CRST Driver Recruiter Training

Driver recruitment is an integral part of any business, and even more so in the trucking/transport industry, where driver turnover is quite high. Recruiters are responsible for vetting and hiring the best drivers available for the company.

Recruiters take a comprehensive dive into driver’s work history, certifications, health and fitness reports, criminal records and DOT reports to ensure only the safest, most efficient and committed drivers are allowed on to a CRST truck.

In this module, you will learn about the different types of applicants, processes to be followed to gather information on each applicant, things to look for to determine an applicant’s suitability, detailed guidelines on how to handle applicant questions and other useful information that will equip you to be an efficient recruiter.

Welcome to Training!

CRST International and Express International, partners in logistics!

What is a Driver Recruiter?

A recruiter is a person whose job is to enlist or enroll people in an organization. Driver recruiters, such as you, are therefore the persons who enlist drivers into service for CRST!

Being a CRST Expedited Recruiter is an involved process from start to finish, and will require that you pay attention to details about persons from all walks of life who are interested in driving for us

Think about the type of drivers you would want to have sharing the roadways with you and your loved ones. Make smart decisions, and use all of the information available to pick the winners out. We either hire our own problems, or our solutions!

As a driver recruiter, you are empowered to find the most important assets in our industry: Good Drivers. Your role is critical in our business’ success, and we believe that you can get the job done right. Let’s get started!

Fill the Blanks

Being  CRST Expedited Recruiter is an process. As a driver recruiter, you are to find the most important assets in our industry:  !

How to be a Successful Driver Recruiter

1. Processing Leads

A ‘lead’ is a contact where some amount of information on the applicant is provided. Active phone numbers, emails and mailing addresses will give you the means to open up initial contact with applicant drivers.

  • A lead is the information a recruiter gives to the applicant.
  • A lead is a contact where some amount of information on the applicant is provided.

What is a lead?

You must enter every lead you get into the recruitment database. Even if you do not get a hire out of the lead immediately, we can continue to reach out to the applicant, and can be converted in the future.

2. Building a Driver Pool

You build and maintain a good pool of drivers over time by gathering and processing leads. Use Tenstreet to manage your applicants, and work each lead so you can group your drivers efficiently

3. Creating and Maintaining a Pipeline

Your pipeline are the drivers and recruits that are actively involved in the orientation/training program at one of our locations. Keep it fresh and current, and watch the pipeline convert these recruits into hires!

Make initial contact, get to know your applicant and reassure them that you are there to guide them. For those who you want to consider for the future, setup reminders in Tenstreet and keep in touch to let them know that you haven’t forgotten about them

4. Mine the Database

Make use of the database by mining it. This entails constantly finding leads to work, and Tenstreet has thousands of leads providing opportunities for you to work on converting them into hires.

Mining the DB contd.

There is a sixty (60) day window on all worked applications

Once an application is taken, it remains with a recruiter for 60 days after the last contact with the lead. After 60 days it becomes open for any recruiter to grab, unless the current recruiter has utilized the ‘Next Action’ feature in the notes section.

Mining the DB contd.

For you to be able to take over an old lead, you MUST attempt to contact the applicant, preferably by phone. Think about it this way: if you were a miner looking for gold, and you spent hours chipping away before giving up, someone else can come and strike it rich off of just one stroke off of your hard work. Mine your database well, and let your efforts pay off!

5. Keep Accurate and Updated Notes

Use the ‘Notes’ section on Tenstreet as often as you can. The more notes you leave, the more information you will have to guide you. Nothing is too mundane or insignificant to be entered.

Keep track of your attempts to make contact, any personal information (birth dates, spouse or children’s names etc.) and any other important tidbit of information that the applicant may have shared with you.

These notes will allow you to use empathy and really make a connection with the applicant. They will be comfortable with you and appreciative of the attention you gave them, and will be more motivated to successfully go through the recruitment process.

Building relationships is the foundation of your recruitment success!

Question: After how many days can I work on a lead that another recruiter has left inactive?

  • 30 days
  • 60 days
  • 90 days
  • Never

The pool of drivers/recruits that are actively involved in orientation or training is called:

  • The Recruits
  • The Applicants
  • The Pipeline
  • The Leads

True or False?

  • I can take over a lead that is marked 'Next Action in Tenstreet after 60 days.
  • I should always leave as many notes as possible in Tenstreet to guide me.

The CRST Driver Recruitment Process

The Driver Recruitment Process

There are seven stages in the CRST recruitment process.

