Here are some key points to consider when reviewing prospective drivers:

• Damage or loss of a vehicle or cargo is expensive in terms of repairs, replacement, delays and customer relations.
• Large liabilities can be created by careless or negligent operation of your company vehicles.
• Your driver is frequently your most visible company representative to the public and your customers. As such, your driver creates the image of your company.
• Close supervision of drivers is rarely possible. As soon as they leave your premises, they are on their own coping with the traffic, weather and road conditions.

To protect your company’s assets and reputation, you should determine the following about a prospective driver:

• Personal attributes
• Physical abilities, per ADA (American Disabilities Act) requirements.
• Driving knowledge and experience.
• Prior accident and traffic violation record.

The following items are essential to an effective driver selection program:

Application – Use a form to secure personal, educational, and work experience data. Obtain driver’s license number and expiration date, accident and citation record, and a release to obtain medical records and state motor vehicle records. (MVR)

Interview – verify data on application. Use a checklist and record responses. Visually check for valid driver’s license. Discuss prior accidents. Explain nature of job and answer the applicants’ questions.

Reference Checks – Check all references to determine prior driving and work performance. A telephone check is usually faster and more candid. Use a checklist and record results.

Motor Vehicle Record (MVR) – Request the applicant’s violation and accident record from the appropriate state agency. Accidents, serious or frequent traffic violations may be indicative of future performance.

Written Test – A test on traffic regulations and driving knowledge can be an excellent indicator of a driver’s performance.

Driving Test – Applicants should be given a driving test in a vehicle similar to the one used on the job over a route similar to the regular route. Performance should be evaluated based on demonstrated driving skill and ability.

Physical Examination – Applicants for driving positions, who are otherwise qualified, may need a physical examination. The doctor performing it should be informed of the nature of the job (and any critical or essential functions) and should identify any condition that could affect the applicant’s ability to safely operate a motor vehicle. (The Department of Transportation examination, required for all interstate drivers, is a good approach for any driver.)

Probationary Period – A probationary period is often used as a condition of employment for drivers. The period should be 60-90 days to provide management adequate time to receive the MVR and to observe job performance.

Personnel File – All the above evaluations and procedures should be recorded and retained for each applicant. This file should also be kept for applicants not hired for consideration against future needs.

Source - Sentry Insurance Safety Advisor