OCTOBER 16, 2018 – Now that applications are rolling in, it’s time to spend some time reviewing these prospective new drivers – and determining which ones are worth a closer look. Hiring a new employee is a big investment in the future of your company. By taking the time to ensure you’re hiring the right drivers, you’ll be taking a big step towards building a safe, reliable and loyal workforce.
#1: Evaluate applications quickly. The more time that passes between the time a candidate submits an application and the time you contact them, the less likely it is that they’ll be available. Using an Applicant Tracking System can be very helpful here, as it will alert you when new applications have been received so that you can determine who you’re interested in contacting and reach out quickly.
#2: Do a phone screen first. This is a pretty standard process, but it can also be easy to skip when you get busy and are looking to quickly fill a few seats. Not only will this 10-15 minute call save you the trouble wasting even more time on a bad interview, but it will help break the ice by getting the conversation started before you bring them in. You’ll be surprised at how much you can learn about a person in a 10-15 minute phone call.
#3: Invite them in for an interview. If the initial phone call goes well, then it’s time to invite them in for a more formal interview. This will give you a chance to meet with them face-to-face for a more in-depth conversation about their background and the position – as well as give them an opportunity to ask questions and see the work site. Have as many people involved in this process as makes sense: if the driver will be working as part of a team, have them meet with the individuals they’ll be working with daily.
#4: Run a thorough background check. A thorough background check isn’t just important for DOT compliance. By doing a deep dive into a prospective driver’s work history, motor vehicle report and criminal record, you’ll be verifying many of the details presented during the application and interview process and helping to protect the safety of your workforce. A pre-employment drug screen should also be conducted as it’s a DOT requirement for many drivers (as well as a good pre-employment practice).
#5: Use a DOT-compliant application. This will ensure you have all of the information you’ll need to jump right into the required background screens – without having applicants provide additional information. Because the Foley Portal functions as both an ATS and a background screening platform, this process happens automatically so that results are provided in the shortest amount of time possible.
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