Stage 1: Receive Application – Application is received by Recruiter in Tenstreet

Stage 2: Qualify Applicant and provide FCRA (Fair Credit Reporting Act) Report

Stage 3: Run Reports - There are several report types that a recruiter can run to do a deeper background check on an applicant. These will be detailed later in the training course.

Stage 4: Meets Hiring - At this stage, the recruiter will be able to make a sound decision on whether an applicant is suitable to be invited in for orientation.

Important Note: This is also the first main stage of the process where unsuitable applicants are cut out. They are marked as 'DMS' (Didn't Meet Standard). They will not be given further consideration at this time.

Stage 5: Send to Orientation - Applicant is set up for orientation program. Recruiter will now make all arrangements for transportation to orientation school, lodging and other arrangements.

Stage 6: Graduation - Successful completion of the orientation program results in the driver graduating, and moving on to the final stage.

Important Note 2: This is the second main stage of the process where unsuitable applicants are cut out. These will also be marked as 'DMS' (Didn't Meet Standard).

Stage 7: Assigned to Truck or Lead Driver - The driver is assigned to a truck (if proven to be a top driver during orientation) or assigned to work with a lead driver so he/she can gain hands-on experience and advice from one of the seasoned pros.

How many stages of the CRST Driver Recruitment Process are there?

  • Many
  • Several
  • Eight
  • Seven

True or False?

  • Applicants can be marked 'DMS' as early as the fourth stage of recruitment.
  • Successful applicants are expected to make adequate arrangements to get to CRST on their own.
  • FCRA stands for Fair Credit Reporting Act.
  • A top driver who graduates from CRST Recruitment Driving School is automatically assigned to their own truck.

Types of Paperwork for Driver Recruiters to Review

Paperwork Overview

There are many pieces to the applicant’s file that you will gather and review in order to determine their suitability. You will be able to determine whether a driver needs to go to school, or can go straight to orientation. 

The safety department will also review the documentation as a second level of vetting to ensure thoroughness.

Recruitment Paperwork 1

1. CDLIS (Commercial Driver's License Information Systems)

The CDLIS is ordered through HireRight and details any licenses that the applicant might have held in the past. You can use this to order a specific MVR (Motor Vehicle Report). Note: Only run CDLIS for drivers that already have a CDL. Drivers that don’t have one will have no records to show.

Recruitment Paperwork 2

Employment History

Every applicant that you speak with must submit a minimum of a 3-year employment history to be entered into their file. This includes a past company’s business name, contact information and dates worked as a minimum quota of information. This will be used to verify the work history of the applicant. Note: in addition to actual employment, CRST counts schooling as part of an employment history. School transcripts will work as reference documents.

Recruitment Paperwork 3

DAC Report (Drive-A-Check)

This is also ordered through HireRight and may contain a listing of some or all truck driving jobs the applicant has held. These jobs MUST be entered in Tenstreet. Only drivers who have a CDL will have information available in a DAC report. 

Recruitment Paperwork 4

Motor Vehicle Report (MVR)

Also procurable through HireRight, it details any tickets or violations the driver has accumulated on that particular license

Every state is different in how they report the ticket information, therefore each MVR must be reviewed carefully. Things to look for are moving violations, suspensions, eligibility, status, and these qualify or disqualify the applicant based on the hiring guidelines covered in the next section.

Note: if a driver has multiple driver licenses in various states, you must order an MVR for each one. Make sure to ask the applicant if they hold multiple licenses.

Recruitment Paperwork 5

Accident Report

A standard rule of hiring is if any accidents show up on an MVR within the last three (3) years, we must have a copy of the accident report associated with the incident, whether it was the applicant’s fault or not. 

Accident reports must be obtained by the applicant from the agency the report was generated from. Most accident reports can be obtained from the courthouse in the state the accident occurred in. Others can be obtained from the local police department, highway patrol or sheriff’s office, depending on which agency handled the accident. Accident reports can also be purchased online from http://www.buycrash.com.

Recruitment Paperwork 6

Criminal Background

Ordered through HireRight by requesting the DAC Widescreen on the applicant. This will order a listing of all criminal charges and their dispositions in the applicant’s lifetime. Although this report is fairly accurate, you, as the recruiter, should dig a little deeper and search online for other indicators. 

Sometimes, a simple Google search with the keywords ‘criminal’ added can yield much more information than that contained on the report.

