In the construction supply and distribution industries, drivers and delivery staff are the face of your company. They ensure materials arrive on time, represent your brand in the field, and keep your operations flowing. But finding the right people—and keeping them—is tougher than ever.
Here’s a step-by-step guide to hiring delivery talent that sticks, performs, and grows with your business.
Step 1: Define the Role Clearly and Honestly
✅ Best Practice:
Start with a realistic job description that covers:
Hours, shift type, and physical demands
Equipment used (e.g., boom trucks, forklifts, box trucks)
Delivery routes and customer interaction level
Requirements (CDL, clean driving record, DOT certifications)
Why it matters:
Clear expectations attract better fits and reduce early turnover from “surprise” job duties.
Step 2: Promote the Role on the Right Platforms
✅ Best Practice:
Use both traditional and digital channels:
Indeed, Craigslist, and local job boards
Industry-specific job platforms
Social media + employee referrals
Flyers at trade schools or CDL training centers
Pro Tip:
Use short videos showing a “day in the life” to connect with candidates visually.
Step 3: Pre-Screen for Safety and Fit
✅ Best Practice:
Before the interview, screen for:
Valid license type and clean MVR (Motor Vehicle Record)
Ability to pass a DOT physical and drug screen
Basic communication skills (can they speak clearly, follow directions?)
Why it matters:
This filters out unqualified applicants early and saves your team time.
Step 4: Use Behavioral Interviews—Not Just Technical Questions
✅ Best Practice:
Ask situational questions that reveal soft skills:
“Tell me about a time you dealt with a difficult customer.”
“What do you do when a delivery is running behind?”
“How do you keep yourself organized during multiple stops?”
Also ask about:
Attention to safety
Problem-solving under pressure
Willingness to learn and be coached
Why it matters:
You’re hiring more than a driver—you’re hiring a representative of your brand.
Step 5: Conduct a Ride-Along or Skills Test
✅ Best Practice:
Before hiring, test:
Vehicle handling (especially in tight or jobsite conditions)
Paperwork/digital delivery tracking
Communication with dispatch/customers
Why it matters:
Practical evaluations catch red flags and build confidence in your hiring decision.
Step 6: Streamline the Offer and Onboarding Process
✅ Best Practice:
Once you’ve made a decision:
Send a clear, written offer with pay, benefits, and start date
Kick off onboarding with digital forms and pre-training videos
Schedule a full orientation with team introductions, safety policies, and equipment walk-through
Pro Tip:
Start assigning delivery runs with a mentor or team lead to build confidence fast.
Step 7: Check In Often During the First 30–60 Days
✅ Best Practice:
Set up regular checkpoints:
1-week check-in: “How’s the route? Any surprises?”
30-day review: Offer coaching, clarify expectations
60-day performance and feedback meeting
Why it matters:
Most early turnover happens in the first 60 days—this is where you earn loyalty.
Step 8: Recognize and Retain Your Top Performers
✅ Best Practice:
Track on-time deliveries, safe driving, and customer feedback
Offer bonuses or extra perks for consistent performance
Publicly recognize team members who go the extra mile
Long-term idea:
Create a “driver development path” for CDL upgrades, dispatch roles, or field leadership.
Final Thoughts
Hiring great drivers and delivery staff isn’t about luck—it’s about having a repeatable, people-focused process. When you hire with clarity, evaluate thoroughly, and support intentionally, you build a team that keeps your promises, represents your brand, and grows your business from the wheels up.
