This story first appeared in the May issue of DieselTalk – CLICK HERE to download the magazine FREE
Most developed nations are facing a truck driver shortage.
Auckland alone is several hundred short yet ‘truck driver’ appears on the Immigration New Zealand skills shortage list only for Canterbury.
And it’s not on the long-term or immediate skills shortage list because it was removed in 2014 when the Ministry for Business, Innovation and Employment thought the local industry could be doing a better job of training its own drivers.
Obviously it hasn’t worked. We have an aging driver pool, stagnant wages that don’t attract young drivers and an alarming number of existing drivers failing random drug screening tests.
Import duties
Importing drivers from overseas is an option some firms are turning to. It creates additional costs in dealing with immigration paperwork and upskilling the drivers to ensure they are competent, but it’s better than having trucks sitting idle.
To paraphrase the NZ Transport Agency: “Some countries require similar driving skills and have similar licensing systems to New Zealand’s… other countries may have driver licensing systems that are very different.” For that read substandard.
Drivers from countries such as the Philippines are being brought in to drive trucks and buses. My company has been involved in driver training in the Philippines for several years and we are acutely aware of the issues there – and in other Asian nations – where it’s possible to pay a ‘fixer’ a bribe for a licence.
Even if a driver does the test, it is relatively simple, if a little time-consuming because of the bureaucracy. That’s not unique to the Philippines.
It leaves New Zealand employers with the potential risk of hiring someone who has, on the face of it, ‘passed’ a driving test and achieved a level of competency that allows them to drive in New Zealand for up to 12 months without taking any form of local test.
Under the Health and Safety at Work Act 2015, companies must identify risks in the workplace and Section 20 states a vehicle is a place of work. To mitigate the risk, employers must provide information, supervision, training and instruction as stated in Section 9 of the Health and Safety at Work (General Risk and Workplace Management) Regulations 2016.
Hiring drivers from overseas
Companies outside Canterbury must be able to prove they have tried recruiting locally to fill a position, for example, by showing advertising or evidence of engaging a recruitment agency, as well as relevant statistics that show shortages in the industry. And if no candidate is available, they can be asked if it’s possible to train an existing staff member.
Companies must also ensure their terms of work – salary and working conditions – do not discourage New Zealanders from applying.
If a company meets those criteria, it can advertise and accept applicants from overseas.
“From placing the ad it can take between one and three months before the employee arrives in New Zealand, depending on the time of year,” says Immigration Advice NZ Ltd director Saif Shaikh who is experienced in helping companies source drivers.
He warns of the pitfalls of regional differences in recruitment from different countries and “while you can do things like verify documentation and licences yourself with the relevant agencies, a licensed immigration adviser will streamline the process, especially when it comes to the many forms Immigration NZ requires.”
Employers should also ensure recruiting overseas is affordable for them.
“Companies may be expected to pay for the driver’s resettlement, including the airfare,” he says.
New immigration rules setting salary caps for skilled labour will make it more difficult to recruit overseas and that’s where an immigration adviser will be able to assist.
Training new migrants
A driver with a heavy vehicle licence in their home country can drive in New Zealand for 12 months using that licence, but endorsements such as being able to carry dangerous goods must be taken here.
Larger firms have the staff resources and systems to ensure a driver gets the right training but it can be more of a burden for a smaller company.
The best process for training and inducting a new driver is:
1. Online theory-based training – it’s cost-effective, even at the recruitment stage. It’s essential any new migrant knows the road rules, truck loading code, driver health and safety policies, work-time requirements and how to fill out a logbook.
2. Practical in-cab assessments – addressing any bad habits and ensuring recruits actually know how to drive.
3. Role-specific training – how to load/unload specific vehicles and cargo they will be carrying; rules around the workplace; any other endorsements they might need.
Bringing over the right driver and giving them the right training can be a profitable decision but companies should ensure they get the right immigration advice before starting the process.
Darren Cottingham ‘s company also operates driver training in Australia, the UK and the Philippines.
