So far in 2023, the CTA has added 304 new bus operators – more than 43% of its annual hiring goal.
The effort will impact team member amenities, employee benefits and wellness, learning and development, company culture, and recruitment.
With the devastating impacts of COVID-19, it is more important than ever to pull out all the stops when it comes to finding creative ways to both hire and keep quality employees.
The secret to attracting and retaining talent lies in the professional environment you create and adapting to the demands caused by the geographic area your operation is located in.
Training and education on interacting with vulnerable populations, would improve both the operator and the passenger experience.
Many things are changing in our industry and surely there is more to come. One thing that should never change is the need for a well-trained new bus operator candidate and having training programs in place to discourage operators from seeking other employment.
The only way to attain consistent, quality employees and company growth is to get drivers in the seat, faster and more efficiently.
That partnership will help the operation recruit from multiple candidate pools for positions.
Many agencies haven’t made any meaningful steps toward positioning themselves for success with millennials and Gen Z.
Technology can support operator incentive and reward programs, and provide tools and training to make operators’ lives safer and easier.
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