For most fleets, the transition from recruiting a driver to training them has the following elements:
- One team handles recruiting while another handles training and orientation.
- There is no formal handoff meeting between the two teams.
- The training team has little access to the data collected by recruiters.
- The same training is given to all drivers with little variation between them.
- There is no formal handoff between the training and operations teams, as well as the driver’s future manager.
The above features can cause serious issues in your fleet: Important information about new-hires is never conveyed to your training team, drivers don’t receive training tailored to their previous experience, fleets have to double-enter data they should already have on-hand, and miscommunications frequently occur.
As we’ve discussed before, integrating your pre and post-hire processes is essential to reducing your liability in the wake of rising Nuclear Verdicts and can help prevent issues from manifesting in your fleet.
But before a fleet can improve their recruiting and onboarding, they need to know what a better process looks like.
A Better Recruiting-to-Onboarding Process
To minimize error, double-entry, and optimize post-hire performance, your recruiting to onboarding process should look like:
- After a recruiter prequalifies a driver and verifies that they meet hiring standards, the recruiter holds a phone interview to ensure the driver shares the fleet’s values—such as safety—and determine the driver’s strengths and weaknesses.
- The recruiter logs their notes from the conversation.
- The recruiter runs a gated series of background checks and sends out a job offer contingent on the driver meeting full qualification standards.
- The driver accepts the job and has meetings with the recruiter, orientation lead, and operations lead.
- Using the notes from the recruiter’s conversations with the driver, the orientation lead incorporates training specific to the driver’s needs and experience into their onboarding, in addition to the general training every driver receives.
- The driver is ready to hit the road fully prepared to succeed and exemplify safety.
Making This Process a Reality
Tracking notes taken during recruiting, ensuring the orientation team has access to all recruiting data, standardizing your training, and tailoring additional training to the needs of your new-hires may sound difficult to implement.
Most fleets don’t have the tools they need to make this process a reality, but fortunately, there is a solution.
The Idelic Safety Suite® is the most comprehensive driver management platform in the industry and consolidates your fleet systems into one, seamlessly integrating your pre and post-hire processes. Safety Suite displays all pre-hire data alongside your other driver data and enables you to assign automated training and onboarding plans from your preferred training platform.
Safety Suite also uses AI-powered models to identify which of your drivers are at-risk, show why they’re at-risk, and then recommend training to address their specific needs, allowing you to deliver custom onboarding to your new-hires.
Watch a 2-minute demo to see how you can consolidate your systems and improve your recruiting and onboarding here.