What I Look For When Hiring Drivers and Operators

Hiring in the earthwork industry is one of the hardest things I do. The margin for error is razor thin—a driver who cuts corners on pre-trip inspections, or an operator who doesn't respect a site's grade stakes, can cost you tens of thousands of dollars and set a project back by weeks. Over the years I've hired dozens of dump truck drivers, excavator operators, grader operators, and dozer hands. I've made mistakes. I've also gotten it right. And through all of it, I've developed a clear, repeatable process for evaluating candidates that goes well beyond what's on their CDL.

This article is a deep dive into exactly what I look for—the credentials, the attitude, the red flags, and the questions I ask that most hiring managers never think to ask. Whether you're running a two-truck operation or managing a fleet of 20, this guide will help you build a crew that performs, stays safe, and represents your company the right way.

Why Hiring Quality Drivers and Operators Is More Critical Than Ever

The labor shortage in the construction and earthwork industry isn't a rumor—it's a documented crisis. According to the Associated General Contractors of America (AGC), over 88% of construction firms reported difficulty finding qualified craft workers in recent surveys. The shortage is worst in skilled operator and commercial driver roles, where experience and licensure requirements create a narrow talent pool.

At the same time, the cost of a bad hire is staggering. Industry estimates put the average cost of replacing a single construction field employee at 50–200% of their annual salary when you factor in recruiting, onboarding, lost productivity, and potential liability. For a dump truck driver making $65,000 per year, that's a replacement cost of $32,500 to $130,000. For an experienced excavator operator earning $80,000+, the math gets even uglier.

Beyond cost, there's the safety dimension. The Bureau of Labor Statistics consistently ranks construction among the nation's most dangerous industries. OSHA's construction industry data shows that transportation incidents and struck-by accidents involving heavy equipment account for a significant share of fatal injuries on job sites. The people operating your trucks and machines are either your biggest safety asset or your biggest liability—and it starts with who you hire.

The stakes have never been higher. Project timelines are tighter. Fuel and equipment costs are up. Clients are less forgiving of delays. Getting the hiring process right isn't just about filling a seat. It's about protecting your business, your crew, and your reputation.

Licensing and Certification: The Non-Negotiables

Before I look at anything else, I verify credentials. This isn't bureaucratic box-checking—it's the foundation of legal compliance and site safety. Here's what I require depending on the role.

Dump Truck and Haul Truck Drivers

For any driver operating a vehicle with a GVWR over 26,001 pounds—which covers virtually every dump truck in commercial earthwork—a valid Class A or Class B Commercial Driver's License (CDL) is mandatory under Federal Motor Carrier Safety Administration (FMCSA) regulations. Beyond the basic CDL, I look for:

• Tanker endorsement (N) if the driver will haul liquid or slurried materials
• Doubles/Triples endorsement (T) for pup trailer or end-dump configurations
• Clean Medical Examiner's Certificate (MEC) — required every two years per FMCSA 49 CFR Part 391
• Clean MVR (Motor Vehicle Record) — I request a 3-year MVR from the state DMV and verify it myself, not through self-reporting

I don't accept expired licenses, and I verify every CDL number through the Commercial Driver's License Information System (CDLIS) or my state's DMV portal. You'd be surprised how often candidates have prior suspensions they conveniently forgot to mention.

Heavy Equipment Operators

There is no universal federal license requirement for operating excavators, dozers, graders, or scrapers on private job sites—but certifications matter enormously for skill verification and insurance purposes. I prioritize candidates who hold:

• NCCCO Certification (National Commission for the Certification of Crane Operators) for any crane or lifting device operation
• NCCER credentials (National Center for Construction Education and Research) for equipment operators — the NCCER's Heavy Equipment Operations program is the closest thing to an industry-standard skill credential
• OSHA 10 or OSHA 30 Construction certification — not legally required for operators but a strong indicator of safety awareness
• State-specific certifications — some states and municipalities require licensed operators for specific public works projects

Certification doesn't guarantee competence, but its absence combined with thin job history is a significant red flag.

Reading a Resume: What Actually Matters in Earthwork

Most resumes in this industry are thin. That's not necessarily a problem—plenty of excellent operators built their careers through apprenticeships and word-of-mouth, not formal education. But I've learned to read between the lines.

Equipment-Specific Experience

Operating an excavator is fundamentally different from running a motor grader. Running a tri-axle end-dump is different from operating a belly dump or a water truck. I look for candidates who can specifically name the machines they've run and the manufacturers/model numbers they're familiar with. Someone who says "I can run anything" but can only name one or two machines is a generalist who hasn't run much of anything.

