Whether you are working for a staffing agency that supplies truck drivers on a temporary basis or run a construction crew that hires truck drivers, you need some basic guidelines as you begin to recruit for CDL jobs. Applicants who have not received their commercial driver's license (CDL) yet should be eliminated immediately and asked to return once they have completed and passed the driver's exam. In addition, there are a number of other steps to take to ensure the safety of your operations.
Instructions
1. Post ads through local websites such as Craigslist, in the local paper, through area truck driving schools and the Employment Security Commission to find applicants.
2. Confirm the applicant's CDL with the Division of Motor Vehicles in the state where it was issued. This is a simple verification phone call and can alleviate problems from expired or false identifications. Request a copy of the applicant's driving record at the same time.
3. Contact DAC Services, which is a consumer reporting agency that keeps records of truck drivers that includes security background checks, incident reports and employment history records.
4. Talk to a direct supervisor when checking references. While a human resource contact may only provide employment dates, a manager can give you a better understanding of the applicant's work habits and truck driving abilities. Oftentimes accidents on a job site are not reported so the company can keep their insurance rates low. A driver who has repeated mishaps while driving or operating equipment that requires a CDL is sometimes fired instead of reported. A written record may not reveal an inability to pay attention when driving or irresponsible driving.
5. Verify training and certifications when necessary. A copy of a diploma or certificate can prove that the applicant has all the necessary training for a CDL position.
6. Send the applicant for a drug test before hiring a CDL driver. Drivers that use recreational drugs are one of the biggest hazards on a job site.
