Proper Chauffeur Hiring is Key to Limousine Company Success – Part II

During the interview, you should evaluate the chauffeur's appearance, personality, speech, intelligence, education, experience, abilities, potential for further development and ambition.

Hiring Standards are Critical

In order to select a chauffeur you have to establish job standards including tasks and duties of the job.  These standards must be applied equally to all applicants.   Once you have established the standards, it is important to create a job description.  If you are not clear on what you expect the chauffeur to do, how can the driver ever really know how to do his or her job properly?  A simple list of the job duties and responsibilities during the hiring process will go a long way in solving the dilemmas that occur when a chauffeur is not performing well.  The candidate should be provided with a copy of the job description.  Once the standards are established and the job description list is created, then you can create the job application form.  While using standardized forms is acceptable, make sure you add appropriate questions that will provide information that is specific to your type of operation.  Finally, your company driver training/orientation program must be in place before you hire the driver so both of you have a road map to follow once a hiring decision has been made.

Once a candidate has been identified and the application reviewed, you must conduct an interview.  Interviews are very important because they give each of you a chance to evaluate the work situation.  Interviews are “planned communications”.  It is important for you to have a specific set of questions and ask them in an open-ended manner.  Be prepared for the interview and schedule the time and place.  Your job is to listen to the answers, so give the candidate all of your attention even if it is a short interview.   Answering the phone or dispatching while you are interviewing will not work.  Be cordial and purposeful and conduct the interview in as private and quiet place as possible.  During the interview, you should evaluate the following:  appearance, personality, speech, intelligence, education, experience, abilities, potential for further development and ambition. Be sure you do not make promises; be truthful and specific.   And, if you say you will get back to the candidate, do so.