federal or state laws.
🚫 Company Reputation Risks – Some businesses worry that hiring individuals with criminal records could hurt their brand image or lead to legal liabilities.
It’s clear that second-chance hiring isn’t a one-size-fits-all solution. Some companies are open to it, while others are hesitant—and ATRI’s survey is trying to figure out exactly where the industry stands.
📊 What ATRI’s Study Aims to Discover
ATRI’s Research Advisory Committee put this study at the top of their priority list. Why? Because they need real-world data to cut through the myths and find out what actually works.
Here’s what ATRI is hoping to learn:
✅ How do motor carriers make hiring decisions for applicants with criminal records?
✅ What types of offenses are considered acceptable—or deal-breakers?
✅ Are second-chance hires staying in the industry longer?
✅ What training or support systems could improve success rates?
ATRI is also offering optional follow-up interviews for companies willing to share more insights.
“All responses will remain strictly confidential,” ATRI confirmed. (Translation: no one will know whether your company is considering hiring former offenders.)
📝 Motor Carriers—Your Voice Matters! Take the ATRI Survey
If you’re in trucking, this issue affects you, whether you’re hiring drivers or competing for talent.
📢 Do you think second-chance hiring is a good move for trucking?
📢 Do you think it’s too risky?
📢 Somewhere in between?
ATRI wants to hear from YOU.
👉 Click [here] to take the survey and help shape the future of trucking.
Because in this industry, every mile is a new opportunity—and sometimes, a second chance is all it takes. 🚛💨
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📌 Sources:
📍 American Transportation Research Institute (ATRI)
📍 ATA Report on Driver Shortages
📍 TruckingTruth: Companies That Hire Drivers with Felonies
📍 Life Changers: Becoming a Truck Driver with a Criminal Record
📍 iProspectCheck: Truck Driver Background Check Guide