There is a global driver shortage, but that doesn’t mean you should settle for a substandard driver. Whether it’s for personal reasons or your growing business, finding the right person to handle the wheel can be a game-changer.
Part of hiring a good driver is understanding how to set your requirements when beginning to search, and having the right processes and procedures in place when the driver starts work.
So, in this article, we’ll walk you through the essential aspects of employing a driver, helping you get on the right track of hiring the best person for the job. Just keep reading!
How to Hire the Best Driver for the Job
Understand the scope of the role
Before beginning the hiring process, areas of risk should be identified. These can include things like night driving, driving in challenging weather (e.g. ice or snow), driving on challenging roads (e.g. gravel or mud), carrying dangerous or difficult items (e.g. chemicals), and using specific equipment such as a trailer, roof rack, or truck-mounted crane.
A job description should be written which describes the required level of experience in the type of driving, the vehicles required to be driven, and the technologies used (e.g. auxiliary equipment, or in-vehicle technology).
A driver might need to have a specific class of licence, or have qualifications that permit them to carry certain items.
Does the driver require any specific physical capabilities to complete their job due to tasks that are not simply driving the vehicle? How will the vehicle be used? Risks increase when the driver must work at night, or in bad weather.
If the driver will be in a team, there are interpersonal skills to be considered – will the driver get on with the other team members, especially important if they are sharing a vehicle for long periods of time.
Will the driver be required to interact with customers or the public? Some drivers are excellent at driving, but do not want to be in customer-facing positions.
Interviewing the driver
Once a shortlist has been created, it’s essential that drivers have a driver assessment. Using a cost-effective online driver assessment will create a detailed report outlining risks and gaps in knowledge, and delivering an outline for any training required to bring the driver’s knowledge up-to-speed.
The driver should be evaluated for punctuality, presentation and politeness. The final handful of potential candidates should be taken on an assessment drive, and should demonstrate their familiarity with any required equipment or processes (if relevant).
Any medical certificates or checks should be made at this point, as well as verification of their licences, a police background check, a negative drug test, disclosure of any driving offences in the last 2-3 years, and checks of their references.
Inducting the driver
Finally, the driver will have a start date. Before they arrive, it’s important that you have your processes documented so that an induction will go smoothly.
Plan out any training that they will need in the first month. This includes, at the base level, an induction into the vehicle they will be using. You don’t want to assume that they understand all the vehicle’s features, even if they have plenty of experience driving.
Load the driver’s existing qualifications into a spreadsheet or other system so that you understand if any training needs to be repeated in the future (e.g. forklift operator certificate).
If pre-trip inspections are required for the vehicle, printed checklists should be supplied or an app (such as WhipAround) should be installed on their company phone. Records should be stored, and a process is required for dealing with vehicle faults.
It’s Recommended to Have a Driving for Work Safety Policy
Vehicle manuals and standard operating procedure documentation should be readily available, either in the glovebox or available from a document repository.
The vehicle they will be using should be serviced and checked before they arrive. Don’t forget to also check the tyre pressures too. Have you checked that all load securing devices are present, and that they have been checked, maintained, and are certified (where applicable)?
You should have a system for reporting incidents and accidents, plus any remedial action required of the driver. If the vehicle will be used privately (i.e. the driver is taking it home), ensure you have the right tax arrangements in place, and that the driver understand any limitations, such as carrying pets.
Finally, do you have policies around breaks while driving, or when a driver should be booking accommodation overnight rather than driving back after a long day?
Monitoring the Driver
Drivers may need periodic training as technology is introduced, or new vehicles become available, plus refresher training on certain aspects of their job. Additionally, monitor the driver for changes in their health, especially conditions or medications that could cause an issue with driving.
Changes in a driver’s personal life, such as a new baby, can cause fatigue issues. GPS monitoring can provide reports on speeding.
Final Note
While there’s a lot to consider when employing drivers, having systems in place ensures that you get the most productivity with the least chance of damage to your vehicles. A robust recruitment and induction process makes it more likely you’ll get the perfect driver, and helps them become a member of the team quicker.
