Common Mistakes in Best practices for hiring drivers and delivery staff and How to Avoid Them

In the construction supply industry, drivers and delivery personnel are more than just transportation—they’re the final link between your business and the jobsite. They represent your brand, handle valuable materials, and often navigate tight delivery schedules. Hiring the right people for these roles is critical—but it’s also where many distributors fall short.

Here are some of the most common mistakes companies make when hiring drivers and delivery staff, and how to avoid them to ensure a reliable, professional frontline team.

• Hiring Too Quickly to Fill a Gap

The mistake:

Rushing to hire just to get someone behind the wheel, without fully vetting qualifications or fit.

Why it hurts:

It leads to high turnover, safety risks, and poor customer service—costing more in the long run.

How to avoid it:

Build a hiring pipeline in advance. Keep resumes on file, maintain relationships with local CDL schools, and always be recruiting—even when you’re not actively hiring.

• Overlooking Customer Service Skills

The mistake:

Focusing only on driving experience and neglecting the fact that drivers often interact directly with your customers.

Why it hurts:

Even a safe, punctual driver can hurt your brand if they don’t handle jobsite interactions professionally.

How to avoid it:

Ask customer-focused questions during interviews. Role-play a delivery issue. Look for drivers who can stay calm, communicate clearly, and problem-solve on the spot.

• Not Checking for Industry-Specific Experience

The mistake:

Assuming any delivery experience is good enough.

Why it hurts:

Delivering lumber, drywall, or concrete forms to a jobsite is a lot different than dropping off retail parcels. These roles require material handling knowledge, awareness of jobsite conditions, and understanding construction schedules.

How to avoid it:

Prioritize candidates with experience in construction supply or related fields. If not, be ready to provide thorough onboarding and ride-alongs with seasoned drivers.

• Neglecting Safety and Compliance Checks

The mistake:

Failing to verify driving records, licenses, or DOT requirements before onboarding.

Why it hurts:

Non-compliance opens your company up to liability, DOT violations, and unnecessary risks on the road.

How to avoid it:

Establish a clear hiring checklist that includes:

MVR (Motor Vehicle Record) review

License and certification checks

Drug testing and DOT medical card validation

Safety policy acknowledgment

• Underestimating the Role of Culture Fit

The mistake:

Overlooking whether the driver will fit into your team culture or adapt to your company’s pace and expectations.

Why it hurts:

Culture mismatches lead to poor communication, disengagement, and early exits—even with qualified hires.

How to avoid it:

Introduce candidates to dispatchers, warehouse leads, or other drivers during the interview process. Ask behavioral questions that gauge how they handle stress, changes in delivery plans, or customer complaints.

• Skipping Structured Onboarding

The mistake:

Putting new hires straight into a truck without proper orientation.

Why it hurts:

New employees don’t understand company policies, expectations, or best practices—resulting in mistakes or early frustration.

How to avoid it:

Create a short but structured onboarding process that includes:

Safety training

Route expectations

Delivery protocols

ERP or mobile system walkthroughs

Job shadowing

• Failing to Market the Role Effectively

The mistake:

Writing generic job ads that don’t stand out—or worse, don’t accurately describe the role.

Why it hurts:

You attract the wrong candidates or miss out on qualified drivers who overlook your listing.

How to avoid it:

Be clear and honest about hours, workload, and jobsite conditions. Highlight competitive pay, route stability, early start/early finish schedules, and benefits like PTO or tool allowances if applicable.

Final Thought

Hiring delivery drivers and yard staff isn’t just about filling seats—it’s about finding the right people to protect your materials, your schedule, and your reputation. By avoiding these common hiring mistakes, construction supply businesses can build stronger, more reliable delivery teams that help operations run smoothly—and keep customers coming back.