I want to see experience with the specific equipment in my fleet. If I'm hiring for a road base grading project and my primary machine is a Cat 140M, I want someone who has logged time on Caterpillar graders specifically—blade control, automatic grade systems, and the feel of the machine are all muscle memory that transfers between similar models but requires relearning when switching manufacturers.

Tenure and Stability

I get skeptical when I see a resume with six employers in three years. In this industry, some turnover is seasonal and normal. But chronic job-hopping—especially if the candidate can't clearly explain the transitions—suggests either an attitude problem, performance issues, or a pattern of conflict with employers. I look for candidates who have stayed with at least one employer for 2–3 years or more, which tells me they can build a working relationship and handle the day-to-day friction that comes with any job.

Project Types and Scale

Experience on large civil infrastructure projects (highway construction, utility work, large-site development) is different from residential grading. Neither is inherently better, but they require different skills. I match the candidate's background to the type of work I'm doing. If I'm building retention ponds and grading subdivision pads, I want someone with site development experience, not exclusively highway paving.

The Pre-Interview Background Check Process

Before I invest time in an interview, I run a preliminary background check. Here's my standard process:

1. MVR pull — 3–5 year motor vehicle record from the state DMV
2. CDL verification — Confirm license class, endorsements, and any disqualifying offenses via CDLIS
3. DOT drug and alcohol clearinghouse check — Required for CDL holders under FMCSA's Drug and Alcohol Clearinghouse (mandatory since January 2020)
4. Criminal background check — Standard 7-year check; I'm specifically looking at theft, fraud, and DUI history
5. Employment verification — I call previous employers directly. Not HR. I try to reach the job site foreman or project manager.

That last step—calling the actual supervisor rather than the HR department—is something most employers skip. HR will give you dates and confirm employment. A foreman will tell you whether the person showed up on time, took direction, or was a problem. Most people will give you a straight answer if you ask directly: "Would you hire this person again if you had the chance?"

The Interview: Questions That Reveal Character and Competence

I run working interviews whenever possible. But when I can't, I use a structured set of questions designed to separate candidates who know the work from those who know how to interview.

Technical Questions I Always Ask

• "Walk me through your pre-trip inspection process for a tri-axle dump truck." — A real driver can do this without thinking. They should mention fluid levels, tire condition, lights, brakes, fifth wheel/coupling, air lines, and load securement.
• "If you notice your truck is pulling to one side during a loaded haul, what do you check first?" — This separates people who troubleshoot from people who just call the shop.
• "Describe how you would set up to dig a pond with 3:1 side slopes." — For an excavator operator, this tests their understanding of slope ratios, benching, and grade control.
• "What's the maximum grade you'd feel comfortable descending with a loaded belly dump?" — There's no one right answer, but how they reason through it tells me a lot.

Situational and Character Questions

• "Tell me about a time you disagreed with a superintendent's instructions on a job. What did you do?" — I want to see someone who can advocate for safety without being insubordinate.
• "Have you ever been involved in an accident or incident on a job site? What happened?" — I don't automatically disqualify candidates who've had an incident. I look for honesty and accountability.
• "What do you do when you're running behind on a haul cycle and you're feeling pressure to move faster?" — This is a safety culture question. The right answer involves communicating the delay and not taking shortcuts.

The Question I Ask Every Single Candidate

"If I called your last supervisor right now and asked them what you were like to work with, what would they say?"

This question is uncomfortable for candidates who have something to hide. The way someone answers it—whether they pause, whether they hedge, whether they pivot to what they'd say about themselves—tells me more than anything on their resume.

Conducting a Working Interview or Skill Assessment

For operator roles especially, I never skip the working interview. Credentials and references tell me what someone might be capable of. Watching them run a machine tells me what they actually are.

What I Watch During an Equipment Assessment

Setup and Pre-Op: Does the candidate do a proper walkaround before starting the machine? Do they check fluid levels, look for leaks, inspect the undercarriage? Someone who jumps in the seat and keys it up without a walkaround hasn't been properly trained—or doesn't care.

Situational Awareness: I set up the assessment area with stakes and markers. I want to see how close the operator works to boundaries without being asked. Precision matters in earthwork. Can they cut a grade without drifting? Can they backfill without disturbing adjacent areas?

Machine Handling: Smooth operation of controls is the hallmark of an experienced operator. Jerky, abrupt movements are the signature of someone who either learned recently or developed bad habits. I watch for excessive throttle use, feathering of hydraulic controls, and how the operator positions the machine relative to the work.

