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Truck drivers are an essential part of South Africa’s trucking industry. In fact, the volume of goods transported increased by 11,6% in June 2021 compared with June 2020. This rise in payload highlights truck drivers’ critical role in ensuring that goods are transported safely and efficiently to their destination.

To ensure truck drivers can perform their job effectively, businesses need to track their movements and analyse their performance.

This article will discuss the importance of tracking and analytics for truck drivers and explain why they are such an essential factor for businesses operating in the trucking industry. It will also give strategies and tools for companies to use to improve their truck driver tracking and analytics.

If you are looking for a more immediate solution to your driving needs, the MASA Specialist Drivers Division is here to help. We are a reliable supplier of industry-leading drivers across South Africa. Contact us now to find out more about our services.

What is truck driver tracking?

Truck driver tracking is the process of monitoring and recording truck driver movements and activities. Companies can then use this information to analyse truck driver performance, plan routes, and optimise operations.

Without truck driver tracking, businesses would be operating blind. They would have no visibility of their truck drivers’ whereabouts or activities, leading to delays in deliveries, missing deadlines, and ultimately, unhappy customers.

Many truck driver tracking solutions are available, ranging from simple GPS trackers to more sophisticated telematics systems.

What is truck driver analytics?

Truck driver analytics is the process of analysing data collected from truck drivers. This data can improve your understanding of your truck drivers and their behaviours.

Analytics can also help you identify patterns and trends in your truck drivers’ behaviour. You can then use this information to improve your training and development programmes and overall efficiency.

Companies can use truck driver analytics to answer some crucial questions about your truck drivers, such as:

• How do they behave when they are behind the wheel?
• What routes do they take?
• What are their driving habits?
• How often do they make mistakes?

Why should you be tracking your drivers?

There was once a time when trucking was an industry where a truck driver could get away with driving long hours without taking proper breaks or other safety precautions. This is no longer the case with the advancements of modern technology.

Ultimately, we live in a world where tracking truck drivers has become increasingly crucial for businesses and where there are multiple reasons for them to track their truck drivers:

Key location and routes

Tracking and analytics allow businesses to monitor their whereabouts and ensure that they stick to their agreed routes. This is important for ensuring the safety of your drivers and the goods they are transporting.

Performance optimisation

Through tracking truck driver analytics, businesses can identify areas where their drivers need improvement. This could be in terms of fuel efficiency, driving habits or speed. Once these areas have been identified, businesses can work on strategies to improve their truck drivers’ performance.

Driver safety

One of the most important reasons for tracking truck drivers is for safety purposes. By tracking truck drivers, businesses can ensure that their drivers are taking the necessary safety precautions whilst on the road. This includes monitoring their speed safety purposes. By monitoring their movements, businesses can ensure that their drivers are not driving for long hours without taking proper breaks. This can help to prevent accidents and improve driver safety.

Payload security

One of the most valuable things truck drivers transport is the payload. By tracking truck drivers, businesses can ensure that their payload is secure and that their drivers are not taking any unnecessary risks along the way. In South Africa, there are many cases of truck hijacking, so businesses need to take all the necessary precautions to protect their payload.

Improved customer service

Another benefit of tracking truck drivers is that it can help businesses improve their customer service. By knowing the whereabouts of their truck drivers, companies can give their customers updated information on the status of their delivery. This can help to build trust and improve customer satisfaction levels.

Reducing fuel costs

By tracking truck driver movements, businesses can see where their truck drivers are wasting fuel and put measures in place to correct this behaviour. This could involve changing the truck drivers’ routes, providing training on fuel-efficient driving techniques, or investing in new technology such as fuel-efficient engines.

Tools and strategies for driver tracking & analytics

Businesses can leverage multiple tools and techniques to improve their truck driver tracking and analytics and fully capitalise on their driving operations. Some of these strategies and tools include:

Driver scorecards

Driver scorecards are a tool you can use to understand your truck drivers better and identify areas where they may need improvement.

Driver debriefs

Debriefing your drivers may seem like a time-consuming process, but it can be very beneficial in terms of understanding their behaviours and identifying areas for improvement. This strategy involves debriefing your drivers after every journey and asking them questions about their experience.

