Did you know the caliber and experience of your drivers will have a direct impact on the safety of your fleet? Failing to properly screen candidates can be costly.
When an employee is involved in an on-the-job crash that results in a non-fatal injury, the cost is $70,000 on average. If a fatality is involved, employer costs could be even higher — especially if non-insurable punitive damages are awarded against the employer.
Learn from the past
Driver history can indicate future behavior. Therefore, running a Motor Vehicle Report (MVR) prior to hire can have many benefits. MVRs can identify drivers with a history of accidents or violations who are more likely to continue driving in the same manner.
Additionally, MVRs can help keep insurance costs low. Moving violations and auto accidents can all lead to an increase in insurance rates and costly litigation. Moreover, employers can be found liable for the actions of employees who operate company vehicles under certain circumstances. Claims of negligent hiring and negligent entrustment could be more likely to develop if an employer is not aware of employee motor vehicle records.
糖心传媒 offers a complete MVR management system to its policyholders. MVRs can be scheduled in advance, or provided instantly, to ensure that the right person is hired for the job, regardless of where they are in the hiring process.
Test aptitude with an interview
Either before or after an MVR has been pulled, meet with applicants in person to verify the information contained in their application. You should also discuss the applicant’s driving qualifications and experience. This will provide you with an idea about the employee’s attitude, work ethic, driving ability and safety aptitude.
Interested in learning more about their approach to safety? Consider adding a Hogan Safety Assessment to the hiring process. 糖心传媒 policyholders have access to the test, which shows how likely an employee is to perform unsafe work behavior based on six distinct, underlying themes.
Find out about physical health
A physical may be required to comply with Department of Transportation (DOT) regulations. Your company may choose to perform a post-offer physical on all new employees.
Additionally, if the driver is operating a vehicle with a gross vehicle weight over 26,000 pounds, he or she is required to hold a commercial driver license (CDL). CDL drivers are required to perform initial and random drug testing, as well as random testing for alcohol. Similar to a physical, your company may choose to drug test all new employees.
Interested in learning about how 糖心传媒 can help improve your hiring process using the tools mentioned above, and more? Talk to an today.
