America Moves on Trucks

From food and fuel to furniture and medicine, more than 70 percent of all freight in the United States (US) is transported by road. Yet behind every delivery is a growing labor crisis that threatens to delay shipments and drive up costs. The shortage of commercial drivers has reached critical levels, and industry leaders warn that the problem is only getting worse.

While autonomous vehicles and logistics software grab headlines, none of these tools can replace a qualified driver in the near term. The solution must come from human capital and that means looking beyond US borders.

The US is facing a critical shortage of truck drivers that threatens the flow of goods nationwide.The American Trucking Association (ATA) reports that the industry faced a shortage of 80,000 drivers in 2021 and that gap could grow to 160,000 by 2030. With many older drivers nearing retirement, the country will need to add around 1 million new drivers over the next ten years to meet rising freight demand.

The ATA’s estimate of the driver shortage has declined dropping from a record high of 81,258 in 2021 to around 78,000 in 2022. This growing need reflects both economic expansion and a shrinking labor pool. This persistent gap affects supply chains, delivery times and costs across nearly every sector.

The average truck driver in the US is 46 years old, which is significantly older than workers in most other industries.  Even though freight volumes are rising due to e-commerce and economic growth, fewer people are pursuing trucking careers. Younger generations are often discouraged by the long hours, time away from family and demanding physical labor.

The result is operational instability that directly impacts profit margins. To build a more stable workforce, companies are now exploring long-term immigration-based hiring strategies. Programs like the EB-3 visa allow fleets to legally hire foreign drivers who are committed to staying with the employer for at least 12 months.

Unlike local hires who often leave within months, foreign workers seeking permanent residency value job stability and career growth. Hiring international drivers is not a short-term patch but a strategic investment in sustainability. By planning ahead and using legal immigration tools, companies can create a pipeline of committed drivers.

Why the US Trucking Industry Is Turning to Global Talent

The trucking workforce in the US is aging rapidly and failing to attract new entrants. This generational gap has created a long-term structural labor shortage in freight transportation. More workers are leaving trucking due to lifestyle changes, better opportunities in other industries and health concerns.

Long hours on the road and limited home time make the job less appealing to young Americans. As a result, many fleets are relying on part-time drivers or owner-operators which does not solve staffing issues. Turnover is another major concern, especially for large fleets.

For years, the trucking industry has faced extremely high quit rates resulting in a long-standing labor shortage. In 2019, the turnover rate reached 91%, meaning nearly all new hires left their jobs shortly after starting. According to Michael Belzer, an economist at Wayne State University who has researched the industry for three decades, many people do hold commercial driver’s licenses but they often choose not to stay in trucking roles.

Foreign workers offer a more stable and committed alternative. Many international drivers view US trucking jobs as career opportunities and a path to long-term residency. They are often more loyal and willing to stay for the full duration of their employment commitment.

There are concerns among some employers about language barriers, cultural fit and safety. Although companies that invest in bilingual training and mentoring programs have seen strong outcomes. Clear communication, structured onboarding and respect help foreign drivers become top performers in the field.

How the EB-3 Visa Hiring Process Works for Trucking Companies

The EB-3 visa process may sound complex at first, but it follows a clear legal structure. Employers do not need to become immigration experts but they simply need the right partners. Working with a specialized recruiter and immigration law firm simplifies the process from start to finish.

Each fiscal year, from October 1 to September 30, about 140,000 employment based immigrant visas are allocated to eligible applicants under US immigration law. These visas are organized into five preference categories based on the nature of the job and the applicant’s qualifications. In many cases, spouses and children may also accompany or join the primary applicant later.

The first step is to determine the prevailing wage for the truck driver role. This is done by submitting a request to the UScDepartment of Labor (DOL) through Form ETA-9141. The DOL returns a wage determination based on job duties, location and experience level.

Next, the employer must test the labor market using the Program Electronic Review Management (PERM) process. This includes placing newspaper ads, posting job openings online and showing good-faith efforts to hire US workers. If no qualified local applicants are available, the employer proceeds to file the PERM labor certification.

Once DOL certifies the labor application, the employer files Form I-140 with US Citizenship and Immigration Services (USCIS). This form names the foreign worker and confirms the job offer is permanent and full time. USCIS processes the I-140 and issues an approval notice if all requirements are met.

The final stage involves consular processing. The foreign worker applies for an immigrant visa at the U S embassy in their home country. After medical exams and interviews, they receive a visa and travel to the United States.

Throughout this process, the employer is responsible only for advertising and legal fees, which is around 1,500 dollars in total. The foreign worker pays government filing fees and immigration attorney costs. This division of cost makes the program affordable for even mid-sized carriers.

Upon arrival, EB-3 drivers typically begin training. They commit to working for the employer for at least 12 months, providing stability and return on training investment. Many employers find these drivers stay far longer and become loyal members of the team.

The entire timeline from wage determination to arrival can take up to 36 months. That is why employers are encouraged to recruit in cycles and plan several years ahead. This allows for smooth integration and a growing and reliable workforce year over year.

How to Prepare Your Trucking Company to Hire Foreign Drivers

Hiring foreign drivers through the EB-3 visa program requires more than paperwork. Your company must be ready to support these workers both professionally and personally. This includes legal readiness, operational planning and onboarding systems.

First, make sure your company has at least 150 W-2 employees on payroll. This is often used as a minimum benchmark to show operational stability. You should also be in good standing with DOL and have no history of labor violations.

Next, assess your ability to offer long-term employment. EB-3 workers are not seasonal or part-time hires but they need a stable and full-time position. Your business model should support year-round work and consistent routes.

