The trucking industry can’t find enough drivers. Companies need to fill seats, and some will hire almost anyone who applies. This rush to staff trucks creates dangerous situations on California highways. At Choulos & Tsoi Law Firm, we’ve seen firsthand how cutting corners during the hiring process leads to preventable accidents.
The Pressure to Hire Quickly
Trucking companies lose money when trucks sit idle. Every day without a driver costs them revenue. Simple math drives bad decisions.
This financial pressure pushes some companies to skip proper vetting procedures. They’re prioritizing filling positions over finding qualified candidates. The problem isn’t just about speed. It’s about what gets overlooked when companies rush. Background checks get abbreviated. Training programs get condensed. Warning signs in a driver’s history? Completely ignored.
Common Hiring Shortcuts That Create Danger
Inadequate Background Screening
Federal regulations require trucking companies to review a driver’s employment history for at least three years. Some companies do the bare minimum. Others skip verification altogether. They might not contact previous employers or dig into why a driver left their last job.
When companies fail to investigate a driver’s past, they miss patterns. A driver who was fired for safety violations at one company shouldn’t be operating a truck for another. But without thorough screening, these red flags just disappear into thin air.
Ignoring Poor Driving Records
Every driver should have a clean Motor Vehicle Record before getting hired. The Federal Motor Carrier Safety Administration sets minimum standards, but companies can choose to accept drivers with concerning histories. Multiple speeding tickets, at-fault accidents, or license suspensions should disqualify candidates.
Some companies hire them anyway.
We’ve handled cases where truck drivers had extensive violation histories that any reasonable employer would’ve rejected. The company either didn’t check or decided the risk was acceptable. That’s a calculation they make until someone gets hurt.
Insufficient Training Programs
New commercial drivers need proper training beyond obtaining a CDL. They should learn company-specific procedures, vehicle maintenance checks, and defensive driving techniques. Quality training programs take weeks. Some companies offer a few days and call it sufficient.
Undertrained drivers make mistakes. They don’t know how to handle adverse weather. They fail to recognize mechanical problems. They misjudge stopping distances. These gaps in knowledge become apparent after an accident, not before.
What Companies Should Be Checking
Responsible trucking companies conduct thorough pre-employment screening that includes:
- Complete driving record review going back at least ten years
- Drug and alcohol testing as required by DOT regulations
- Physical examinations to verify medical fitness
- Previous employer verification and safety performance history
- Criminal background checks for serious offenses
- Road test evaluation with an experienced driver
When any of these steps are skipped, the risk increases. Each verification serves a purpose in identifying drivers who shouldn’t be operating commercial vehicles. It’s not complicated. It’s just time-consuming and costs money.
The Role of Independent Contractors
Many trucking companies classify drivers as independent contractors rather than employees. This arrangement can create additional problems because companies may claim they have less responsibility for contractor screening and training.
California law doesn’t always accept this distinction. When companies exercise control over how, when, and where a driver operates, they may still bear liability for negligent hiring practices. Our Santa Monica truck accident lawyer team examines these employment relationships closely in every case we handle.
Proving Negligent Hiring After an Accident
When we investigate a trucking accident, we request the driver’s complete personnel file. This includes their application, background check results, training records, and performance evaluations. We compare what the company knew at hiring against what they should’ve discovered with reasonable diligence.
Sometimes the evidence is damning.
A driver with multiple DUI convictions shouldn’t be hauling cargo on California freeways. If the company hired them anyway, that decision becomes part of our case. We also look at company-wide hiring policies. If a trucking company has a pattern of hiring unqualified drivers, it suggests a systemic problem rather than an isolated mistake.
Financial Motivations Behind Poor Hiring
Thorough background checks cost money. Comprehensive training programs take time. Some companies view these as expenses to minimize rather than investments in safety. They’ve calculated that occasional accident settlements cost less than maintaining high hiring standards.
This is where legal accountability matters. When companies face substantial liability for putting dangerous drivers on the road, the financial equation changes. Proper hiring becomes cheaper than ongoing litigation. It shouldn’t take lawsuits to motivate basic safety practices, but sometimes that’s what it takes.
Taking Action After a Truck Crash
If you’ve been injured by a commercial truck driver, the company’s hiring practices may be relevant to your case. Not every accident involves negligent hiring, but it’s worth investigating. The Santa Monica truck accident lawyer team at our firm knows how to obtain and analyze employment records to build the strongest possible case. Trucking companies should never sacrifice safety for profit, and we’re here to hold them accountable when they do.
