As of October 20th, 2021, the United States has been 80,000 truck drivers short in the commercial driving industry. For several months, the U.S. has experienced a supply-chain shortage in the grocery, clothing, and food industries, leading to product shortages, delivery delays, and high prices. Unfortunately, the trucker shortage has contributed to the supply-chain chaos, leaving commercial driving companies desperate for new employees.
It is essential to continue ethical and efficient hiring practices amid the chaos. Here is how to most effectively hire new commercial driver employees in a way that will continue to benefit the company rather than put it at risk.
Not only do background checks provide detailed information on the candidate, such as criminal records, driver’s history, credit history, and more, but running background checks reduces costs by lowering employee turnover rates, decreasing insurance premiums, decreasing rates of theft, and decreasing the number of work-related accidents. Employers can be held liable if they are negligent when hiring new employees, especially if an employee is in an accident or commits theft or fraud; background checks reduce risks and liability associated with negligent hiring. Although performing background checks may feel like a waste of time when hurrying to hire new drivers, hiring a third-party company to perform them, such as ClearStar, will save time and keep the company from being put at risk.
Verifying a potential new hire’s résumé should be a top priority before deciding whether to hire them. Without screening a new employee before hiring them, an employer may miss a discrepancy on their résumé, such as a typo or exaggeration of education and employment history. Suppose a potential employee writes that they have a certain amount of commercial driving experience that an employer requires them to have, and the employer does not verify their résumé to catch their exaggeration. In that case, it could put the company at risk and leave the employer liable for work-related accidents. Because of this, employers should always verify education, employment, and references listed on résumés, whether that be by themselves or with an experienced company like ClearStar.
Although some employers may feel that background checks and verifications are negligible when racing against time, hiring a third party to complete background checks, such as ClearStar, expedites hiring and provides additional essential information. ClearStar background checks effectively filter through candidates, finding potential employees that meet an employer’s specific requirements so they can be hired, trained, and moved straight into working. Instead of doing background checks as a last step in the hiring process, let it be one of the first to help filter through candidates and determine the best before the interview process begins. Additionally, it takes some pressure off HR when looking through employment history, criminal records, and other credential verifications.
Staffing with ClearStar
ClearStar is integrated with SAP SuccessFactors Recruiting to deliver accredited, award-winning, mobile background and medical screening capabilities to clients. ClearStar is certified by the SAP ICC to ensure quick and easy implementation and is also a partner in the SAP PartnerEdge program. As such, our company is empowered to build, market, and sell software applications on top of market-leading technology platforms from SAP. To quickly and effectively find new qualified employees, work with ClearStar and SAP SuccessFactors Recruiting on background screening and hiring.
To learn more about ClearStar’s integrations with SAP SuccessFactors Recruiting, visit https://www.clearstar.net/sap-successfactors/. To place an order for a social media screening report or other background checks, contact ClearStar at +1.888.982.4648 or visit https://www.clearstar.net/contact/.