Telematics

Telematics is a technology that allows businesses to track and monitor their vehicles. This technology can track your truck drivers and collect data about their driving habits for improvement.

GPS tracking

GPS tracking is a technology that can be used to track the location of your truck drivers. This information allows companies to monitor drivers’ whereabouts and ensure they stick to their agreed routes.

Dash cams

One tool that is becoming increasingly popular for truck driver tracking and analytics is using dash cams. Dash cams are cameras fitted to a truck’s dashboard and record the journey as it happens.

This footage gives companies a chance to analyse the driving habits of their truck drivers and identify areas for improvement. Dash cams can also be used to provide evidence in the event of an accident.

Going the distance

As you can see, truck driver tracking and analytics are highly essential aspects of trucking operations. You can carefully improve the safety and efficiency of your truck drivers through tracking and analysis and even improve your customer service and cost savings along the way.

Although businesses can use multiple tools and strategies to improve their truck driver tracking and analytics, it is important to note that the truck drivers themselves are the most critical asset in trucking operations. By hiring the most qualified and experienced truck drivers, you can be sure that your trucking business will go the distance.

If you’re looking for truck drivers that are experts in fleet management and specialist driving, look no further than the MASA Specialist Drivers Division. MASA is Africa’s foremost supplier of drivers across the spectrum, from a forklift to Code 14. We have a vast pool of experienced drivers ready to be mobilised on-demand to meet our clients’ trucking requirements.

Contact us now to learn more about our truck driver recruitment and training services.

Company culture is a vital part of any organisation, and it can be the difference between attracting top talent and struggling to fill positions. To improve company culture for better recruitment, you need to understand what it is, how it affects employees and potential recruits, and what you can do to change it.

This article will discuss the definition of company culture, different types of company culture, and how they impact employees and recruitment. We will also give 5 tips to improve company culture for better recruitment.

If you’re looking for a more hands-on approach to boosting your recruitment efforts, Greys Recruitment Agency is here to help. We are a preferred staffing supplier of blue-chip corporates globally, specialising in white-collar permanent and temporary recruitment. Contact us to learn more.

What exactly is company culture?

For a term thrown around so often by businesses, one must dig deeper to understand what it truly means and how it impacts an organisation. To give you an idea, 46% of candidates believe culture is critical in the application process. This number alone clarifies that company culture is a vital factor in business.

Although it takes on many different meanings, company culture can be defined as the shared values, attitudes, standards, and beliefs characterising an organisation and guiding its members. It shapes the environment in which employees work and dictates how they interact with customers, clients, and other stakeholders.

Types of company culture

Every organisation is unique, which means company culture will look different from one business to another. There are, however, four main types of company culture:

Autocratic

This type of company culture is very top-down. Employees are expected to follow orders, and there is little room for creativity or independent thinking. This can be an effective company culture for businesses that need to move quickly and decisively, but it can also be quite restrictive.

Democratic

In a democratic company culture, employees are encouraged to share their ideas and opinions. This type of company culture values collaboration and creativity, and it can help foster a more positive work environment. One can already imagine how a democratic company culture might improve recruitment and hiring.

Laissez-faire

This company culture is similar to a democratic one but with even less structure. In a laissez-faire company culture, employees are given plenty of freedom to work independently. This type of company culture can empower employees, but it can also lead to chaos if not managed properly.

Hierarchical

In a hierarchical company culture, there is a clear chain of command, and employees are expected to follow the orders of their superiors. This type of company culture can be quite rigid, but it can also be very efficient.

What type of company culture does your business have? Now that we have a better understanding of company culture in its different forms, we can further identify how it affects recruitment in an organisation.

How company culture affects recruitment

Company culture can have a significant impact on the recruitment process. Candidates are often looking for more than just a job; they want to find a company that shares their values and where they will be happy working.

Strong company culture can help attract top talent, while weak culture can deter potential candidates and make it challenging to attract the level of applications your business needs.

Let’s explore a point-by-point breakdown of the multiple ways company culture can impact recruitment.

The type of candidates your company attracts

The company culture will dictate the type of candidates attracted to the organisation. For example, a company with an autocratic culture will likely attract candidates looking for a more traditional, hierarchical company.

