Employee Recruitment

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.

Negative Positive
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.

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