Communication: Does the candidate talk to me during the assessment? Do they ask about the grade requirements, the material type, the target elevation? Someone who digs in silence and assumes they know what I want has a communication problem waiting to happen on your job site.

Drug Testing, DOT Compliance, and Your Legal Obligations

This section isn't optional reading. If you operate commercial motor vehicles and employ CDL drivers, you have specific federal obligations under 49 CFR Part 382 that govern drug and alcohol testing programs.

Required Testing Under DOT Regulations

• Pre-employment testing — Required before a CDL driver operates a CMV for you
• Random testing — Annual random testing rate is set by FMCSA (currently 50% for drugs, 10% for alcohol)
• Post-accident testing — Required following any accident meeting specific criteria (fatality, disabling damage, or citation issued)
• Reasonable suspicion testing — Required when a trained supervisor observes signs of impairment
• Return-to-duty and follow-up testing — Required following a drug/alcohol violation

For non-CDL equipment operators, federal testing mandates don't apply, but having a consistent drug-free workplace policy is both good practice and often required by your general liability and workers' comp insurers. I test everyone—drivers and operators—as a condition of employment.

Don't skip the FMCSA Clearinghouse query for CDL drivers. Since January 2020, employers must query the Clearinghouse before hiring a CDL driver and annually thereafter. This database contains records of drug and alcohol program violations that previous employers are required to report. A driver could have a violation from their last job that your MVR pull would never reveal.

Understanding Pay Rates and Market Benchmarks

You can't attract quality candidates if you're offering below-market pay. I've watched contractors lose good people repeatedly because they refused to benchmark their wages against current market rates. Here's what the data shows:

Current Pay Ranges (2024 National Averages)

Rates vary significantly by region. Urban markets like dirt exchange in San Francisco and dirt exchange in Seattle consistently run 20–40% above national averages due to cost of living and union density.

Beyond hourly rate, I look at the total compensation package. Health insurance, paid time off, retirement contributions, and tool allowances all factor into a candidate's decision. In a tight labor market, the contractor who treats employees like professionals—consistent schedules, reliable pay, and clear career advancement—wins the talent war.

Red Flags That I Will Not Overlook

Over the years I've learned to trust my instincts, but instincts should be backed by specific observations. Here are the non-negotiable red flags that will end a candidacy for me, regardless of how impressive the rest of the interview goes.

Absolute Disqualifiers

• DUI or DWI in the last 5 years — For any driver, period. Federal regulations disqualify CDL holders from operating CMVs for one year following a DUI conviction (lifetime disqualification for a second offense).
• Positive pre-employment drug test — No exceptions.
• Falsified application or resume — If I catch a lie in the interview, I stop the process immediately. Someone who lies to get a job will lie on the job.
• Disqualified CDL status — Any active disqualification in CDLIS or the Clearinghouse.
• Pattern of employers citing performance issues — One bad reference could be a personality conflict. Three bad references is a pattern.

Significant Yellow Flags

• Unable to explain employment gaps — Gaps happen. But vague or inconsistent explanations suggest something is being hidden.
• Excessive phone use or distraction during interview — If you can't focus for 45 minutes in an interview, how will you focus for an 8-hour shift behind the wheel?
• Badmouthing every previous employer — One difficult boss is possible. Five difficult bosses means the common denominator is the candidate.
• Overly casual attitude toward safety violations — I've heard candidates laugh off incidents or dismiss near-misses as "just one of those things." That attitude is incompatible with safe site operations.

Onboarding Done Right: Setting New Hires Up to Succeed

Hiring the right person is only half the job. How you onboard them determines whether they stay and perform or wash out within the first 90 days.

My First-Week Onboarding Checklist

1. Company safety orientation — Walk through your written safety program, emergency procedures, and site-specific hazards before they operate anything
2. Equipment familiarization — Even experienced operators need time to learn the specific machines and configurations in your fleet
3. Site walkthrough with superintendent — Introduce new hires to grade stakes, traffic patterns, disposal areas, and no-go zones
4. Paired shifts for the first 3–5 days — I pair new drivers with a senior driver or have a superintendent ride along for at least the first few days
5. Documentation — Have them sign acknowledgment of the safety program, drug policy, and equipment operating procedures
6. 30-day check-in — Formal one-on-one conversation about how things are going from both sides

The contractors who skip this process and just hand someone keys on day one are the ones calling me two months later wondering why things went sideways. Good onboarding pays for itself.

