Expansion can be a fun and exciting time for any business and when it comes to transport and logistics, one of the most importantassets you have as a business is your drivers. Appointing and training the right driver is crucial to the long-term success of your business and below are some helpful tips to consider when choosing the right candidate and training that person properly.
  1. Arrange for a senior driver to interview the potential candidate – If you rely on a member of your HR department to make hiring decisions, have a driver from your staff sit in on the interview. Between the two members, you will greatly reduce the risk of making a bad hire in addition to getting a solid understanding of the candidate’s practical skill level.
  2. Conduct a skill based interview – During those second stage interviews, you will be able to see if the candidate can handle themselves on the road and preform all of the basic tasks when it comes to being a good driver. Be sure to include hooking up air lines, reversing, changing gears affectively and parking / manoeuvring through tight corners and spaces.
  3. Request a drivers CSA profile – As soon as you are within the legal parameters to do request a profile, run the drivers CSA profile. This will flag up a driver’s potential for accidents and parking fines / tickets etc. You will may have already run a motor vehicle report on any potential drives but running a CSA will add a layer of protection to the business.
  4. Hold a two-week review – Instruct a transportation manager to follow the driver over the first two week of employment to ensure the drive is conducting themselves safely on the road and adhering to company policies.
  5. Three month on the job assessment – This can be held within the first three months of employment and can either be an informal sit down to go over how things have been developing or you can make it a more formal probation style assessment. This is an excellent opportunity to discuss the driver’sstrengths and weaknesses in addition to underlining what further training may be necessary in the future to grow the driver and help expand on their skill set.
  6. Peer evaluations – Have a senior member of the team conduct a practical re-cap of the training the new driver has received to see if there are any gaps in the training and get an idea of how the new driver is progressing in the role.
By putting these suggestions into practice within your organisation, you will be able to help the hiring process be as successful as possible and help alleviate the pain sometimes felt during the onboarding process. With more focus being put on cost savings and tighter hiring budgets, these suggestions will help you get the very best out of any potential employee in addition to keeping your business running at optimal budget levels through sound investment in employees and better retention rates.