1. Motor Fleet Safety Basics: Training for the Safety Supervisor
Unit 6 – Hiring the Right People

2. Unit 6 Objectives
Recognize how effective hiring affects driver retention and accident prevention
Identify critical information to look for on job applications and ways to obtain missing information
Conduct interviews consistent with general interviewing guidelines
Implement or strengthen effective road test procedures
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3. Effective Hiring is Important
“You hire the future.”
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4. Implications of Effective Hiring
Greater driver retention
Fewer accidents
Fewer morale problems
Increased productivity
Reduced downtime
Increased overall profitability
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5. Selection Procedures Job analysis Review application forms
Job description
Job standards
Review application forms
Review qualifications against standards
Verify information
Check records
Interview qualified applicants
Conduct tests
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6. Job Analysis Full description of the job Specific tasks of the job
Function and purpose
Specific tasks of the job
Minimum standards
Special qualifications
Physical demands
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7. Job Standards Minimum physical Educational Experience
Driving record (accidents/moving violations convictions)
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8. Proper Use of Job Descriptions
It is illegal to use a job description as a pre-employment selection tool.
a. True
b. False
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9. Establishing Job Standards
Job standards may not be changed or lowered for the purpose of hiring one employee over another.
a. True
b. False
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10. Reviewing Job Applications
Check to be sure the form is:
Up-to-date and meets applicable legal restrictions
Completed personally by the applicant
Signed by the applicant
Completed with no gaps in a personal history
Completely filled out, with no incomplete responses
Accurate
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11. Verifying Information on Job Applications
Check background information through:
Previous employers
Credit reports
Criminal conviction records
Motor vehicle driving records
Personal references
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12. Obtaining Background Information
What is one way to obtain information from uncooperative previous employers?
a. Complain to the FMCSA if the previous employer won’t cooperate
b. Ask for confirmation of dates worked only
c. Send a signed release along with the request for information
d. There is nothing you can do
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13. General Job Application Guidelines
Only include pertinent and necessary questions
Require completion at carrier place of business
Use forms properly to protect rights of prospective employees and of company
Compare information to job description
Compare against all identified job standards
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14. Evaluating Applications
When is it acceptable to allow the application form to be filled out by someone other than the applicant?
a. When the applicant has illegible handwriting.
b. When the applicant has limited English skills.
c. When the applicant is ill with a contagious disease.
d. It is not acceptable in any situation.
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15. Requirements for Driver Applicants
If an applicant meets appropriate standards and regulation requirements, he or she can be assumed to be qualified for any job within the fleet.
a. True
b. False
© North American Transportation Management Institute, 2013

16. Vision Requirements for Drivers
To ensure proper visual ability, it is necessary for driver applicants to meet appropriate standards for visual acuity, field of peripheral vision, and depth perception.
a. True
b. False
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17. Effective Interviewing
Interviews should be used to obtain in-depth information about previous employment experience, education, and areas of inconsistency or incomplete responses on the application.
a. True
b. False
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18. Interview Procedures Preparation Procedure Questions Physical Social
Technical
Procedure
Questions
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19. Interviewing Errors Lack of uniformity Negative approach
Making decisions subjectively or without facts
Violating the law
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20. Off-Road Testing Programs
Vehicle inspection
Parallel parking
Alley dock
Offset alley
Serpentine
Backing
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21. On-Road Testing Usually 15 miles Same set route for all road tests
© North American Transportation Management Institute, 2013

22. Questions
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