How Project Volume and Workload Management Affect Hiring Decisions

One thing that rarely gets discussed in hiring conversations: your ability to keep good people busy affects who will work for you. Experienced operators and drivers have options. They won't accept inconsistent work or long gaps between projects—not when competitors are offering steady schedules.

This is where having a strong pipeline of projects matters enormously. When your trucks are moving material consistently and your operators have steady site work, you're an employer of choice. When you're scrambling to find the next job, you lose your best people first—they have options, and they'll take them.

For earthwork contractors trying to keep their crews and equipment busy, DirtMatch provides a platform that connects contractors with active fill dirt import and export projects in their region, helping you maintain the kind of consistent project flow that makes you a stable employer. Contractors with steady work attract and retain better crews—it's that simple.

In markets like dirt exchange in Denver and dirt exchange in Los Angeles, where development activity is high but competition for qualified operators is fierce, having consistent projects through a platform like DirtMatch is a real competitive advantage when recruiting.

Building a Bench: Long-Term Workforce Strategy

The best contractors I know don't just hire reactively. They build a bench—a network of qualified operators and drivers they can call when work ramps up, who know the company and trust the work environment.

Apprenticeship and Training Investment

I've had my best results hiring people who are 80% of the way there and investing in the last 20%. A young driver with a clean record and a good attitude who needs a few more miles under their belt is often more valuable long-term than a 15-year veteran who has developed habits I have to undo.

The NCCER's apprenticeship program provides a structured pathway for training heavy equipment operators with industry-recognized credentials. Several community colleges now offer CDL training programs with accelerated timelines. Partnering with these programs to create a pipeline of entry-level candidates gives you a long-term talent advantage.

Retention Is Recruiting

Every experienced driver or operator you keep is one you don't have to find. Retention strategies that work in earthwork:

• Consistent scheduling — Operators and drivers value predictability. Knowing your schedule a week out is worth more than a $1/hour pay bump to many people.
• Equipment that works — Nobody wants to spend half their day waiting for breakdowns to be fixed. Investing in well-maintained equipment signals that you respect your crew's time.
• Recognition — Publicly acknowledge good work. Safety milestones, project completions, years of service. It costs nothing and matters more than most managers realize.
• Clear advancement paths — The driver who wants to become a superintendent someday will stay if you show them a path. They'll leave if they feel stuck.

If you're using DirtMatch to source and manage earthwork projects more efficiently, you're also doing your hiring strategy a favor—because consistent, well-matched projects mean you can make credible promises to your crew about steady work and stable schedules.

Regional Considerations: Labor Markets Vary Significantly

Hiring norms, prevailing wages, and available talent pools differ dramatically by region. What works in a rural Midwest market won't work the same way in a dense coastal metro.

In heavily unionized markets like dirt exchange in Boston, most heavy equipment operators come through the International Union of Operating Engineers (IUOE) or Teamsters locals. Hiring outside the union in these markets can create friction on public works projects where project labor agreements (PLAs) are in effect. Understanding the local labor landscape before you post a job is essential.

In growing Sun Belt markets and the Mountain West—think dirt exchange in Boulder or dirt exchange in San Diego—the talent pool is more open but can be thin due to rapid development growth outpacing the available operator workforce. In these markets, recruiting from adjacent regions and offering relocation assistance may be necessary for key positions.

Pay attention to your state's prevailing wage laws. Many states have their own versions of the federal Davis-Bacon Act that set minimum wages for contractors on publicly funded projects. Violating prevailing wage requirements can result in debarment from public contracts—a serious consequence.

Conclusion: The Standard You Set in Hiring Reflects the Company You Build

Every truck in your fleet and every machine on your site is only as good as the person operating it. The hiring process is where you set the standard for everything that follows—safety culture, productivity, client relationships, and reputation.

I'm not looking for perfect candidates. Perfect doesn't exist in this industry. I'm looking for honest, skilled, safety-conscious professionals who take pride in their work and want to be part of something built to last. When I find those people, I pay them fairly, treat them with respect, and work hard to keep them.

The contractors who win long-term in this business aren't always the ones with the best equipment or the lowest overhead. They're the ones who figured out how to build and keep a great crew—and they figured out how to keep that crew busy with consistent, profitable work.

If you're an earthwork contractor looking to streamline your operations and keep your equipment moving between projects, get started with DirtMatch and see how connecting with the right projects in your region can transform your business. A busy crew is a happy crew—and a happy crew stays.

All wage data referenced reflects 2024 national averages from Bureau of Labor Statistics Occupational Employment and Wage Statistics. Regional rates vary. CDL and DOT regulatory requirements are subject to change; verify current standards with FMCSA.