How to hire a driver for your fleet
Jade Zart 6 min read 
Finding a skilled driver who meets fleet management requirements can be difficult. But there are some criteria you can consider when hiring fleet drivers.
After all, they will not only be responsible for driving a vehicle: they will also deal with a company's end customers, which requires technical preparation, communication and responsibility.
They also need to know the vehicles they work with and follow operational processes, since they are responsible for carrying out inspection checklists periodically.
To find trained, qualified professionals in a competitive market, consider:
- What types of driver hiring arrangements there are;
- How to hire fleet drivers;
- Tips for a good hiring process;
- What training to offer after hiring fleet drivers.
What types of driver hiring arrangements are there?
As with other roles, there are different arrangements for hiring a fleet driver. In Brazil, these are self-employment, CLT employment and outsourcing.
Here is a closer look:
| Hiring arrangements | How it works |
| Owner-driver or self-employed driver | Provides transport services using their own vehicle. In this case, the company is not responsible for the vehicle or its costs, hiring the driver for predetermined periods defined by contract or only on demand. |
| CLT employment, under Brazil's labor framework | Works full-time at the company, which provides everything they need to deliver their service. This is the arrangement transport companies choose for greater control and quality in hiring. |
| Outsourced | There are companies specializing in driver recruitment and training that make drivers available for transport services at other businesses—in other words, outsourcing the work. |
Types of arrangements for hiring fleet drivers.
How to hire a fleet driver
Screen resumes by qualifications and experience
The selection process requires attention to the many resumes you will receive when opening applications for the driver vacancy. Hiring fleet drivers requires checking whether they meet the stated requirements and whether their experience matches what you are looking for.
Above all, check that the basic job requirements are met, such as holding a Brazilian driver's license appropriate for the vehicle type the person will drive, having knowledge of mechanics and knowing the traffic laws they need to respect in their routine.
A candidate's experience matters, but it should not be the deciding factor when hiring. In addition to training and knowledge in the field, seek references about the work of the candidate you are interviewing.
Check whether references are valid and relevant
Check whether references are valid, since professionals often list friends or family members to provide this information and give favorable recommendations about their work.
Contact the numbers provided and find out which managers of other fleets are recommending this professional. If possible, arrange a brief conversation and ask questions that will help you choose and, perhaps, arrange an interview to get to know the candidate better.
For example, find out how the professional behaves in adverse everyday situations, how they treat coworkers, how they deal with customers, and so on.
Give a test before the interview
When hiring fleet drivers, give tests that go beyond driving assessment and also help you analyze theoretical knowledge. The test should not be used as an automatic predictor of behavior, but as a standardized way to compare criteria that matter for the role.
Be sure to include questions about how they would act in certain situations, such as road incidents or vehicle problems, as well as their knowledge of and skills with new technologies emerging in logistics.
These are some ways to understand whether the driver meets your fleet's requirements.
If test answers are satisfactory, you can move to the interview stage, using their earlier answers as a basis for assessment. If there is a contradiction between what was written and what is said in conversation, treat it as something to investigate: ask for examples, confirm experience and assess it alongside the other job criteria.
Learn to assess the driver's profile
The interview is the time to identify everything that cannot be seen in the resume and preliminary test. Professional behavior, the background presented and clarity in explaining experience help you understand how the person may perform their duties in the fleet.
Avoid making isolated signals, such as nervousness or limited eye contact, automatic grounds for rejection. Instead, conduct the interview with clear questions, equal criteria for candidates and room for the person to explain real situations from transport routines.
During the interview, it is useful to ask about the candidate's reasons for choosing the profession and their aspirations.
This helps you understand whether it is something they really enjoy doing and whether they intend to grow in their career, becoming a fleet assistant or even reaching the role of fleet manager.
These are signs of someone willing to work, study and deliver good results at your company.
Tips for a good hiring process
Define the vacancy well
When hiring fleet drivers, people with a range of skills may approach you. Take care at this stage, since they may sometimes be ruled out because the job description is unclear.
Although a driver vacancy has a well-defined main activity, detail what else is part of that routine in your operation so the candidate can decide whether to apply.
Understand what makes a professional qualified to meet your fleet's needs
When hiring fleet drivers, you need to put together the job description so the professional can meet your fleet's needs.
This is especially relevant for organizations transporting chemicals or other types of cargo that also require specific handling precautions. Some products require certificates proving that the driver is qualified to meet those demands, so it is your task to understand these requirements and include them when hiring.
Clearly explain duties and plans for the vacancy
In addition to the job description for hiring fleet drivers, the interview is the time to align expectations for the role and confirm whether the candidate meets your needs.
If the candidate shows interest in career growth and development, discuss a career plan starting from this fleet role, if that is of mutual interest.
These details influence willingness to work, making a difference when delivering results and meeting transport operation goals.
What training to offer after hiring a fleet driver
After you hire a fleet driver, they can still receive training on how work is done at the company and what drivers' routines involve, also known as onboarding.
In some situations, the most suitable candidate lacked a certification required for the type of transport the fleet handles, so they must take the course or exam needed to receive the certificate.
You can also never have too much training in defensive driving and transport laws. Driver safety training should be seen as an ongoing process, with content specific to the vehicles used in the operation and refresher courses at regular intervals.
After hiring drivers, you need to manage them and understand how they are performing, right?
For this, we developed a driver control spreadsheet (in Portuguese), and best of all, downloading and using it is free. Get it now (in Portuguese).
Frequently asked questions
What types of driver hiring arrangements are there?
What should I assess in a driver candidate’s resume?
How can I tell whether a driver’s references are reliable?
Is it worth giving a test before the interview?
How should I describe the vacancy to attract the right driver?
What training should I offer after hiring a driver?
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