On the other hand, a company with democratic company culture is likely to attract candidates looking for a more collaborative environment. It is important to keep company culture in mind when recruiting to target the most optimal candidates for your organisation.

The ease at which you attract top talent

The company culture will also dictate how easy it is to attract top talent. If the company culture is strong and attractive, it will be easier to recruit top talent. However, if the company culture is weak or off-putting, recruiting top talent will be more challenging.

The quality of applications you receive

The company culture will also impact the quality of applications you receive. If the company culture is attractive, you will likely receive more high-quality applications. On the other hand, if the company culture is not appealing, you are likely to receive fewer high-quality applications.

The attraction and retention of employees

Company culture can also affect the attraction and retention of employees. If the company culture is strong, it will be easier to attract and retain employees. However, if the company culture is weak, it will be harder to attract and retain employees.

Now that we have a better understanding of how company culture can impact recruitment let’s look at some tips to improve company culture for better recruitment.

5 tips to improve company culture for better recruitment

There are many things that businesses can do to improve their company culture and make it more attractive to potential candidates. Here are five tips to improve company culture for better recruitment:

#1 Make company culture a priority

The first step to improving company culture is to make it a priority. Company culture should be an essential part of the business, and leaders should give it attention and resources. Making company culture a priority will show employees and candidates that the company is serious about its culture and is committed to improving it.

#2 Communicate company culture

Another vital step to improving company culture is to communicate company culture. Employees and candidates should be aware of its culture and what it entails. Companies can do this through their values, mission statements, code of conduct, etc.

#3 Encourage employees to live company culture

One way to improve company culture is to encourage employees to live company culture. Companies can provide training and development opportunities, offer incentives, and create company culture ambassadors.

#4 Make company culture visible

Another way to improve company culture is to make it visible. This can be done by creating company culture displays, sharing company culture news, and celebrating company culture milestones.

#5 Involve employees in company culture

Finally, another way to improve company culture is to involve your employees. Companies can do this by soliciting feedback, conducting surveys, and hosting company culture events.

Improving company culture can be a challenge, but it’s worth it if it means better recruitment and hiring more top talent. By following these tips, you can improve company culture and make your business more attractive to potential candidates.

Do you need help with your recruitment?

Understanding the impact of company culture on your business is one thing, but improving your recruitment process to drive actual results takes a little more know-how.

If you need help with your recruitment, Greys Recruitment Agency is the team for you. We are a leading white-collar temporary and permanent recruitment agency with years of experience helping businesses find the right candidates.

Not only do we understand the people-driven ideas of company culture in recruitment, but we also leverage an extensive database of top talent to help businesses achieve their recruitment goals.

Get in touch with us today to learn more about how we can boost your recruitment efforts.

Hitting a wall is one of the worst feelings in the world, especially at work. Employees can tell when they have the potential to do more but lack the authority or resources to make it happen ー or a voice to ask for them. Working in this state is highly frustrating, which leads to demoralisation, reduced productivity, and disengagement from one’s work.

Thankfully, with the right approach and tools, any organisation can empower its employees. Human Resource (HR) Departments are often equipped to implement programs to empower employees. However, they may require additional tools and resources to develop the processes and best practices effectively, which we will discuss in this article.

If you would like more direct assistance with boosting your workforce, the MASA HR division is here to help. We provide specialist HR and industrial relations solutions to support and empower your business. Contact us to learn more.

First, let’s understand what an empowered employee is?

Empowered employees are confident, productive, motivated and engaged. They typically complete their tasks with little to no supervision and are confident to make their own decisions and generate new ideas because they feel trusted by their manager. They are also often willing to go the extra mile for their team and take ownership of their work.

Above all, empowered employees find meaning and purpose in their work, and this commitment helps them perform well in their roles.

What are the benefits of empowering employees and HR?

When your human resources department feels empowered to do their jobs more effectively, they can manage tasks better, giving them more time to brainstorm, research and develop programs that empower employees. To make your human resources department feel more empowered to complete their daily work, it may be necessary to invest in technology that helps the HR team automate routine tasks to focus their efforts on employee performance.

Empowering employees in the workplace can lead to:

• Increased dedication to performing daily duties
• Motivation to take on extra work and leadership opportunities
• Increased productivity and efficiency
• Improved customer service and communication
• Being more flexible and adaptable to the team, departmental or company changes
• Better adherence to company policies and practices
• Positive company culture

The last and arguably most important benefit is a greater trust in leadership.