Specific Paperwork to be Reviewed for Student (ST) classed Applicants

  1. MVR 
  2.  Widescreen (if they have criminal charges)

Specific Paperwork to be Reviewed for R-Code classed Applicants

  1. MVR
  2. CDLIS
  3. Transportation Employment
  4. Widescreen (if they have criminal charges)

Specific Paperwork to be Reviewed for E-Code classed Applicants

  1. MVR
  2.  CDLIS
  3. Transportation Employment
  4. Widescreen (if they have criminal charges)

These are the same reports that would be run for an R-Code applicant.

Quiz Question 1: The CDLIS report must be run for:

  • Applicants who are E-Code
  • Applicants who are S/T Code
  • All Applicants
  • Applicants who have their Commercial Driver's License

Quiz Question 2: The MVR, DAC, Criminal Background Report and CDLIS can be obtained through:

  • Tenstreet
  • HireRight
  • Employment History
  • Any local recruitment agency

True or False?

  • Accident reports must be obtained by the applicant for submission to CRST.
  • Google can turn up additional information not found on a criminal background report.
  • I must run MVR, CDLIS, Transportation Employment and Widescreen for S/T classed applicants.
  • R-Code and E-Code applicants require the same paperwork to be run.

Qualifying a CRST Applicant Driver

To 'qualify' an applicant means to approve them for orientation after going through all initial paperwork and background checks associated with the applicant. There are eight (8) main steps to follow when working to qualify an applicant driver.

Step 1: Clear the lead

Ensure there is no existing file on the applicant in the database.


Step 2: Check application for immediate red flags and obvious disqualifiers

Check for basic indicators, such as whether applicant has held a CDL for the minimum stipulated period, serious criminal convictions etc.

Step 3: Check 'Hiring Area' to ascertain that applicant is within geographical bounds for each CRST Hiring Zone

The CRST Hiring Area map will be made available to you so you can cross reference each zone with an applicant's location.

Step 4: Find out what type of driver the applicant is.

Contract, non-contract, experienced. Reach out to the applicant via telephone or email if necessary.

Step 5: Pre-qualify the applicant driver

  1. Ensure the applicant is at least 21 years old
  2. Ensure applicant has a valid driver’s license for at least 18 months
  3.  Go over driving record 
  4. Go over criminal record
  5. Capture the last three years of employment

Step 6; If applicant meets qualifications, run reports if they are ready to start ASAP.

If they are not ready right away, do not run reports until they are ready. Send them CRST’s information packet via email (this will be readily available to you).

Step 7: If applicant’s reports come back and they are qualified, make plans to schedule them for school or orientation depending on which code you class them under.

E-Code, R-Code or S/T.

Step 8: If applicant does not qualify, inform them when they call back, and if needed, send DEVAAL tool.

Checklist for Recruiters to complete after qualifying an applicant driver.

  • Ensure TenStreet file is complete 
  • Input applicant into STMS (data entry): Sap Transport Management Systems
  • Tag applicant in TenStreet 
  • Set TenStreet file to ‘Approved/Scheduled’ 
  • Order bus ticket and book applicant into school or orientation 
  • Follow up the Friday before they start to confirm they are good to go

Matchmaker Exercise

  • Step 1
    Clear the lead
  • Step 3
    Check hiring area
  • Step 5
    Pre-qualify the applicant driver
  • Step 7
    Schedule applicant for school/orientation if reports come back good
  • Step 2
    Check application for immediate disqualifiers
  • Step 4
    Find out what type of driver applicant is
  • Step 6
    Run reports if applicant is ready to start
  • Step 8
    If applicant doesn't qualify, inform the via phone and send them DEVAAL tool

Types of Applicants

There are three (3) classes that CRST uses to categorize applicant drivers.

1. Student (S/T): Applicants must attend the full school course, followed by orientation then 28 days out on the road with a trainer. When completed, they are assigned their Co-Driver and can begin doing team runs. They also sign the 10 month contract.

2. Non-Contract (R-Code): Applicants that are experienced but have not driven in a while, and also drivers that have recently graduated truck school more than 90 days ago but have not driven anywhere to gain experience.

R-Codes are sometimes required to attend a refresher course, which typically lasts for five (5) days. They do not have to attend full school. After completing the refresher, they will be placed on 28 days orientation out on the road with a trainer. Once this is completed successfully, they are assigned a Co-Driver and can begin doing team runs.

3. Experienced (E-Code): This pay code is assigned to experienced drivers and is followed by the months of experience the driver has worked as an OTR (Over The Road) truck driver.

For a driver to be an E-Code and go straight into orientation, they must have a minimum of three months OTR experience with a single carrier. They are NOT required to attend the school. When they complete orientation, they are immediately assigned their Co-Driver and can begin team runs.

