The extent of control exercised in the employee recruitment process effectively determines the starting capabilities (i.e. how aware / skilled / trainable) for all new drivers.
If employee recruitment is neglected or poorly controlled, an undesirable influx of drivers with poor loss histories, low awareness levels and / or bad attitudes may creep into your organisation resulting in increased motor vehicle losses.
|A lack of targeted recruitment profiles (e.g. source of contact, license requirements, number of years’ experience).||Clearly defined desired employee profiles are established.|
|No consideration of previous driving performance.||Previous driving loss history of the applicant is investigated with ‘cut-off criteria’ established.|
|Aptitude, behavioural, theory & practical testing is lacking.||At least one of aptitude, behavioural, theory, awareness, practical testing is conducted at pre-employment.|
|Medical health is not considered in the recruitment process.||Medical health is at least declared by the applicant but ideally assessed by the organisation at pre-employment.|
- Develop a targeted recruitment profile for all new employees with regards to:
- Source of recruitment (e.g. word of mouth, referrals, advertisements, etc).
- Background profile (e.g. type of industry, years of driving experience, type of vehicle, familiarity with region).
- License requirements (e.g. endorsements).
- Application forms and interviews should be completed by applicants in your office (e.g. face-to-face) to ensure basic literacy and numeracy skills.
- The previous loss history of the applicant should be investigated via reference checks, declaration forms and license points checks.
- Driver awareness testing should be conducted (as a minimum) for all applicants.
- Medical assessments that (as a minimum) evaluate eyesight, hearing and blood / urine analysis (e.g. blood pressure, diabetes, drugs and alcohol) should be conducted for all applicants.