A meta-analysis published in Harvard Business Review states that leaders who empower their employees are more likely to be trusted by their subordinates than leaders who do not empower their employees. This is not to say that empowering employees involves pushing work onto underlings that managers don’t feel like doing themselves.

Leaders who empower their employees act as coaches, pushing their employees to do their best work and supporting them along the way. Empowered employees felt that their leaders would not take advantage of their hard work ー. Instead, they would recognise and celebrate their wins.

There’s definitely enough evidence to show the benefits of an empowered workforce, but what can you start doing to ingrain empowerment within your organisation or business? Here are six tips below:

1. Encourage employee input and feedback.

One of the best ways to empower your employees is to encourage their input and feedback. This shows that you value their opinions and want to hear what they have to say. Furthermore, it gives them a chance to share their ideas and suggestions for improving things within the company.

2. Promote a healthy work-life balance.

It’s essential that employees feel like they have a proper work-life balance. This means they don’t feel like they’re continuously working and have time for other aspects of their life, such as their family and hobbies. When employees feel like they have a solid work-life balance, they’re more likely to be productive and motivated at work.

3. Offer flexible working arrangements.

Another way to empower your employees is to offer them flexible working arrangements. This could involve flexible hours, the ability to work from home, or part-time working. Flexible working arrangements show that you trust your employees to get the job done in their own time and in their way.

4. Encourage professional development.

Investing in your employees’ professional development is a great way to empower them. It shows that you value their skills and want to help them progress in their career. Additionally, it can make them feel more engaged and motivated at work.

5. Recognise and reward good work.

Recognising and rewarding good work is another excellent way to empower your employees. This could involve giving them verbal praise, bonuses, or awards. When employees feel like their good work is being recognised, they’re more likely to be motivated and engaged in their job.

6. Support employees’ mental health.

Mental health is a vital issue for all employees, and it’s something that the company should support. There are multiple ways to do this, such as offering counselling services or promoting a healthy lifestyle. When employees feel like their mental health is being supported, they’re more likely to be productive and motivated at work.

The role of HR in employee morale, health and productivity is essential. By taking steps to empower your employees, you can create a more positive and productive work environment.

Now that you have got the tips and outline on creating an empowered workforce, you need the steps you can follow. Here are five steps you can use to create a more empowered workforce that can better contribute to your organisation’s success.

1. Encourage employees to take the initiative and be proactive in their roles.
2. Support employees in taking on new challenges and responsibilities.
3. Help employees develop their skills and abilities.
4. Promote a culture of open communication and collaboration.
5. Encourage employee involvement in decision-making processes.

Empowering employees starts with listening and recognition

It’s quite simple, and companies and human resource departments often don’t get it right. A more detailed focus needs to be put on empowering employees if you want to get the best out of them as individuals and employees to help drive your business forward.

One of the most impactful ways to influence positive change in your workforce is specialist human resources and industrial relations solutions. MASA excels at managing and streamlining your HR so that your employees can focus on more high-level tasks. Contact MASA today to learn more.

We hope this article was insightful and brought value to you whilst reading it. You can visit our blog page for more articles like this one.

When it comes to payroll, many organisations rely on outdated paper-based systems. However, there is a growing trend toward paperless payroll as employers move to take advantage of this system’s many benefits.

This blog defines paperless payroll and explains why more companies are moving in this direction. We will also look at the pros and cons of going paperless and introduce the concept of payroll specialists – professionals who can help your business transition to a paperless payroll system with ease.

Gaining expert help from a digitally-savvy team of payroll specialists would most probably make your life easier, right? The MASA has over 12,000 monthly payroll transactions under its belt and is ready to streamline your payroll process. Contact MASA now to learn more about the future of your payroll services.

What is paperless payroll?

So, what is paperless payroll? Paperless payroll is a system where employee pay is processed and disbursed electronically without using physical paper documents. This digital-based payroll process can be done via direct deposit into employee bank accounts or a prepaid debit card.

