TOW BOSS continued from page 18 ence. Finding the right applicant means asking, “Should I hire an experienced driver, or should I train (hopefully) someone who doesn’t have another company’s bad habits?” There are pros and cons to both sides of the question. Consider the differences:
Veteran: Pros Maintains a demonstrated level of industry training and experience. Is aware of safety, vehicle codes, OSHA and other workplace requirements/laws. Provides positive references with contact information. Can prove training attendance with Certificates of Completion. Is law enforcement approved; confirmed by DOJ, NCIC, and Live Scan systems. Has an acceptable MVR; ready to add to company insurance list(s). Requires only minimum training and orientation before on their own.
Veteran: Cons May show a know-it-all attitude. May challenge company rules and regulations. May demonstrate another company’s bad habits or their own. May demonstrate a prima donna attitude towards other drivers. May want to do things their way. May be “high maintenance,” requiring a new truck, higher pay, etc. May have worked for numerous other companies. May have been someone else’s problem child.
Rookie: Pros Oftentimes eager to learn a new trade when given the chance. Usually demonstrates a willingness to learn. No bad habits of their own or from other company’s poor training. Accepts starting pay, and generally wants to earn advancement.
Rookie: Cons Lacks industry knowledge or training. Can’t drive a stick shift or is an unsafe driver. Requires complete company train20 • December 2011 - TOWMAN.COM
ing and continued supervision. Not yet approved by law enforcement. Some can’t be trained. They’re a danger to themselves and others until experienced.
OK … Let’s Talk Perhaps you’ll consider one or two applicants that list the qualifications you seek. At the time of the interview, carefully review their application so you’re familiar with their traits and abilities. Because applicants are never the same, list the things you’ll want to ask pertaining to the individual’s application. Although the list of interview questions is endless, the following questions are specific to the driver position and should be asked:
Questions for Veteran Operators What level of industry experience do you have? What companies have you worked for in the past? Why did you leave your last place of employment? Do you have a training certificate(s)? When did you take your last training class? Have you ever been arrested? Can you pass Live Scan and DOJ background investigations? Have you ever had an accident driving a tow truck? Explain the most expensive damage caused by you? What are your strengths and weaknesses? Can you pass a drug test right now? What type of tow trucks can you operate? Can you work nights and weekends? Where do you see yourself in five years? What are your long-term goals? Why are you a good match for this company? Describe the old Holmes TA-105 (Corvette/Trans-Am) attachment device. This “teaser” question can establish if experienced drivers are as experienced as they say they are. If they don’t know the answer and say they
don’t know, at least they’re being truthful. Beware someone who fabricates a far-fetched answer rather than say they don’t know.
Questions for Rookie Drivers What work have you done in the past? Are you mechanically inclined? Why is this position a good match for you? Have you ever been arrested or served time? Have you ever had an accident driving your personal vehicle; whose fault? Name your strengths and weaknesses. Have you stolen from your employers? Are you willing to be drug tested? Can you work nights and weekends? Equally important to the interview process is scheduling the interview so it best suits your time. If the applicant is late, you determine as to whether or not to hold the interview. Since you’ve already set time aside (for the interview) and you’re already there, a reasonable excuse for their being late should be accepted. You may also note their tardiness as a potential sign (red flag) that they can’t manage their own time. Applicants are generally on their best behavior and have no intent on talking their way out of a job. Most applicants are nervous for the first 5-10 minutes. Accordingly, the first few minutes may be awkward for both of you, but nerves generally subside as the interview continues. A well-written, neatly printed application/resume is an indication of an applicant’s work ethic and attention to detail. It’s quite common for tow truck employees to lack some spelling or book skills, however. But that’s irrelevant to their potential towing and recovery skills. (Nothing says you can’t have them do an on-the-spot hook-up test to demonstrate that their skills match their application.) When an applicant indicates instability, that’s a red flag. However, it’s
continue to page 22
