School and Employer interview questions

I've been reading a lot - and I mean a lot (thanks to everyone for posting their questions and answers - great stuff here) but I've not found a list of questions new drivers (and also experienced who may not know) should ask during interviews with schools and companies.

So, I've compiled a list that I will use as I move forward in my career and during the interview process. I'll update the list as I continue to read and learn. These questions are in no particular order.

Here are my lists so far:

For Schools

1. Is the school accredited?
2. Do you offer job placement?
3. How many students enroll each year
4. How many graduate - What is your successful graduation rate per year
5. What is the student to instructor ratio for both class time and driving time
6. What percentage of your graduates are placed in jobs and at what point are they placed (pre-grad, after grad etc.) - can you break down that percentage by job type (OTR, Regional etc.)
7. Do you offer financial/military aid etc - what are the terms and payment schedules
8. Is there a cash discount or benefit
9. How many in class/driving hours are there for the entire class
10. Is any of the class room learning done on-line?
11. Does the driving portion offer necessary training that will be used in the real world - backing and parking, inspections etc. how many hours of each?
12. How does that compare with other training schools
13. Are you willing to put these items in writing in a contract

For Companies

1. Do you offer a benefits/vacation package? What is it?
2. Is there a home time accumulation rate - what is it? Is home time guaranteed?
3. What is your pay scale - cpm, hourly etc. for new drivers and what is the rate increase based on experience (every 3/6 months etc.)
4. What is the avg number of weekly driving miles for new drivers, is it different for experienced drivers? Are drivers guaranteed weekly miles? Is that number different for new drivers and experienced?
5. Do you offer Per Diem pay and is there a reduction amt to regular pay
6. What is your avg driver turn over rate and drop out time for new drivers, for experienced drivers
7. When On the road - what is the avg turn around wait time for load pick ups/deliveries for new drivers. Is it different for experienced drivers
8. What is the avg age and mileage of trucks used
9. What is the avg number of miles and age of trucks given for use by new drivers
10. Is there a truck upgrade program (based on answer to # 8 - if so, what is the seniority or time scale to request a different truck
11. Do you offer a sign on bonus for new drivers, a referral bonus or other bonus types - safety, mileage driven etc.
12. Do you offer a tuition reimbursement program - what is it and the rate?
13. What is the avg length of time/experience required to be a trainer
14. If a conflict arises, is it possible to change trainers - under what circumstances
15. What is the length of training time before soloing - is there a phase in or testing procedure prior to being given solo routes
16. Is training time paid - at what rate?
17. Are you willing to put these items in writing in a contract offer

If I've missed any of importance, please let me know and I will update the list.

 

Thanks Gizmo,

While I provided the list it is mostly for me - if someone else finds it of value great.

I would also have to disagree with you as I will get 100% of my questions answered or I simply won't work for that company. It's really a very simple process.

Having been in upper management and hired over 200 employees in my time, I'm fairly well versed on the politics and procedures of interviews.

I bring these lists with me all the time in my notebook - the first thing I ask in an interview is: Mind if I take notes?

And voila - there are my questions sitting right in front of me. All the time.

It's interesting because when I interview someone I very rarely will hire anyone who has not taken notes and not asked questions during or at the end of my process. It's one of the ways I gauge how interested the applicant is in working for my company. Are they really interested in working here, or do they just need a job?

You have to know how to interview if you want to get the good jobs

 

Interesting - truckers don't do in person interviews? Ever?

I understand if the company is really far away, but if it's only an hour or two drive why wouldn't you want to do an in person interview?

Don't the companies have recruiters or HR people who do the hiring and interviews?

 

Thanks guys for the response,

shortwjason - it has to do with the type of business I was in which was very detailed and required my team members to be very analytical. - not asking questions or taking notes is a trigger to me that details will be missed performing tasks - which was quite an issue with my customers - so I was very leery in hiring those that didn't take notes or ask questions.

But as you pointed out I said "rarely" not never so there were exceptions. However, 99% of the exceptions didn't work out or last on the team very long

Also, during my interviews I "omitted" items often - many times due to proprietary, company secrets and non-disclosure agreements with various customers - and that's when questions should arise. Of course even with questions, if I wasn't permitted to say anything, I would explain as such.

Thanks though - at least people are actually reading these questions

 

Thanks for the response Allow.me -

However, during a school or business tour I'm not confident that I would be able to "see" averages or norms - I might see what the current class/office looked like, but that may not be the norm.

What if I were to go on a tour of a school during a particularly slow period of their business when enrollment was down or a holiday? Or reverse - very high enrollment period?

I can appreciate that trucking is a whole 'nother animal than what I may be used and accustomed to and hence my questions - delivery schedules, road and weather hazards, personnel issues, mis-communication and so on.

However, I would think that as a recruiter who gets paid often by commission + salary they would want to take the time to answer questions. At the minimum they should be able to provide me some sort of document or something to help.

After all, how much actual time does it take to ask as an example 15 questions - less than 10 mins? Seems unlikely that someone would not be willing to take 10 mins. to answer a few questions.

I can tell you right away if that is the case, I wouldn't want to work for that company. That is a big red flag to me - if someone can't take the time to talk to me during a scheduled time period, how will they have time for me later when I really need them?

IMO - hiring someone who actually WANTS to work for a company is much better than hiring someone who needs a job. There's both a longevity as well as a loyalty issue one is faced with when hiring. Granted there are no guarantees with anything, but someone who asks questions and knows about the company ahead of time is far more likely to stay with the company if presented with an offer.