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The Recruiting Game
'Know-it-alls,' slobs need not apply.
By Michael Howe
With driver turnover remaining at such high levels, it would seem fairly easy for any driver, regardless of driving record and employment history, to find a decent job without much problem. But to get a really good job, it is important to understand what recruiters are looking for in a driver. Do they want a lot of experience? How important is the driver's motor vehicle record (MVR)? What about employment references?
Understanding what recruiters look for may help you find a better job — or persuade you to stay where you are until you can polish up your appeal to another fleet.
When searching for jobs, drivers typically turn first to the newspaper or trucking-related magazines. Then they call a toll-free number to ask about the company, and to let the company find out about them. During this first call, both sides exchange significant information and start to make decisions.
What then are the most important aspects of a driver to a recruiter? How do recruiters find answers to questions?
First impressions are important, even in a phone interview with a recruiter. Learning about a driver as a person at this point is important in the hiring process, according to Al Brown, a recruiter of 17 years and an owner/operator for 22 years before that.
"When I first get a call, I like to 'feel the driver out' to see what kind of person they are," says Brown, who is currently with Rocor Transportation. "I look at attitude, and I ask them right up front about their driving history and criminal record." Drivers who are confrontational and who take a know-it-all attitude are going to be difficult for recruiters to work with.
Don Wilson, a recruiter for six years and a driver for eight years before that, agrees. According to Wilson, now with Werner Enterprises, "The first thing I look at is the driver's attitude. Then I get to the questions about criminal history and driving record."
Drivers should be prepared to answer questions about their driving record and any criminal history up front. If a recruiter can determine right away that a potential driver meets the minimum requirements, it saves everyone a lot of time.
"The most important thing I look for in a driver is the driving record," says Brown. Wilson confirms this, saying, "a driver's driving record is incredibly important, and is one of the first things I ask about during the initial interview."
A motor vehicle record (MVR) with no, or few, moving and non-moving violations shows a certain level of responsibility. Companies are looking for responsible, safe drivers, and the MVR is a good indicator. Driving records are also easily verifiable, so there is no point in trying to mislead a recruiter.
Recruiters also look at the driver's DAC report. It gives them a quick glimpse at employment history and safety record. The DAC report lists the companies that employed a driver, the reasons the driver left, if he or she had any accidents, and whether the driver is eligible for rehire. Recruiters can access this when the driver is on the telephone during the initial interview. You have the right to request a copy of your DAC report (800-331-9175, www.dacser.vices.com) and can dispute it. You can even enter a "Driver Rebuttal" on the record if the company won't change it. There is no charge to do this, up to a certain limit of requests per year.
Sticking with a job as a good sign. "Job stability is one of the first things I look at," Wilson says. "If a driver has hopped from one job to another without much tenure at any one job, what makes me think he will stay with us for any length of time?"
How do recruiters define job stability? Some see it as no more than one job per year. Of course, recent job history is the most important, so if the most recent years were stable, then that may make a big difference, too.
What are the biggest "turnoffs" for recruiters? "The biggest turnoffs when interviewing a driver are negative attitudes," Brown says. "No one likes a know-it-all, or an abrasive personality. It is best, if possible, to hire drivers with a positive attitude and positive appearance." Wilson seconds that. "A big turn-off, in addition to a criminal history, is drivers who think they know it all."
Fresh Starts
What do you do if you want to drive trucks but have a criminal record or other big problem in your past? And what about your DAC report?
A criminal record may or may not be a major roadblock, depending on the crime or the level of crime. Most major carriers will not hire felons, especially if the fleet runs into Canada. However, there are smaller fleets or independent contractors with only a few trucks that will make the exception. That is the best bet to break into trucking with a criminal record — go with smaller fleets or independents.
After a couple of years of solid, safe experience, some major carriers will make an exception and let you in. However, if the crime is drug related at all, forget it. Most misdemeanors, unless drug related, are easily overcome as carriers typically concentrate on the felony level only.
What about DUIs? Most companies require that the DUI be seven years old or older before they will consider a driver for hire. This is even if the DUI occurred in a personal vehicle; it's not the "kiss of death," but it doesn't help.
Reasons to Stay
The grass may look greener at a new fleet, but frequent job-hopping can hurt financially in the long run, according to a report by Highway Bound magazine reported to the Truckload Carriers Association's Driver Recruitment and Retention Panel.
The report says changing jobs eight times in a 30-year career could lose a driver as much as $100,000 in wages, medical coverage, 401(k) potential, paid vacation and miles due to lack of seniority. This restless driver will lose 5 cents a mile for every mile driven in that 30-year span, as well as being unemployed for about four months, not having medical coverage for 21 months and being ineligible for 401(k) participation for 84 months.
On the other hand, fleets need to offer drivers more reasons to stay where they are, including career opportunities so they don't feel that trucking is a dead-end job, says a TCA report prepared by the Upper Great Plains Transportation Institute.
The report outlined a possible career path on which truckers could improve driving and business skills, and earn new job titles and responsibilities. For instance, new drivers could move from supervised rookies to seasoned professionals handling the most challenging routes, loads and customers. Those who wanted to could then take on new duties such as customer service, recruiting, training, safety, maintenance or purchasing.
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