Driver Qualification Processor

The Driver Qualification Processor is responsible for processing qualification reports, documents, and conducting qualification related activities of new applicants in a time and effective manner. Conduct communication with recruiters and operation on needs and requirements.

• Complete all employment verifications for pre-qualified new applicants upon notification from a Driver Recruiter.
• Process and approve or deny rehire request.
• Order all required onboarding reports.
• Review PSP for compliance and approval.
• Review employment reports and process those individuals who meet NFI and DOT criteria.
• Follow up and ensure proper completion of unemployment/self-employment verifications.
• Coordinate with hiring manager or recruiter to schedule clinic required testing; retrieve and upload clinic results.
• Update status through ATS for new hire paperwork and require documents to assure file is compliant.
• Ensure DOT employment file is properly completed according to qualification guidelines within thirty (30) days of application date.
• Provide quality control and follow through on file completion (including complete and correct I-9, signed policies and procedures, complete and signed confirmation application and all other paperwork completed correctly).

• 2-4 years’ experience in recruiting, safety, customer service, sales or related field.
• Proficiency with MS Office Suite as well as various recruiting technologies.
• Good organizational skills and the ability to multi-task and prioritize.
• Good interpersonal, written, typing and oral communication skills.
• Knowledge of engaging in social media outlets to communicate with potential
  applicants.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.