On-the-job motor vehicle crashes cost U.S. employers over $25 billion every year, as stated by the CDC Foundation. In fact, the NHTSA states that 90% of highway accidents are caused by poor behavior from drivers. Whether you are running the company as the owner, transportation manager, or executive-level officer, the loyalty and quality of the drivers you recruit will play a significant role on the growth and success of your brand. That is why choosing the right employees to drive for your company is one of the most basic, yet vital elements to your business success.
From the initial interview to requirements for employment, every business should have a clear hiring process. So, what can you do to minimize liability? Check out these proven practices to hiring the best fleet drivers for your business.
Develop a hiring policy
Every 12 minutes, somebody dies in a motor vehicle accident. Every 10 seconds, an injury occurs with a crash following every five seconds. Many of which occur during the workday, meaning employers must bear the costs of vehicle injuries and damage that occur. Whether you manage a fleet of trucks or simply employ commuters, the first steps to recruitment are to understand the state and federal rules that involve the entire hiring process. Implementing a driver safety program in the workplace will help reduce the risks faced by employees while protecting your company’s bottom line.
Whether writing a hiring policy from scratch or just updating a previous version, be sure to research other related services and obtain a copy of their fleet policy as valuable reference. Most companies will post their procedures and policies on their website. You can also purchase the Fleet Vehicle Policy Development Resource Guide provided by the National Associaton of Fleet Administrators.
Start the interview with dynamic statements
Begin each interview with a discussion on what the company will be required from each applicant, such as an MVR and background check. This should be introduced by giving a short statement on the company’s morals and values in regards to driving safety, along with what’s part of the job duties. This approach allows applicants to understand that whatever questions are asked of them during the initial interview. The employer should ask open-ended questions about the candidates history and driving record, including traffic violations, previous accidents, and suspensions.
Setting up a safe driving program
Truck accidents are the leading cause of death and injury for all ages. Not only do they influence financial and psychological effects on employees and their families, they will also affect their co-workers and employers. Every fleet company should have a driver safety program to:
- Save lives and reduce the risk of injuries within your workforce
- Protect your organization’s financial resources and reputation
- Protect against potential liabilities associated with accidents involving employees driving company vehicles
Your fleet program should keep the driver and their surroundings safe. If necessary, the program must work to improve behavior, increase skills to build a safe driving culture, and change poor attitudes on the road.
Understand potential risks
According to the NHTSA, the average cost per minor crash will cost over $16,000. However, the price will rise to more than $60,000, if there was an injury involved. To prevent accidents from happening, managers must know the driving records of their potential applications. For example, if you hire a driver with a suspended license and the driver gets into an accident, your company will be slammed with large penalties and a civil judgment for negligent entrustment.
While the process of hiring is already long enough, taking the appropriate time and focus is important when going through a clear interview process. With a proper process to keep standards consisted such as interview guidelines and infractions, this can help you narrow down the best candidate for the fleet job.
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