Matchmaker Exercise

  • I have 10 years' driving experience, but I haven't been working for the past 15 months.
    R-Code
  • I'm switching from one driving job to the next, having driven for the past 5 years straight on a team.
    E-Code
  • I just got my CDL, and would like to secure a job in a trucking company.
    S/T

CRST Hiring Guidelines for Driver Recruitment

License Qualifications

Must hold a license for a minimum of 18 months (time with permit included)

Regular Moving Violations: No more than three in three years, with no more than 1 of the items listed under 'critical' within a 3 year period

General

-Driving without license

-Driving with suspended license 

-Failure to obey signal (red light violation) 

-Driving in carpool/HOV lane illegally 

-Speeding 

-Speeding in school zone Distracted Driving (cell use/texting)

Critical

-15mph-18mph speeding 

-Speeding in a Work/Construction zone 

-Seat belt ticket (none in the last 6 months and no more than 1 in the past 3 years) 

-11mph-14mph over speed limit (violation must be at least 6 months old)

DMS for three (3) years

Violations

 - Improper/erratic lane change

 - Following too closely

 - No license for type of vehicle

 - Railroad crossing violation

 - Driving CMV while suspended

 - 19 mph + speeding ticket

 - Leaving the scene of accident

DMS for five (5) years

Violations

 - Careless/reckless/negligent/inattentive driving

 - DUI/DWI/OWI/OUI

 - If driver has 1 DUI it MUST be 5 years old

 - If driver has 2 DUI’s, first one must be at least 15 years old, second must be 5 years old

 - Violations of Regulation 383.51 in 60 Day Suspension (CDL holder)

DMS Forever

Violations

 - No DUI or refusal ever if in a CMV

 - Has more than 2 DUI’s

 - Violations of regulation 383.51 resulting in 120 Day Suspension (CDL holder)

Work History Requirement

Conditions

 - No more than three (3) jobs within the last twelve (12) months, and no more than 6 jobs within the last 3 years. Exceptions will be on a case by case basis.

Spot Quiz

  • I must have my license for 18 months to be considered for employment by CRST.
  • For moving violations, I can have at least 2 violations within three years and still be eligible
  • Two DUI's will disqualify me from being considered forever

Accidents

Violations

- Safety/Management approval on ALL ‘At Fault’ accidents within the last 3 years/leaving the scene of an accident

 - Need accident report/insurance claim on all accidents that show on MVR in the last 3 years

 - Loss of Control (if stayed on roadway) must be 12 months old

 - No rollover, rear end or ran off roadway accidents in the last 3 years (POV)

 - Rear end and loss of control with proof of under $1500 in damage will be reviewed case by case

Accidents contd.

Violations

- No ‘at fault’ intersection or lane change accident in the last two (2) years

 - No ‘jackknife’ accidents in the last two (2) years

 - No ‘roll over’ accidents EVER in a CMV (roll over accident in a personal vehicle will be considered after 3 years with a copy of the accident report)

 - Any preventable DOT recordable (an accident involving injury or requiring a tow-away of vehicle) needs approval from the safety department

 - No ‘at fault’ fatal accidents ever. All non-preventable fatal accidents require an accident report and safety approval

 - No more than two (2) preventable accidents in the last three (3) years

High Risk Insurance (SR22 or FR44)

Conditions

- Applicant will not be considered eligible for hire until this insurance program is complete (case by case consideration)

Suspensions

Conditions

- No single suspension greater than twelve (12) consecutive months in the last three (3) years. Would be eligible if suspension was on former license and applicant held valid license in another state during the suspension period

 - Cannot have a total of fifteen (15) months of total suspension time in the last three (3) years

 - For non-CDL holders, applicants cannot have more than 5 suspension periods in the last three (3) years

 - For CDL holders, applicants

 - Cannot have more than (two) 2 actual suspensions. These would have to be resolved before the applicant can attend school or orientation

Important Note

Safety will review all applicants for demonstrated patterns of habitual offenses. Habitual offenders will generally be denied employment until they can demonstrate an extended period of safe driving. 

Contact safety if you have any questions about whether or not an applicant would be disqualified because of this.

Test Your Understanding

High Risk Insurance (SR22 or FR44) will eligible for hire until this insurance program is complete. If the applicant is also found to be in violation of regulation he/she may be marked DMS for another It is very reassuring for me, the driver recruiter, to know that the department will also be reviewing an applicant's submissions to check for suitability.