Employees can easily access their payment-related information online and receive paychecks via direct deposit. Using an online portal system, employees can retrieve the following information using a computer, tablet or mobile device:

• Virtual timesheets
• Pay stubs
• Payroll reports
• Vacation accruals
• Time off records
• Benefit deductions

Essentially, this type of payroll system allows your team to manage their finances in a more efficient and convenient way.

Why are companies going paperless?

There are several reasons why companies are making the switch to paperless payroll. Let’s explore them below:

• Reduced paper waste and costs: There is no need to print pay stubs or W-2 forms with paperless payroll. This can save your company a significant amount of money on paper and printing costs.
• Increased security: Paperless payroll systems are much more secure than traditional paper-based systems. Direct deposit into employee bank accounts eliminates the risk of lost or stolen paychecks. And because all employee information is stored electronically, there is less risk of fraud or identity theft.
• Greater convenience: With paperless payroll, employees can access their pay stubs and W-2 forms online, anytime, anywhere. This is a great convenience for employees who are often on the go.
• Improved accuracy: Paperless payroll systems are less likely to experience errors, as all information is entered into the system electronically. This can save your company time and money in the long run.
• Environmentally friendly: An obvious benefit is that paperless payroll is more environmentally friendly than traditional paper-based systems. This is because there is no need to use paper or print documents.

What are the pros and cons of paperless payroll?

Now that we’ve looked reasons companies are making the switch to paperless payroll, let’s explore some of the pros and cons of this system.

Pros:

• Reduced paper waste and costs
• Increased security
• Greater convenience
• Improved accuracy
• Environmentally friendly

Cons:

• Upfront investment: Implementing a paperless payroll system can be costly, as it requires an investment in technology and infrastructure.
• Not all employees may have access to a computer or mobile device: For paperless payroll to be successful, all employees must have access to a computer or mobile device. This may not be possible in some cases.
• Lack of personal interaction: Some employees may prefer the personal exchange that comes with traditional paper-based payroll systems. With paperless payroll, all communication is done electronically, which some employees can see as a downside.

As you can see, there are both pros and cons to paperless payroll. It’s crucial to weigh all of these factors before deciding for your company. By understanding your unique business needs and the needs of your employees, you can make the best decision for your company.

What are payroll specialists?

If you’re considering making the switch to paperless payroll, you may consider partnering with a payroll specialist. Payroll specialists are experts in all things payroll and can help you manage your payroll process in the most efficient and effective way possible.

They can help you choose the right payroll system for your company and work with you to ensure a smooth transition. They can also provide ongoing support and guidance to ensure that your payroll process runs smoothly.

Partnering with a payroll specialist can significantly boost companies looking to optimise their payroll process. If you’re considering switching to paperless payroll, reach out to a payroll specialist like MASA to learn more.

Improving your payroll with MASA

Measured Ability (MASA) is a trusted staffing solutions provider and labour broker with over 40 years of experience in the employment industry. By partnering with MASA, your company can leverage highly efficient, accurate and empowering payroll services.

MASA’s payroll services are tailored to meet your company’s unique needs, and our team of experts will work with you to ensure a smooth transition. We also offer ongoing support to ensure that your payroll process runs smoothly.

If you’re looking for a trusted partner to help you optimise your payroll process, reach out to MASA today. We’ll be happy to answer any of your questions and help you get started.

You can also check out our recent blog post to learn more about The Power of Technology in Modern Payroll Services.

If you’re having difficulty finding and hiring the right people, it might be time to review and optimise your hiring process.

Hiring new talent is an inevitable part of being a business leader, and it’s more complicated than simply reviewing resumes and conducting interviews. Recruiting mistakes, like a poorly crafted job description or lack of communication about applications, can deter a qualified candidate from seeking employment with you. However, with the proper hiring and onboarding process in place, you will soon be able to recruit and hire the best candidates.

What is a hiring process?

A hiring process is a step-by-step method to find, recruit and hire new employees. A good hiring process will help you attract and retain high-quality employees who match your brand. The specific elements of a hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates. One would be to consider using a staffing solutions agency like MASA, but we will get into more details about this option later in this article.

Are you having trouble sourcing the right types of candidates for your roles? Or are you finding that an increasing proportion of your new hires don’t turn out to be the right fit for the position or decide to move on from your organisation relatively quickly? Then perhaps your recruitment and interview strategy isn’t sufficiently tailored to your company’s needs and your vacancies.

