In high-turnover industries like trucking, recruiters are often laser-focused on hiring experienced employees that can hit the ground running. While it is true that veteran truck drivers can bring a wealth of knowledge with them, carriers should avoid underestimating the value of more inexperienced drivers. With the proper training and support, new-to-the-industry hires can become some of the safest – and most loyal – drivers in a fleet.
With brand new drivers, carriers have the advantage of training them from the ground up. This allows carriers to control the way skills are taught and the messaging drivers receive around safety. Additionally, people entering the industry for the first time may have a better attitude surrounding training and an overall willingness to learn.
“Drivers new to trucking can integrate your safe practices and values from the start,” said J. J. Keller’s senior transport editor Mark Schedler. “Experienced drivers have a range of skills and attitudes concerning safety. It takes time to undo unsafe habits, if any.”
New driver training does, however, require a significant time commitment from both the company and the new hire. Hiring new drivers also comes with some risks. Carriers can mitigate those risks by following a few best practices while building out their fleets.
Outsource driver screening and qualification
Outsourcing driver qualification (DQ) file management allows carriers to focus on coaching, training and retaining drivers instead of worrying about the paperwork and processes related to hiring and screening drivers. This is especially useful when carriers are hiring inexperienced drivers who need more nurturing early in their careers.
“If your staff doesn’t have time to get to know the driver as a person, you have little chance of retaining them. Consider outsourcing qualification functions and motor vehicle record (MVR) monitoring to focus carrier resources on driver support during their first six months to a year,” Schedler said. “Inexperienced drivers require around fifty percent more time to answer questions, meet their needs and keep them productive and safe.”
With the right partner, the case for outsourcing DQ file management is compelling. Benefits include:
Carrier staff augmented with federal and state regulatory experts
Streamlined and accurate vetting of each hire
Company-specific and FMCSA-required qualification renewable documents tracked in a centralized location
Ongoing audits to ensure 100% compliance
Secure access to files and infrastructure
Support in the event of a DOT audit or intervention.
These supports are crucial for all carriers, but they are especially important for those bringing on brand new drivers. Thorough and complete DQ files, background checks and record monitoring after hire can go a long way in reducing the risks of negligent hiring and supervision.
Train and onboard inexperienced drivers
When working with brand new drivers, it is crucial to provide a comprehensive and collaborative training experience.
Carriers have a few different options when it comes to providing driver training. Some companies choose to design their own full-scale, in-house programs. For others, it makes more sense to partner with driving schools, then finish training the driver after they receive their CDL. Carriers can also become entry-level driver training providers on the Training Provider Registry.
Whichever path a company takes, an apprenticeship program can make the transition smoother for both the new driver and the company. These initiatives help ensure new drivers are fully supported while giving existing employees opportunities to step up as mentors. J. J. Keller has laid out the advantages of an apprenticeship program, and offered guidance on how to get one started.
New drivers that succeed in these types of programs often share a few similarities, including: a willingness to learn, a certain level of maturity and realistic expectations. From there, most everything else can be taught.
“While the amount of work involved in setting up an apprenticeship program may seem intimidating, bringing on a solid employee is only the first reward,” according to a J. J. Keller blog post. “If the pilot project goes well, the company will have an entirely new pool of potential employees to tap into, and a system in place to create well-trained, loyal drivers molded in the company’s image.”
Assess driving skills and attitude with thorough road tests
In order to get a true picture of how an employee drives, companies should administer road tests that go above and beyond the minimum requirements laid out by FMCSA. J. J. Keller advises that every driver be given a road test using a standardized score sheet not just at hire, but also after any extended absences, when being assigned new equipment and when routes are changed to include new types of terrain.
“Evaluate drivers’ skills at hire and keep them sharp by exceeding the road test regulations, which will result in: reduced risk of crashes and negligence claims and
improved retention by increasing driver skills and confidence,” according to a J. J. Keller blog post.
Use video-based coaching to better retain all drivers
Utilizing dash cameras can create a more responsive and collaborative environment for all drivers, both experienced and inexperienced. Additionally, proactive video-based coaching and correction of unsafe behavior in a driver’s first 180 days onboard enhances retention and reduces the risk of claims of negligent supervision.
With video, trainers can actually see what a driver is actually experiencing when unsafe driving behaviors take place. This allows them to more effectively correct the behavior, while also helping them relate to the driver on a more personal level.
“Video clips help foster empathy by showing inexperienced drivers’ challenges,” according to Schedler. “Coaching and training to build self-confidence results in safer and more productive drivers.”
Cameras also allow trainers to notice when drivers are doing the right thing. Recognition of positive behaviors based on video footage from road-facing and driver-facing cameras reinforces the safety culture from the hire date throughout a driver’s tenure.
Technology on vehicles can help new drivers learn
Trucks are higher tech than ever before, and this can be a big advantage for new drivers. Automated transmissions and advanced driver assistance systems (ADAS) on vehicles can augment new drivers’ abilities while they are still learning to perfect their skills.
Safety systems such as automated emergency braking, lane departure warning and blindspot monitoring can provide additional support in the early stages of a driving career.
There are a plethora of options available to carriers looking to improve the driver assistance features in their trucks, and it is important that drivers assess their options before choosing one.
“Some of these systems simply assist the driver (such as the backup cameras), while others capture data as well. In some cases, the systems are interconnected (such as a lane departure warning system that is tied into an inward/outward camera system). In all cases, the system is designed to make the vehicle safer,” according to a J. J. Keller blog post.
With best practices in place, new drivers can be just as safe – or safer – as veteran drivers with years of experience under their belts. Carriers should keep this often underestimated applicant pool in mind during their next recruitment blitz.
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