Luxury Coach & Transportation

March 2015

Magazine for the professional limousine, charter and tour industry.

Issue link:

Contents of this Issue


Page 53 of 109

50 LIMOUSINE, CHARTER & TOUR MARCH 2015 WWW.LCTMAG.COM HR/ TRAINING Holding job fairs can be hit or miss to fnding chauffeurs and drivers, but there are strategies to increase your odds. By Tom Halligan, LCT East Coast editor E nter the words "chauffeurs wanted" into Google search and thousands of results ap- pear. You see listings from all of the career sites and from limou- sine companies that post thou- sands of job openings nationwide. You are aware of this because you no doubt have placed an ad, or multiple ads, to seek that elusive hire — a qualifed, ex- perienced professional chauffeur. As the economy has turned around and business improved, coupled with competition for drivers from the explo- sive TNC industry, the search to fnd chauffeurs and drivers is a non-stop quest for most operators. Even with the lure of guaranteed hourly wages, bene- fts, signing bonus, and other perks and incentives, it's a challenge even to fnd anybody with the credentials, personality and basic skills to be trained as a professional chauffeur. Casting Wide Nets Operators are trying any- thing to lure candidates to apply for positions, knowing they will hire only a few. One strat- egy operators are us- ing more often is job fairs, not just to fnd chauffeurs because of the severe shortage, but to fll other vacancies as well. In the highly competitive Washington, D.C. metro region, fnding and flling chauffeur posi- tions is a full-time initiative. Reston Lim- ousine of Sterling, Va., a major operator in the region and ranked No. 13 in the annual LCT Largest Fleet rankings, em- ploys a full-time recruiter to fnd quali- fed chauffeurs and drivers. Company recruiter Mary Radford relies on job fairs as part of her tool kit to fnd and hire the right people. "We recently held a job fair at a hotel near Washing- ton Dulles International Airport to recruit candidates," Radford says. "We get people in with no experience who think it's a job anyone can do — and it's not. Our pri- mary goal is to fnd experienced chauf- feurs." In fact, Reston offers a $500 hiring bonus to any chauffeur with three years of experience who comes onboard. Of course a job fair's success de- pends on the marketing effort that gets the word out so people will show up. Placing paid advertisements in news- papers and job boards coupled with posting the fair on Craigslist, your web- PHOTO/ILLUSTRATION: KEVIN HAEGELE, LCT ART DIRECTOR

Articles in this issue

Links on this page

Archives of this issue

view archives of Luxury Coach & Transportation - March 2015