Here are our top tips for optimising your interview processes.

1. Plan ahead and be prepared

Organisations should take the time to plan and prepare for interviews to make the most of them. This means having a clear understanding of the role they are looking to fill, the skills and experience required, and the type of person who would be a good fit for the organisation. It also means preparing questions in advance and having a system to assess candidates.

2. Make sure everyone is on the same page

All interviewed candidates should be clear about the role, the selection criteria, and their roles in the interview process. This will help to ensure that everyone is evaluating candidates against the same standards.

3. Put candidates at ease

Candidates should be made to feel comfortable during the interview process. This means creating a relaxed and friendly atmosphere and being clear and concise in your questions. It also means giving candidates time to think about their answers and providing feedback after the interview.

4. Listen more than you talk

Employers should focus interviews on learning about the candidate rather than selling the organisation. This means allowing candidates to do most of the talking and listening carefully to their answers. It also means avoiding leading or loaded questions and asking open-ended questions to encourage candidates to share their thoughts and experiences.

5. Avoid making assumptions

It’s essential to avoid making assumptions about candidates based on their appearance, background, or demeanour. Instead, focus on their responses to your questions and their overall fit for the role.

6. Ask follow-up questions

Follow-up questions can help clarify answers or dig deeper into a topic. They also show that you’re listening and paying attention to what the candidate says.

7. Take notes

Taking notes during an interview can help you remember key points later on. It can also be helpful to have a written record of the interview if you need to refer back to it at a later stage.

8. Follow up with every interviewee as quickly as possible

Sometimes it can take a few days to decide on candidates – such as when crucial decision-makers are on holiday or you need to secure an extra budget to hire the right person. But the job market moves quickly, and candidates who are left in the dark about the status of their application might soon move on to a competitor or, perhaps even worse, discuss their negative experience with your organisation with their friends, family or professional network.

So be courteous and treat candidates as you would want to be treated. Maintain contact – even if it’s just to say that a decision has been delayed. When you do reach a decision, be sure to offer unsuccessful candidates feedback about their interviews and areas where they could improve.

Maintaining positive relationships is especially important if you have multiple great candidates but only one vacancy. If there’s a chance that other similar roles might open up in the future, you’ll want to put yourself in a position where not only can you return to them in future, but they’d be receptive to your approach.

9. Round off the experience with a brilliant induction programme

So you’ve found the perfect candidate, and they’ve accepted the role. Job done? Not quite. You’ll want to design and deliver the best possible onboarding programme, so they feel welcomed into your organisation, get settled and become a productive team member as quickly as possible.

Specialist onboarding software can help lighten the load and automate crucial processes while personalising the onboarding experience as far as possible will help new starters feel at home right away.

10. Hire a staffing agency like MASA

You could always partner with a staffing solutions agency, as we mentioned earlier. When you partner with a staffing agency like MASA, we take care of the entire recruitment process for you. This includes sourcing and screening candidates, conducting interviews, and checking references. We also provide ongoing support to you and the candidate, ensuring that the right person is placed in the right role.

Contact us today or visit our website to learn more about how we can help you improve your interview process.

By following these tips, organisations can improve their interview process and increase their chances of hiring the right candidates. Contact MASA today to learn more about how we can help you with your recruitment needs.

Maintaining an efficient and cost-effective logistics and transportation operation is essential for companies to survive and thrive in this competitive landscape. From factory to the road, drivers play a valuable part in the logistics continuum.

“Without skilled, committed truck drivers, much of the economy and life as we know it in SA, would come to a grinding halt. Trained and qualified drivers mitigate accidents, curb losses and ensure the country’s residents receive their essential supplies without delay, all while contributing to the economy.”

These are the sentiments of Arnoux Maré, MD from Innovative Learning Solutions – one of Africa’s biggest driver training companies. He believes that truck drivers are as vital as the goods they carry and highlights the growing concern over driver shortages.

Drivers don’t just transport material from one place to another. They play a vital role in securing the livelihood of consumers and the success of all the stakeholders within a supply chain.

“As of 2021, there is a shortage of approximately 3,000 truck and bus drivers in the SA transport sector,” said Maré.

