How to screen a forklift driver

Must-haves to check first

Decide these before you advertise. Keep the list short - every extra requirement narrows your pool.

• Evidence of training for the truck types you use (counterbalance, reach, VNA, etc.) - usually a certificate from an accredited body such as RTITB, AITT, ITSSAR, NPORS or Lantra. You must still assess and authorise operators yourself Possible knock-out
• Recent operating experience on that truck type Nice to have
• Availability for your shift pattern Possible knock-out

8 questions to ask every forklift driver applicant

Ask everyone the same core questions, in the same order, and follow up where their CV leaves a gap. That's what makes a screen fair and comparable.

1. Which truck types are you trained on - counterbalance, reach, VNA, pallet stacker?Listen for: The specific types you need. "All of them" deserves a follow-up.
2. Which accrediting body issued your certificate, and when did you last complete training or a refresher?Listen for: An accredited body and a recent date. Many employers expect a refresher every 3-5 years.
3. How much of your last role was spent operating, and at what lift heights?Listen for: Regular recent operating, ideally at the heights your racking uses.
4. Talk me through your pre-use checks at the start of a shift.Listen for: Tyres, forks, chains, hydraulics, brakes, horn, lights and seat belt - and reporting defects rather than driving on.
5. What would you do if a load looked unstable while you were lifting it?Listen for: Stop, lower it safely and restack or report it. Never carry on.
6. Have you ever had an accident or near miss? What happened and what did you learn?Listen for: Honesty and a lesson learned. A spotless record claimed over many years can be worth probing.
7. Which shifts can you work?Listen for: A pattern that matches yours.
8. Are you happy to take a practical assessment on our trucks?Listen for: A clear yes - you should always assess on your own equipment.

What not to ask

And for every role, avoid asking about:

• Age or date of birth - unless the law sets a minimum age for the task
• Health, sickness record or disability before a job offer (Equality Act 2010, section 60). The narrow exceptions include asking about adjustments for the recruitment process, and whether someone can carry out a task that is intrinsic to the job - ask about the task, not the condition
• Pregnancy, children, childcare or plans to start a family
• Nationality or "where are you from?" - instead, ask every applicant whether they have the right to work in the UK, and check documents before they start
• Religion, sexual orientation, marital or civil partnership status, or gender reassignment

More on this in AI screening and UK law.

Screening forklift drivers at volume

If you get more forklift drivers applicants than your team can phone, the questions above are only fair if everyone gets asked them. BeCareers asks every applicant about your must-haves and these questions in a short conversation - in their own language, at any time of day - and gives you the transcript and a summary. You decide who to interview.

See also: AI screening for warehouse & logistics.