Fleet Management News & Business Info | Commercial Carrier Journal
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JOURNAL & retain BY CAROLYN MAGNER MASON hen Curt Singleton, director of safety and human resources for Bestway Express, joined the Vincennes, Ind.-based fleet 2½ years ago, the company was experiencing more than 90 percent driver turnover – a statistic in line with a recent American Trucking Associations survey. After researching solutions, Singleton determined the JOBehaviors compatibility assessment test would help select top-performing driv- ers upfront rather than go through the expensive weed- ing-out procedures later in the process. Singleton says the results exceeded expectations and resulted in lower turnover and more targeted recruiting. recruit WITH CURT SINGLETON, BESTWAY EXPRESS DIRECTOR OF SAFETY AND H.R. LOCATION: VINCENNES, IND. DRIVERS: 270 POWER UNITS: 260 Bestway Express: Finders keepers W and proper care of equipment. The metrics clearly identified both high performers as well as the lower-scoring ones. However, our metrics could not distinguish the intangible characteristics that separated the top-ranked drivers from the lower-tier ones. We sought out a program that could help pre-select candidates who would go on to become top drivers with our company. What made you decide to go with a behavioral/aptitude program? How did you rank drivers before this program? The metrics were in place to rank our drivers based on criteria such as safety, on-time delivery, compliance with regulations, customer service "50 percent of new drivers coming out of driving school leave or are let go in the first 60 days on the job. " – Mark Tinney, JOBehaviors At the time, we were only hir- ing experienced drivers. We spent a lot of money on back- ground checks – moving for- ward with those who looked good on paper. However, we found that it was only a 50/50 chance they would go on to become top-ranked drivers. We decided we needed a tool for choosing better-qualified drivers earlier in the hiring process. When we tested JOBehaviors assessment on our current pool of drivers, we were amazed to see the results accurately ranked our top drivers 80 percent of the time. Their results matched up with our own established metrics. How does the compatibility assessment work? Interested drivers take an 26 COMMERCIAL CARRIER JOURNAL | OCTOBER 2012 online assessment that evalu- ates behaviors related to the job. Applicants are ranked from 1 through 5 stars and compared to all others who complete the assessment. Those applicants with the highest stars exhibit behav- iors that are in common with known top-performing drivers. How does this program streamline the hiring process? Before we commit to pricey background checks, we have already weeded out the applicant pool with candi- dates displaying the highest potential to be a good fit with Bestway Express. We not only identify potential high-performing experi- enced drivers but also pull from recent CDL graduates as well. What results have you seen? After 18 months, turnover is down more than 35 per- cent and declining. Cost per candidates has been reduced and interview time cut in half. We used to interview 10 candidates to find one, and now top candidates come from only five interviews. Reduced turnover means an increase in top performers who exceed safety and atti- tude expectations. Curt Singleton, Bestway Express director of safety and human resources, says the JOBehaviors compatibility assessment test helps find top-performing driv- ers upfront. How have you fared with new drivers? Our retention with drivers new to the industry is 75 per- cent, much higher than the industry average. How do you attract drivers to the assessment? We advertise, use social media and attend job fairs. Any inter- ested applicants can download the assessment, and we get their ranking. How many stars does it take to continue to the interview process? We accept inexperienced driv- ers who test at the four- or five-star level. Experienced drivers generally must test at three stars or above to be hired by Bestway Express.