National Clothesline

Looking for the perfect route driver often seems like a long journey for owners with pick-up and delivery routes.

Been there? Often you have more than one driver and you wish you could take the best aspects of each and mold them into the ultimate driver — one who never misses work, never misses a stop, signs up 25 new customers a week and treats the vehicle like it is his own.

OK, now wake up. This probably isn’t going to happen. So now what do you do?

Hiring a new or replacement driver is not a fun thing to do. “What do you look for in hiring a new driver?” is often a question I am asked.

I truly believe that it depends on the situation of your route and your organizational chart.

For example, if you have a brand new route, you may want to find someone whom you believe can develop into a route manager. You will need an individual who has vision and is truly on board with the concept of routes and constant growth.

Often a cleaner will hire a semi-retired individual in the inaugural stages of delivery service. I am not a big fan of this.

This often stunts the growth of the route, unless the driver understands that it may become a 30- to 40-hour-a-week job.

The other mistake that is made is that the driver is “forced” to sell in order to grow the route.

Like I said before, unless you are grooming the individual to become the route manager, I am not a big fan of making the driver earn his keep by adding customers to the route.

If he is a great driver, someone you can trust and someone who doesn’t miss a day of work, keep him right where he belongs — in the vehicle, making rounds and taking care of business.

As for a replacement driver, don’t panic. First of all, you should have a back-up plan in effect so that when (not if) a driver leaves you or is terminated, you are not hung out to dry.

Second of all, don’t settle. You are better off being patient with the hiring process and making the right decision than having an individual who may not service the route correctly or efficiently.

Look for someone who has character, is responsible and a quick learner. The latter is important as it should take no longer than two weeks to train a new driver.

I am including some common myths in hiring route drivers.

Common Myth 1. Hire an experienced driver.

Couriers or other delivery drivers may know the area, but are harder to train and often mistreat the vehicles. Since the van is not theirs, they are more likely to drive quicker to reach each destination.

Common Myth 2. Pay a straight commission.

Although this is very popular, this is often the worst way to compensate a driver. Usually the driver still won ’t take part in the sales aspect and hurry through the route more.

Also, most of the horror stories of drivers “taking” the customers to another competitor is because they have the mentality or are instructed that the customers are “theirs.”

Also, when the route grows and needs to be “split,” the driver is forced to take a pay cut unless you establish a compensation plan.

Common Myth 3. Pay them hourly.

This is also very popular. But this way you have to monitor and manage the route more.

Although the driver takes better care of the vehicle, he often milks the clock and is not as excited about route growth.

So what do you do?

Simply put, find someone who has character, an individual who isn’t going to leave you without notice or call in.

Finding someone who can sell is not always the best option. I find that about five percent of drivers really have the ability to sell.

Hiring part-time drivers isn’t bad, but often limits the growth of your delivery service. I still look for someone who is energetic and willing to take part in growth. I think you can always train someone to drive.

As for compensation, my best recommendation is to pay an hourly base with a small commission. A common example is $8 per hour and 2 percent of the route.

This way the driver has incentive to perform regular duties and is rewarded for new customers. Your labor percentage doesn ’t exceed 10 percent when your route is at least $3,000 per week with this compensation package.

Your route driver is the most important position to fill in the entire route process. Proper training and management of the driver will be easier of you hire the right one to begin with.