Motor Fleet Safety Basics:Training for the Safety Supervisor

Unit 6 – Hiring the Right People

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Unit 6 Objectives• Recognize how effective hiring affects driver retention

and accident prevention

• Identify critical information to look for on job applications and ways to obtain missing information

• Conduct interviews consistent with general interviewing and ADA guidelines

• Implement or strengthen effective road test procedures

Effective Hiring is Important

“You hire the future.”

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Implications of Effective Hiring

• Greater driver retention• Fewer accidents• Fewer morale problems• Increased productivity• Reduced downtime• Increased overall profitability

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Selection Procedures• Job analysis

• Job description• Job standards

• Review application forms• Review qualifications against standards• Verify information• Check records

• Interview qualified applicants• Conduct tests

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Job Analysis• Full description of the job

• Function and purpose

• Specific tasks of the job

• Minimum standards

• Special qualifications

• Physical demands

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Job Standards• Minimum physical

• Educational

• Experience

• Driving record (accidents/moving violations convictions)

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Proper Use of Job Descriptions It is illegal to use a job description as a pre-employment selection tool.

a. True

b. False

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Establishing Job Standards Job standards may not be changed or lowered for the purpose of hiring one employee over another.

a. True

b. False

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Reviewing Job ApplicationsCheck to be sure the form is:• Up-to-date and meets applicable legal restrictions

• Completed personally by the applicant

• Signed by the applicant

• Completed with no gaps in a personal history

• Completely filled out, with no incomplete responses

• Accurate

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Verifying Information on Job Applications

• Previous employers

• Credit reports

• Criminal conviction records

• Motor vehicle driving records

• Personal references

Check background information through:

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Obtaining Background Information

a. Complain to the FMCSA if the previous employer won’t cooperate

b. Ask for confirmation of dates worked only

c. Send a signed release along with the request for information

d. There is nothing you can do

What is one way to obtain information from uncooperative previous employers?

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General Job Application Guidelines

• Only include pertinent and necessary questions

• Require completion at carrier place of business

• Use forms properly to protect rights of prospective employees and of company

• Compare information to job description

• Compare against all identified job standards

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Evaluating Applications

a. When the applicant has illegible handwriting.

b. When the applicant has limited English skills.

c. When the applicant is ill with a contagious disease.

d. It is not acceptable in any situation.

When is it acceptable to allow the application form to be filled out by someone other than the applicant?

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© North American Transportation Management Institute, 2013

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Requirements for Driver ApplicantsIf an applicant meets appropriate standards and regulation requirements, he or she can be assumed to be qualified for any job within the fleet.

a. True

b. False

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Vision Requirements for Drivers To ensure proper visual ability, it is necessary for driver applicants to meet appropriate standards for visual acuity, field of peripheral vision, and depth perception.

a. True

b. False

Effective Interviewing Interviews should be used to obtain in-depth information about previous employment experience, education, and areas of inconsistency or incomplete responses on the application.

a. True

b. False

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Interview Procedures • Preparation

• Physical

• Social

• Technical

• Procedure

• Questions

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Interviewing Errors • Lack of uniformity

• Negative approach

• Making decisions subjectively or without facts

• Violating the law

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Off-Road Testing Programs • Vehicle inspection

• Parallel parking

• Alley dock

• Offset alley

• Serpentine

• Backing

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On-Road Testing• Usually 15 miles

• Same set route for all road tests

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Questions