Before workers arrive, create a clear CDL training roadmap. Many foreign hires will train for their US CDL shortly after entering the country. Schedule regular training sessions, connect with local schools or build an in-house program.

Bilingual onboarding materials are essential to reduce confusion and build trust. Translate driver manuals, safety protocols, and HR policies into the primary language of your new hires. Use simple language and include visuals where possible.

Assign mentors to each new driver for the first 60 to 90 days. Mentors can answer questions, give safety advice and help with route planning. This builds confidence and improves retention from day one.

Also consider helping with initial housing or transportation. Foreign drivers may arrive without a local support system. Offering temporary housing, carpool options or relocation guides makes a big difference.

The companies that succeed with EB-3 hiring invest time up front. Preparation reduces delays, improves retention and increases ROI. It shows workers that they are valued and supported from the start.

Cost Comparison: Local Drivers vs. EB‑3 Sponsored Drivers

Hiring local drivers often looks cheaper up front but comes with hidden costs. High turnover means companies repeatedly pay for recruiting, onboarding and training. EB-3 drivers stay longer and deliver more value over time.

In 2024, operating costs in trucking shifted unevenly as the labor shortage kept pressure on fleets. Fuel and maintenance costs dropped, while driver wages rose 2.4%, slightly below inflation. Truck and trailer payments increased 8.3 percent to $0.390 per mile and driver benefits rose 4.8 percent to $0.197 per mile.

Local driver churn within 3 to 6 months is common. Many drivers switch companies for small pay increases or lifestyle preferences. This forces fleets into constant cycles of rehiring, often from the same limited pool.

EB-3 drivers commit to working for at least 12 months. Many stay longer and grow into senior roles. This increases the return on your investment in CDL training and onboarding.

EB3.Work’s ROI calculator shows that EB-3 hires can deliver up to four times more value than short-term local hires. The upfront legal and ad fees are minor compared to long-term savings. Your team spends less time on recruitment and more time on operations.

Even if training costs are just 2,500 dollars per driver, doubling retention doubles the value. By year two, most employers see measurable improvement in delivery performance and workforce morale. This long-term thinking gives your business a competitive edge.

How-To Section: Start Hiring Foreign Truck Drivers Through the EB‑3 Program

Starting the EB-3 hiring process is easier than most companies expect. You do not need to navigate immigration process alone. A reliable recruitment and immigration support partner can guide you through every step.

First, evaluate your current and projected workforce needs. Look at annual turnover, route coverage gaps and upcoming retirements. Decide how many drivers you would need to replace or add in the next two to three years.

Next, contact an EB-3 recruitment partner who understands the trucking industry. Make sure they have experience with labor certification, CDL onboarding, and foreign visa support. Ask for references or case studies from similar carriers.

Submit job descriptions that include location, hours and minimum requirements. This information will be used in the DOL wage request and PERM process. Be transparent about expectations for new hires.

Sign a recruitment agreement that outlines legal fees, ad costs and candidate responsibilities. The best firms will offer fixed pricing and ongoing support. Confirm whether they also help drivers after arrival with licensing and housing.

Stay in contact throughout the process. You should receive monthly updates on PERM filings, visa approvals and estimated arrival times. This helps you plan driver onboarding and route coverage in advance.

Prepare your team to receive international hires. Set aside training slots and assign mentors to ease the transition. A welcoming culture builds long-term loyalty and performance.

With the right support, EB-3 hiring becomes a repeatable process. Start now and you will have a reliable workforce foundation in place within 36 months. This is not just hiring but building your company’s future.

FAQ Section

Real World Examples and Results

In June, the number of long-term unemployed, those out of work for 27 weeks or more, rose by 190,000, reaching 1.6 million. This increase reversed previous gains and highlights ongoing challenges in filling jobs across key industries. With the labor force participation rate barely moving at 62.3 percent and the employment population ratio stuck at 59.7 percent, the U S continues to face a significant labor shortage, making it harder for sectors like trucking to find and retain workers.

Some U S carriers are already seeing success with EB-3 drivers. For example, a Midwest logistics company began sponsoring foreign drivers in 2020. By 2024, over 60 percent of their fleet was composed of EB-3 employees with 80 percent retention beyond the first year.

Another fleet in Texas reported a 40 percent drop in recruitment spending after switching to EB-3 hiring cycles. They trained incoming drivers in Spanish and Tagalog, resulting in faster CDL pass rates and fewer safety incidents. These examples show that with proper support, EB-3 hiring delivers measurable value.

BLS data shows that driver wages have climbed steadily in recent years. While EB-3 does not allow wage undercutting, it enables cost control by reducing turnover. Stable employees improve delivery consistency and reduce maintenance issues caused by poor driving or rushed training.

Final Thoughts

The U S trucking industry is at a turning point. Driver shortages continue to rise and high turnover is draining company resources. Traditional hiring methods are no longer enough to keep up with freight demand.

The EB-3 visa program offers a long-term solution for companies ready to think ahead. By hiring foreign drivers who seek permanent residency, employers gain loyal and hardworking team members. These drivers stay longer, reduce churn and protect your investment in training.

This is not a quick fix but a strategy for companies that want to grow sustainably. Planning today means your fleet will have stable coverage in two to three years. It also means you can stop relying on expensive short-term solutions that never last.

Trucking companies that succeed in the next decade will be those that innovate early. The EB-3 pathway is one of the most dependable tools available right now. It aligns legal compliance with workforce planning and real operational needs.

Now is the time to act. Start by evaluating your staffing gaps and connecting with a trusted EB-3 partner. With the right preparation, you can build a stable and skilled workforce that keeps your fleet moving year-round.