This number does not even include the specialist drivers who operate forklifts, reach trucks, and other heavy machinery. Businesses need to consider their options – should they outsource temporary drivers or look for alternatives for managing the driver shortage crisis?

Well, whether you’re dealing with a driver shortage or a lack of specialised drivers for the job, here are five ways to boost your operations using temporary drivers.

If you are looking for a more immediate solution, contact MASA today to connect with South Africa’s leading driving specialists.

 

1. Specialised skills

 

Outsourcing is not always an option, but it could be the best decision a company makes to maintain its operations during high-demand periods, which require additional capacity and expertise on-site.

Specialist drivers are skilled in operating machinery, forklifts, and other heavy equipment to ensure efficient operations on-site. There is no need for additional training or hiring new staff – temporary drivers come with all the necessary skillsets needed to get started straight away.

This saves your company precious time during high-demand periods when you cannot afford staff training or require additional capacity.

 

2. Driving experience

 

Driving specialists like MASA provide a pool of highly experienced drivers trusted by other top companies globally. We can deploy temporary drivers across many client sectors, including logistics, manufacturing, retail, and mining.

MASA excels in providing temporary drivers for hire, so all you have to do is sit back and let them handle the recruitment of highly skilled individuals with extensive knowledge on-site. All MASA drivers have a minimum of three years of real-world experience in diverse environments such as city traffic or off-roading conditions.

This can be an excellent solution for companies with limited or no experience in hiring temporary drivers and don’t want to risk poorly managing staff which could jeopardise operations on-site. Clients must find reliable contractors they trust with their safety standards – temporary drivers are highly skilled and dedicated to the job.

 

3. Training and induction

 

Driving specialists like MASA also include mandatory training for all their temporary staff – whether refresher courses or additional qualifications needed by employers (for example, forklift driver qualification). This ensures that your drivers are up to date with the latest rules and regulations and that they are safe and efficiently on-site.

Induction is another vital part of temporary drivers as it ensures that new employees are capable of getting to work and familiar with the site quickly, efficiently, and safely. It is vital to ensure temporary workers have a smooth induction process that includes all necessary equipment such as uniforms, access cards, or other resources needed for specific roles on-site.

This results in a well-organised workforce who are efficient, informed and know what is expected of them. This also ensures that temporary workers are adequately prepared for the job at hand while also providing a safe work environment – both key components when you’re dealing with sensitive assets or hazardous materials.

 

4. Vetted drivers

 

Sourcing drivers from the talent pool is only the first step of the hiring process, and by partnering with a leading driving specialist, you can be sure that each driver is adequately screened and vetted before they even step foot on-site.

Hiring the wrong driver can have significant implications on the business, ultimately slowing down operations when needed the most. It’s important to make sure all temporary drivers meet your specific requirements, whether work experience or qualifications – this will help ensure a smooth hire process and more efficient operations on-site.

Proper background and reference checks are necessary to verify that each driver meets the highest standards of driving skills, behaviour, and knowledge.

Temporary driving specialists also run criminal checks on their drivers, which is often a requirement for many clients. This step is crucial when dealing with sensitive assets or hazardous materials because the temporary drivers you employ must be trustworthy and reliable.

 

5. Flexible solution

 

The flexibility of temporary drivers allows companies to deal with seasonal changes and maintain operations during high demand. The festive season, for instance, is a hectic period for many companies, and with the best drivers on your team, you can ensure that you finish the year on a high.

Companies should have quick access to temporary drivers for hire who can assist with peak times and meet varying needs and demands when there is an urgent need for more staff.

MASA also offers flexibility in terms of when you need staff members on-site. We understand that some clients may only require temporary staff for a few days while others will demand their services for months at a time.

 

Ready for your boost?

 

If you are hiring temporary drivers, look no further than the MASA Specialist Drivers Division. Our team of dedicated and highly-skilled drivers is ready to boost your operations and bring value to your business when you need it the most.

Boosting productivity through temporary outsourcing staff, like our pool of qualified drivers for hire, removes some of the stress of significant seasonal changes or demand peaks on site.

Explore the cost-saving benefits of temporary outsourcing staff by getting in touch with our team today. You can also check out our blog for your dose of expert industry insights.