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Often, depending on the size of the operation, a good place to look for new drivers is from within the company.
There are many advantages of hiring from within. A main benefit is that there will be reliable information on the candidate because of their history with the company. Ask around to find out the work ethic and reliability of the person. Review the personnel file to see work performance history and other documentation. This information can provide insight as to whether the person would make a good driver.
Another benefit of hiring from within is that training on company policies and practices takes less, if any, time. Internal driver candidates should be familiar with all the safety policies and practices of the company.
However, looking internally doesn’t happen overnight. There could be an investment of time and money to get these employees trained. The mechanic might need to go to school and obtain a CDL. They might also need to become familiar with the FMCSRs and other safety-related driving concerns — such as defensive driving techniques, backing, or seeing hazards. This process can take weeks, even months. An ideal time to discuss open driving positions to employees is during a performance evaluation. Maybe the employee states that they enjoy working for the company, but they want more variety, responsibility, or money. Present future open driving positions as a viable career option for current employees.
Just like a classified advertisement, explain the benefits of driving for the company and end the notice by telling them who to contact to apply for the position or for more information.
Hiring from within the company can help supplement recruiting efforts because potential internal candidates already perceive the company as a good place to work.
If looking internally sounds like an option for the operation, consider the following suggestions:
Often, depending on the size of the operation, a good place to look for new drivers is from within the company.
There are many advantages of hiring from within. A main benefit is that there will be reliable information on the candidate because of their history with the company. Ask around to find out the work ethic and reliability of the person. Review the personnel file to see work performance history and other documentation. This information can provide insight as to whether the person would make a good driver.
Another benefit of hiring from within is that training on company policies and practices takes less, if any, time. Internal driver candidates should be familiar with all the safety policies and practices of the company.
However, looking internally doesn’t happen overnight. There could be an investment of time and money to get these employees trained. The mechanic might need to go to school and obtain a CDL. They might also need to become familiar with the FMCSRs and other safety-related driving concerns — such as defensive driving techniques, backing, or seeing hazards. This process can take weeks, even months. An ideal time to discuss open driving positions to employees is during a performance evaluation. Maybe the employee states that they enjoy working for the company, but they want more variety, responsibility, or money. Present future open driving positions as a viable career option for current employees.
Just like a classified advertisement, explain the benefits of driving for the company and end the notice by telling them who to contact to apply for the position or for more information.
Hiring from within the company can help supplement recruiting efforts because potential internal candidates already perceive the company as a good place to work.
If looking internally sounds like an option for the operation, consider the following suggestions: