Understand the Eight Factors Used to Calculate Smart Applicant Scores
The CDL Suite Smart Applicant Score™ is calculated using eight objective Scoring Factors captured directly from the application. These factors were selected because they are measurable, consistent, and commonly reviewed by recruiters during the application process.
Each factor contributes to the Smart Applicant Score through one or more deductions. Together, these factors help recruiters quickly identify stronger applications, incomplete applications, and applications that may require additional review.
Smart Applicant Scores evaluate the application itself and does not replace recruiter judgment, interviews, background screening, safety reviews, or company hiring policies.
Driving Experience
Driving Experience measures the amount of commercial driving experience demonstrated by the applicant's reported employment history. Unlike some recruiting systems, CDL Suite does not ask applicants to simply enter a number of years of experience. Instead, driving experience is calculated using the employment history provided within the application. Applicants with more demonstrated driving experience generally receive fewer deductions than applicants with limited experience. Driving Experience measures what the applicant reported.
DUI Conviction
This factor evaluates whether the applicant reported a conviction for driving under the influence of drugs or alcohol. Because many carriers and insurance providers view DUI convictions as significant risk indicators, this factor carries one of the largest deductions within the scoring model. The Smart Applicant Score only evaluates the applicant's response to the DUI question and does not independently verify conviction history.
Failed / Refused DOT Drug Test
This factor evaluates whether the applicant reported a failed or refused DOT drug or alcohol test. Because failed or refused drug tests can significantly affect employability and safety-sensitive work eligibility, this factor carries one of the largest deductions within the scoring model. The Smart Applicant Score evaluates the applicant's response to the drug test question included within the application.
License Suspended, Revoked, or Denied
This factor evaluates whether the applicant reported that a license, permit, or driving privilege has ever been suspended, revoked, or denied. Many carriers consider license actions to be an important indicator during the recruiting process. As a result, this factor contributes to the Smart Applicant Score when applicable. The Smart Applicant Score evaluates the applicant's response to the license history question included within the application.
Accident History
This factor evaluates the number of accidents reported by the applicant during the previous three years. The scoring model focuses on accident frequency rather than attempting to determine fault or severity. Applicants reporting multiple accidents within the three-year review period generally receive larger deductions than applicants reporting fewer accidents. The Smart Applicant Score is designed to measure objective application data and does not attempt to evaluate accident circumstances.
Traffic Conviction History
This factor evaluates the number of traffic convictions reported during the previous three years. Applicants reporting higher numbers of traffic convictions receive larger deductions than applicants reporting fewer or no convictions. The scoring model focuses on the number of reported convictions rather than attempting to assign different values to specific violation types.
Gap Months
Gap Months represent periods of time that the applicant accounted for but during which they were not employed.
Examples may include:
- Medical leave
- School attendance
- Military service
- Unemployment
- Personal leave
- Retirement periods
Because the applicant has explained the time period, Gap Months are treated differently than Blank Months. Gap Months measure time that was reported and explained.
Blank Months
Blank Months represent periods of time that should have been accounted for within the employment history but were not reported by the applicant.
Examples include:
- Missing employment records
- Unexplained periods of unemployment
- Incomplete employment histories
- Missing timeline information
Blank Months are one of the most important Scoring Factors because they affect the completeness of the application. Blank Months measure what the applicant did not report but should have reported. For this reason, Blank Months generally carry larger deductions than Gap Months.
Why These Factors Were Selected
CDL Suite intentionally limits Smart Applicant Scores to objective factors that can be consistently measured across all applications.
The scoring model does not consider subjective factors such as:
- Employer names
- Recruiter opinions
- Interview performance
- Personal preferences
- Company-specific hiring standards
This approach helps ensure that the Smart Applicant Scores remain transparent, consistent, and comparable across all applications.
Learn More
See Deductions and Score Calculation