Interview like it’s 2024!

Driver Hiring

Let’s face it: most interviews you have participated in are boring! We are using the same old traditional techniques we have seen for decades. The driver hiring landscape has changed, and bus companies need to adapt to the new reality of hiring. Interviews need to be fun, engaging, and informative. The days of mechanically asking questions and waiting for answers should be retired.

So, what should your interview look like? Here are some ideas:

1. Script – Yes, have a written process and agenda for the interview. It should order the interview to keep us on point. The order of events is not as important as including all the topics. The script should include several (about five good ones!) of the same questions you ask every candidate every time and record their responses. Whoever conducts the interview should ask these questions as standard practice. This practice does not preclude an interviewer from asking other questions but establishes benchmarks and comparison data.
2. Meet and Greet – Introduce the driver candidate to everyone and train your team to welcome, smile, and engage with the candidate. Our message should align with who we are, “Welcome to the family! This position is an awesome opportunity to work with some of the best in the industry!”  Introduce them to Operations, Dispatch, Sales, Administrative, Human Resources, Technicians, Janitors, Wash Bay, and other Drivers. Your driver candidate should see happy people excited about delivering exceptional service. 
3. Sit down and interview – Depending on how you order your interview, this can be a short process as much of the interview happens while walking around. But sit down and get to know your candidate. Ask about hobbies, family, past jobs, driving record and experience, challenges, etc. Don’t interview them like a prosecuting attorney but as your new best friend! Ask the standard driver interview questions if you have not already done so.
4. Introduce them to “Karl & Kathy, the Coach Operators” – Who are they? They are the two mannequins you need to demonstrate how drivers at your company dress for success. Companies would be miles ahead of the competition if they displayed their driver’s uniform expectations (a picture is worth a thousand words). Don’t forget pins signifying years of service and other distinguishing emblems or apparel your company utilizes. You can also highlight other “swag” items for drivers, such as backpacks, jackets, coats, polo shirts, pens, tools, etc. Anything you provide or give away to employees should be highlighted.
5. Tour their office – Take them out and let them see your buses and coaches, sit in the driver’s seat, and get a feel for your operation. Display your company’s passion for safety, sound maintenance, and cleanliness! This moment is an excellent opportunity to let them ask questions and discuss the importance of pre and post-trip inspections and parking lot safety.
6. Meet the Owner/President/General Manager – Interviews should communicate to candidates how vital drivers are to your company. I had a long-standing commitment as an owner that it did not matter who I was meeting with, whether it was a banker, the president of the United States, or a family member, the person conducting the interview had carte blanche to interrupt for 5-7 minutes and introduce me to the candidate. I made it a point to come up from my desk, smile, shake hands, and introduce myself and whoever I was meeting with to the candidate. Ask the candidate a few easy questions and get to know them. This step is powerful and makes a big impression!
7. Sell your company – In today’s market, you compete for drivers. They can get a “job” almost anywhere these days. However, your job in the interview is to answer their one pressing question that is usually not verbalized but is always present: “Why should I work for you and not your competition?” 
   1. Sell your Driver Package – Compensation, benefits, and work/life balance should be in the top tier of comparable companies.
   1. Sell your People – If you have introduced them properly, hopefully, this is already done. Discuss your vision and values and how they impact your team.
   1. Sell your Process – Making a contingent offer and establishing a start date is imperative for hiring success, which extends to excellent training and support for the new driver.
8. Show them a Path – everyone wants upward mobility in a career—a pathway to a higher income. These ideas will get you started:
   1. Lead Driver – lead and manage multi-driver movements.
   1. Driver Training Instructor (DTI) – assist in training drivers on routes, procedures, and responsibilities.
   1. Safety & Management Opportunities – experienced operators can develop into outstanding leaders on the team.
9. Bonus Points! – take them to coffee or lunch. There is no better indicator than getting a candidate outside the office and seeing how she conducts herself. Look for courteous words, pleasant demeanor, and humble actions.

Hire More. Hire Better. Hire Faster.
Jeff Rogers, Talent Acquisition Specialist