From the Back of the Truck to the Driver’s Seat: Evolving CDL Training for the Waste Management Industry

Introduction

The waste management industry is facing one of its most critical workforce challenges:

a persistent shortage of qualified CDL drivers. As the residential routes expand and the

demand for timely collection services grows, the pressure to recruit, train, and retain

reliable drivers has intensified. Traditional models of hiring from outside are proving less

effective, and many companies are now turning inward—literally.

How would you like to take the person off the back of the truck and put them in

the driver’s seat?

You likely already employ individuals who show up on time, complete their duties

responsibly, and mesh well with your operational culture. These are the people who

know your routes, your expectations, your safety standards—and they represent an

untapped opportunity.

By investing in these frontline workers, you can grow your own drivers, reduce turnover,

and build a CDL pipeline that is tailored to the long-term needs of your waste operation.

Understanding the Stakes: CDL Drivers in the Waste Industry

Waste collection is unlike other CDL-dependent sectors. Your drivers navigate tight

urban streets, lift and dump heavy loads, work under strict timeframes, and serve as the

public face of your company. A solid CDL driver in this context is more than someone

who can pass a road test—they must be customer-conscious, equipment-savvy, safety-

focused, and reliable under pressure.

Unfortunately, CDL drivers with experience in this kind of work are hard to find—and

even harder to keep. Many waste companies report:

• High turnover among externally hired drivers

• Escalating wage competition

• Inconsistent safety or quality standards

• Difficulty finding candidates familiar with waste-specific routes and procedures

In this environment, driver development must become a strategic priority—not an

afterthought.

Four Options for Filling a CDL Role in Waste Operations

Let’s take a look at the four most common ways to fill a CDL role, and how they apply to

waste management operations.

1. Hiring Experienced CDL Drivers

This remains the most familiar path: hiring someone who already has their license. But

in today's environment, this approach is increasingly problematic:

• High wage expectations can strain operational budgets.

• Turnover rates are high, especially when drivers are poached by competitors or

lured by sign-on bonuses.

• Driver mismatches are common, with new hires struggling to adapt to company-

specific equipment or route challenges.

• Little to no loyalty is built during this transactional hiring process.

In waste management, where consistency and safety are paramount, this model

introduces too much volatility.

2. Sending Employees to Traditional CDL Schools

Some companies sponsor a loyal employee’s education through a driving school. On

the surface, this seems like an investment—but hidden costs quickly emerge:

• Tuition and travel expenses stack up quickly.

• One-size-fits-all training doesn’t reflect the equipment or safety protocols used

in waste hauling.

• Exposure to outside recruiters puts your investment at risk before it pays off.

• Time off the job for 4 to 6 weeks that delays operational benefit.

When the employee returns, you often must retrain them on your equipment and your

procedures anyway—doubling your effort.

3. Building an In-House Training Program

Waste companies can become FMCSA-registered training providers themselves,

offering CDL instruction directly. This option has strategic benefits:

• Training is tailored to your fleet, your safety standards, and your routes.

• Your drivers learn in your culture, using your equipment.

• Employees feel invested in, improving retention and morale.

However, building an in-house program comes with high fixed costs and regulatory

strings:

• Curriculum, recordkeeping, and audits are required under FMCSA’s Entry-

Level Driver Training (ELDT) rules.

• You’ll need to hire a qualified trainer, that during low hiring seasons may be

underutilized—adding fixed cost to your bottom line

• Or you will pull an employee from your driver pool—creating gaps elsewhere and

compromising the quality of the training.

This is a powerful option—but it takes preparation, resources, and leadership buy-in.

4. Outsourcing CDL Training On-Site

For waste companies wanting the benefits of in-house training without the

administrative burden, third-party on-site CDL training like DLTS is a growing

alternative.

This model allows companies to train employees:

• On their own equipment

• At their own location

• On a flexible schedule

• Without maintaining year-round training staff

Because training provided by DLTS is customized to your operation, you avoid

retraining new CDL holders from traditional schools. One-on-one instruction from a

qualified trainer also accelerates skill-building, often reducing training time to 25% of

that required by typical schools.

This option offers the balance of compliance, efficiency, and employee retention that

many waste operators are looking for—especially when driver shortages are already

straining capacity.

Culture Fit > CDL

In waste operations, reliability is often more valuable than experience.

You already know who your best workers are:

They show up early, complete their route without complaint, and never leave safety

to chance. They respect your customers and your equipment. They’ve earned your

trust.

So why not invest in them?

CDL training doesn’t just fill a seat—it builds a future. Promoting from within helps you:

• Reduce turnover and recruiting costs

• Improve safety culture

• Encourage employee loyalty

• Develop route-specific expertise

These are not short-term benefits—they’re the foundation of a resilient waste operation.

Regulatory Readiness and FMCSA Compliance

No matter the model, CDL training today must meet the standards of the FMCSA’s

Entry-Level Driver Training (ELDT) regulations. Whether you're training in-house or

working with an external provider like DLTS, the following must be in place:

• Registered provider status with the Training Provider Registry (TPR)

• Compliant curriculum covering theory and behind-the-wheel requirements

• Detailed recordkeeping and documentation

• Passage of proficiency assessments before licensing

Understanding and navigating these requirements is essential to remain compliant and

efficient in your training operations.

Conclusion: A New Mindset for a New Era

The driver shortage in waste management isn’t just a hiring problem—it’s a workforce

development challenge. CDL roles require more than just licensing; they demand

professionalism, dependability, and operational awareness.

It’s time to stop looking for perfect drivers elsewhere—and start growing them

from within.

The key is to identify and invest in the people who are already contributing to your

success.

Take them from the back of the truck—and put them in the driver’s seat.

Author Bio

David Smith is CEO of a CDL training organization registered with the FMCSA Training

Provider Registry. With over 25,000 hours of CDL instruction provided in 37 states,

DLTS specializes in helping public works, waste management, and transportation

companies design efficient and compliant training strategies that reduce turnover and

improve operations.

Contact:

913-568-5873

david@dltscareers.com

www.DLTScareers.com