Hiring standards establish a baseline of what you find acceptable in a driver. Hiring standards also provide a guide to avoid hiring drivers that may put the company at risk, do not match the position, or are not likely to stay.
Motor carriers should have set hiring standards to ensure they get the best drivers. Not having documented hiring standards implies to anyone reviewing your operation (insurance underwriters, investigators, auditors, attorneys, etc.) that you have no baseline, you will hire anyone.
Standards. Many carriers concentrate their hiring standards on the driving requirements. Typical standards include limits on:
If the driver has too many traffic convictions or crashes, based on the company-developed thresholds, the driver will not be offered employment.
Traffic convictions and crashes. The driver’s driving record is checked by getting an motor vehicle report, or MVR, for the driver. The regulations require that you to get an MVR from each state the driver-applicant held a license in over the previous three years (minimum).
As well as using the MVR, many carriers also use the Pre-employment Screening Program (PSP), which is operated by the Federal Motor Carrier Safety Administration (FMCSA). This system shows a prospective employer a driver-applicant’s previous history when it comes to roadside inspections that the driver was involved in over the previous three years and any DOT-recordable crashes the driver was involved in over the previous five years. Much like MVRs, many carriers have developed thresholds. If a driver has too many preventible roadside inspection violations or certain violations, or has crashes on the PSP that the driver did not alert the carrier to on the application, the driver will not be hired.
Previous employment. As well as the driving requirements, carriers also set hiring standards pertaining to previous employment. How many previous employers an applicant has had combined with the reasons for leaving the previous employers are employment issues typically considered when determining driver hiring standards.
No exceptions. Finally, do not make exceptions to your standards. Exceptions can be difficult to explain. “He seemed like a nice guy,” “he was friends with one of our drivers,” or “we really needed drivers that day” are not good reasons to hire drivers that are below your standards.
As you determine your hiring standards, remember the less you are willing to accept, the lower your risks will be.